People, Culture, and Technology: The Base of Sustainable Growth

Q: How does Time2Grow’s partnership with Beyond Technology enhance its ability to integrate cutting-edge solutions into talent management and business growth strategies?

A: Time2Grow has three different branches: Factor RH, Skills2Work, and Time2Business. Factor RH was founded 12 years ago, but the field of human resources has changed significantly since then. When Factor RH began, we operated under the belief that without a strong organizational culture, nothing would truly succeed. Culture must be nurtured from its roots to allow an organization to thrive. 

Along the way, we partnered with Beyond, working together to define its organizational culture and what it aspired to become. We then aligned all HR practices accordingly, implementing our Fit and Match model, which specializes in talent acquisition based on cultural fit. Many of our clients are in the IT sector, and we quickly realized that without reskilling and upskilling, finding the right talent is nearly impossible. Investing in individuals with potential and developing them within the IT industry is a long-term strategy with significant returns. This realization led us to create Skills2Work, a platform designed to identify market potential, provide training, and help individuals become high-performing professionals with a strong sense of loyalty and a continuous drive for growth.

We then entered the world of automation, as talent and technology are inseparable. That philosophy led us to establish Time2Business, which focuses on process automation. Our core belief is that technology should enhance human talent, not replace it. There is often fear that AI and automation will make jobs obsolete. The reality is quite the opposite. We are creating opportunities for talent to generate real value.

Q: How does Skills2Work attract the talent it trains and develops?

A: Our approach to talent acquisition follows two main paths. The first is through university recruitment. The second is through open calls where individuals can express their interest. Initially, many were skeptical, assuming there was a hidden cost or a catch. However, we made it clear that this was an opportunity for individuals who are truly committed to growth.

Regardless of how candidates enter our pipeline, they go through a rigorous selection process. We conduct interviews and psychometric assessments, focusing on evaluating competencies such as adaptability, problem-solving, and resilience. Learning new skills is challenging, so we assess how well individuals handle frustration and change. Passion for continuous learning is key.

Q: How do you tailor the program to the needs of participants?

A: The program begins with a three-month foundational phase, similar to a university core curriculum. Throughout this period, we assess the candidate’s strengths with the help of mentors and coaches. We use hands-on workshops to help participants discover where they excel, guiding them toward the right specialization.

Our approach has been refined through trial and error. We identify a set of core competencies and as we advance, we adjust based on real-world results. We value technical and human skills equally. A candidate may be highly skilled in networking, but if they struggle with problem-solving or managing difficult clients, their effectiveness is limited. This has led to a paradigm shift in how we develop talent and how we position human skills. What were once considered soft skills are proving to be just as critical as technical expertise. 

Q: What are the main changes you have seen in the work environment? 

A: Organizations are now prioritizing individuals who can develop talent — not just leaders, but people at all levels. As structures become more horizontal, the ability to share knowledge and collaborate is essential. The traditional concept of knowledge management, where expertise was held and transferred selectively, has evolved. Success now depends on fostering collaboration, empathy, and genuine connections beyond just numbers or roles.

Regardless of hierarchy, employees must be empathetic because, at the core, we are all human. This shift in perspective has also influenced organizations, which now seek more human-centric employees — individuals who naturally coach and support their peers.

Remote work has further emphasized the importance of collaboration, communication, and engagement. The traditional notion of employee loyalty has changed. Loyalty now stems from meaningful relationships and shared values, rather than mere corporate identity. Organizations must cultivate a sense of purpose, aligning their vision with employees' aspirations for impact and social responsibility.

Q: How is Time2Grow using AI and automation to optimize recruitment and talent management processes?

A: Part of our Time2Business strategy focuses on automation, which can range from applicant tracking systems (ATS) to AI-driven selection processes and commercial operations. We also work with mobile solutions that support organizational processes. Our automation efforts extend to AI, cloud-based solutions, and process simplification, alongside advanced analytics to extract actionable insights from data.

A key challenge is ensuring that employees understand the value of these systems. When employees recognize how information impacts business decisions, they see the value in both their work and the systems they use. To simplify adoption, we integrate solutions like WhatsApp Business and other tools that enhance automation. Technology itself is not the issue — user engagement is. 

Our key differentiator is hyper-personalization. Many companies offer technology solutions, but few combine them with tailored change management. Instead of providing standardized training programs, we customize every aspect to align with both individual needs and organizational culture. This approach ensures that companies and their employees grow together.

Q: How is Time2Grow helping companies build sustainable and adaptable talent strategies for long-term success?

A: We emphasize co-creation. We are not a consulting firm that dictates how things should be, as imposed solutions rarely succeed. Instead, we focus on understanding where an organization is headed and align with our clients’ needs. That is why we work closely with clients to define where they want to go and how to build a solid path forward. While we cannot predict the future, we walk alongside them to ensure they move in the right direction with a strong foundation. Every company is unique because it is made up of individuals, which means solutions must be tailored to their specific culture and vision.

Startups are often seen as the roots of innovation, but for sustainable growth, a company needs a strong core — one that integrates people, culture, and technology. When that foundation is in place, the organization can flourish, adapt, and evolve. Over time, it will grow and attract new opportunities. But none of that happens without a solid base.

Time2Grow drives business growth through talent, organizational culture, and automation. It offers 360° HR and technology solutions.