At Globalpraxis you will gain truly global experience with the chance to work on challenging projects all across the world. You will gain first-hand understanding of different countries and cultures across developed and emerging markets. We at Globalpraxis travel to all markets around the globe.
Our boutique style of working will enable you to develop expertise in route-to-market and revenue growth management in dynamic industries such as fast-moving consumer goods, retail, pharma, services… Our lean organization ensures that you will be given the opportunity to take on responsibility from day one in the company.
Help the senior management of some of the largest companies in the world solve their most pressing challenges.
Our clients' success is a measure of our success.
Your progress and professional growth is very important to us. We invest time and effort into developing your strengths and helping you evolve in specific areas. Depending on your training and prior experience you can opt for one category or another:
Associate level. We detect your potential, train you according to our methodology, and accompany you along your path to greater responsibility. Our company is prepared to offer you a sabbatical in case you would like to complement your training with an MBA.
Consultant level. Your professional growth will be exponential and you can quickly become a key asset to our consulting team.
Internship position. The best recruiting process anyone can hope for. We offer the opportunity to participate in our intern program for 10-12 weeks, where you'll have the chance to get to know the essence of the company, and we'll have the opportunity to get to know you and your potential.
At Globalpraxis, we care about your professional development as much as about your personal well-being, which is why we have developed different programs that will help you grow and develop within our organization.
We have some technical trainings that will help you get up to date with our business and methodology, such as PowerPivot, Goal Seek, Histogram and PivotTables; mixing theoretical modules and real case based exercises that will give you a preliminary understanding of our environment, and also accompany you during your move from a consultant position to a managerial role, since it is one of the most challenging transitions in your career path.
Our people development program has two focuses, and all our team is a part of it. On one hand, we focus on talent development initiatives providing workshops and individual coaching sessions to help our people grow, both professionally and personally.
Some of the contents we work on are leadership skills, different communication styles and techniques, negotiation and assertiveness, change management and developing autonomous motivation in teams.
On the other hand, we have implemented a program that helps us create a healthy organization by offering different emotional well-being workshops, as well as arranging employee engagement activities. During these sessions, we aim to raise awareness about the importance of having healthy habits and provide tips on how to implement them in our daily life in order to achieve a more balanced life style.
Some examples of the topics we are introducing during these sessions are mindfulness, healthy sleeping habits and digital detox.
Our process aims to get to know you better and to see how well you would fit into the organization, as well as for you to meet our people and understand our culture. The process will include the following stages:
During the 1st HR phone interview and the competency-based interview, we will have a discussion in order to get to know you better and understand your motivations for joining Globalpraxis, as well as to assess your fit with the culture and the team. You will also be able to ask questions to get to know us better. We expect you to be yourself and to feel free to share your thoughts about joining the organization.
The technical interviews will consist of both case-based interviews as well as brainteasers. They will allow us to understand how you approach problems. During these interviews we will replicate real project situations for you to solve and they will allow you to understand the nature of the work we do. The main areas evaluated will be analytical skills and logical thinking, as well as your communication style.
Our ideal candidate will be someone who is looking for intellectual challenges and who is not afraid of getting out of their comfort zone. Ideally you already have experience working in different parts of the world (speaking three business languages) or are looking to continue gaining international exposure. Finally, you are curious about living and working with people from different cultures and you prefer working in a multicultural environment (definition of “trooper”).
The following are some of the case types you may encounter during the case interview:
Our client, a manufacturer of natural waters, has three plants in different locations around the country where they perform filling and bottling. Their distribution network consists of about 100 distributors who serve retailers. To optimize operations, our client uses five rented distribution centers (DCs) located in five major cities, which are supplied directly from our client’s plants, and provide only logistics support (stocking of products, loading/unloading, some pre-sale preparation: wrapping, re-palletizing). Our client supplies 100 distributors from those DCs. Recently, the Finance Director of the client has raised concerns that those DCs seem to be very costly for the company.
What options for distribution network adjustments can our client have if management decides to eliminate DCs?
What factors should they consider before deciding whether to eliminate DCs?
Our client is a medical company that manufactures equipment (small- and mid-size biochemical analyzers) for small- and mid-size laboratories and consumables for equipment (reagents) in Western Europe. They sell both product categories either directly to hospitals and private laboratories, or via distributors. Recently the company experienced a loss of market share and profits in Western Europe:
The client’s management considers entering developing markets (Eastern Europe, China, Central Asia). However, they are already late entrants and the management is afraid of losing even more.
Should they enter into new markets? How?
What should be their focus?
What other options may they consider? (give as many as you can)
