In the year 2000, the recently founded EBRC had only a handful of clients. Yves Reding, its director, was putting together his team by looking for someone with legal skills. Sandrine Boucquey, who had been working as a lawyer, left the bar to manage the legal side of EBRC’s business and passed a human resources exam. 17 years later, she is now heading two divisions of a company that has accumulated more than 400 clients.
In 2016, EBRC achieved a turnover of 70 million euros and 22% growth. Is it this two-figure growth rate that justifies your need for increased recruitment?
From August 1st to September 1st, we welcomed 15 new employees that were quickly and efficiently integrated into our teams. Recruitment is a daily challenge because our projects are always in need of increasingly specialised skillsets. One example is the development of our "Security Operation Centre", which prevents and detects computer threats: the SOC requires highly qualified operational teams to respond effectively to cyberattacks.
What specialties are you looking for in new recruits?
Our core business especially requires skills in systems and infrastructure, but the IT transformation and cybersecurity consulting side is rapidly becoming more important as well. We are looking for IT engineers, project managers, architects, experts in security, Linux, Microsoft and others. Due to its rapid expansion, EBRC is constantly looking for new talent.
We know that Luxembourg is looking for experts in the field of information technology and more particularly in security. Could we say that EBRC and Digital Lëtzebuerg share common objectives?
Yes, and we have to work together to find and to attract these skill-sets to Luxembourg. It is not enough to find them, we also have to stir their interest and we would be wrong to believe that good wages alone are sufficiently attractive. The scarcity of these skill-sets forces us to look beyond the Greater Region. A whole family cannot be convinced to settle far from home without good job perspectives and life opportunities. This is why we help our candidates discover the capital and its surroundings, and we aid them in finding a home and in completing administrative procedures.
In addition, EBRC sponsors university degrees in Belgium and France, for example with Telecom Nancy and through its collaboration with the universities of Strasbourg, Lorraine and the LIST, for its certifications. In 2016, we hired six out of our twelve trainees, which leads us to think that working for EBRC is a positive experience.
Our hunting grounds are currently France, the Netherlands, Switzerland, Spain, Portugal, the United States, and very soon London. This internationalisation leads our company to move even further towards the English-speaking world.
What are your advantages?
The emigration of highly skilled workers to Luxembourg is first of all due to a burgeoning IT environment, concrete projects and promising synergies. EBRC has rethought its working methodologies so that employees who devote themselves to a project can do so without being interrupted by their production-related missions, for example. Another important argument is that the continuing organic and external growth of EBRC is certain. Entering the capital of the French digital company Digora was a clear sign of this acceleration in our international development.
Furthermore, Luxembourg's socio-economic framework itself is very attractive. I'm not a Luxembourger myself and do not live in Luxembourg – my home is just behind the border - yet I believe strongly in the country's potential. The Grand Duchy is giving itself the means to pursue its IT ambitions. The arrival of Google is a very encouraging sign, but efforts have to continue to reach the country's full potential. A director of Human Resources in a company specialised in the digital world cannot resign itself to having to send its engineers to Paris or London for state-of-the-art training.
Article by Julien Brun, published in LG Magazine - Nov. 2017
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