Bluefin aims to provide an environment where employees can achieve their full potential and in doing so, help us to deliver outstanding business performance. We actively seek to attract and retain people who will be committed long-term employees.

We help our consultants develop the skills and competencies they need, not just to perform more effectively in their current job, but also to prepare them for more demanding roles in the future. We help our consultants to develop themselves, and to plan and manage their own careers using our personal development plan and mentoring schemes.

Below are some the key processes that make up Bluefin's career development plan.

Mentor process

The Bluefin mentoring process is designed to give employees a chance to drive their own career forward. It gives the opportunity for the consultant to talk to somebody independent of their current project regarding their aims and aspirations. It is also the forum for setting personal objectives, which will need to be met in order to qualify for six monthly bonuses, and for discussing training requirements.

Project review process

The project review process is the opportunity for consultants to understand how well they have performed on a project, what they could do better and what they should be looking to do in the future. It comprises formal feedback from the project manager they have worked most closely with over the duration of a project. Objectives are set at the start of every project to ensure expectations are clear, and upward feedback is a key part of the process.

Pay and promotion process

Bluefin offers a system of grading employees that allows a visible and defined promotion path. Each role has a description to highlight what kind of work we expect consultants of each grade to be able to do. Pay and promotion reviews are carried out yearly and take into account the project reviews and any internal work that supports the consultant having achieved the required level for the next grade.