We support the professional and personal development of our employees

We provide support in professional development for everyone, guarantee equal opportunities in all aspects of employment, and offer competitive salaries and benefits. In return, we expect professional ambition and willingness to develop, the ability to cope with a rapidly changing and complex environment, and the awareness that our work, innovations and solutions affect the daily purchases of millions of consumers. We are very pleased with the high marks that we receive in the annual surveys from our employees.

Professional development

Professional development of employees is crucial for the development of Allegro. We have prepared a large selection of training sessions, workshops and conferences for them, available through a special development platform called MindUp. It includes training in the so-called soft skills, technical training, managerial programs and development tools.

In 2020, female employees participated in a greater number of training courses than in the previous year and generally participated in training more often than men. 41.8% of Allegro employees are women, and 45% of all training participants are women.

The MindUp Program consists of:

• Get knowledge – the most useful training sessions, professional workshops, postgraduate studies, courses and exams for specific positions, in the area in which we operate,

• Share experience – e.g. training sessions during which employees have the opportunity to play the role of trainers and share their expertise with others within the organization. For this purpose, employees receive the necessary support from the HR department, which prepares them for the role of trainers

• Unlock self-awareness – training focused on the development of the so-called soft skills stimulating creativity and innovation

• Be inspired – meetings with various authorities where they share their inspiring experiences and good practices with our team

• Lead others – training for leaders to develop managerial skills, e.g. team management, task delegation, collaboration and communication. We offer new leaders the WarmUp program, supporting them in their first steps on the managerial path.

Employee assessment covers everyone who meets the criterion of at least 3 months of work experience, including employees returning from leave (i.e. long-term sick leave, parental leave, maternity leave). These employees typically do not work long enough to get their performance appraised. This is the main reason why the above rate is not 100%, especially for women.

We create a friendly workplace and regularly check the level of commitment of our employees. Every year we conduct a satisfaction survey, which we treat as the basic source of information about our company as a workplace. By analysing the survey results, we are able to better understand what translates to employee engagement, as well as identify areas we should work on.

The survey is confidential and we compare the results with those of the best technology companies in the world. In 2020, we achieved the highest engagement score in Allegro’s history.

At Allegro, we aim to attract and retain the most talented people. We recruit the best candidates with great development potential. We offer our employees the opportunity to participate in large and complex projects, extensive development opportunities and a competitive remuneration package. Our remuneration policy is aimed at acquiring, motivating and retaining employees who represent the highest level of competence and experience. It is based on equal treatment of employees and creates a framework that ensures that everyone who performs the same tasks is equally compensated.

In total, Allegro spent 66.5% more on employee salaries in 2020 than in the previous year, i.e. PLN 490.1 million. This was due to an increase in employment by 27% year on year, as well as an increase in basic salaries and an increase in annual bonuses due to good results generated by individual companies. Staff costs also include one-off costs of PLN 3.3 million resulting from COVID-19 support for employees.

Obtaining the status of a public company has given us the opportunity to introduce the Allegro Incentive Plan (AIP), a long-term incentive program based on Allegro.eu shares, the aim of which is to enable employees to become co-owners. This is a unique program in terms of the scale and scope of the shares transfer.

On the day the company went public, all employees employed at Allegro.eu under an employment contract received an allocation of Allegro.eu shares (listed on the stock exchange) worth PLN 10,000, according to the IPO price. The shares will be awarded free of charge one year after the IPO (i.e. in October 2021).

The second element of the AIP is a plan to use shares to motivate and reward current and future employees in positions of key management, product or expert importance. The status of a public company will enable us to use shares to build long-term employee involvement in the company’s development. We will launch this program in 2021.

We want the best to work at Allegro, and we evaluate our job candidates using objective criteria. We use a standardised competency-based behavioral interview, and the recruitment process is supported by the so-called Hiring Squad, i.e. a group of specialists from various fields and at various levels of their careers, whose task is to make the final selection of the person who will be employed.

Each person applying to work at Allegro, regardless of the recruitment decision, can always count on feedback. We place particular emphasis on information provided to those whom we have decided not to hire. We point out gaps in their competencies and suggest educational materials that may help fill in those gaps should a candidate in question decide to re-apply in the future.

Every year we open our doors to people starting their professional careers. The paid internship program called Summer e-Xperience allows you to learn about the operation of the largest e-commerce platform in Poland, and the best interns have a chance to stay with the company for longer. In 2020, 53 people took part in e-Xperience, of which as much as 70% found employment at Allegro.

All program participants are looked after by a mentor. They can not only take part in training but also test themselves in working independently on real projects and challenges. The Summer e-Xperience program is recommended by 100% percent of the trainees who took part in it.

We have prepared an onboarding program for every person starting work at Allegro. In it, we show how our company works, how we care about customers and sellers and we present our products and technologies. Employees also learn about the policies and company rules as well as undergo theoretical and practical training in the use of internal Allegro systems.

Allegro employees are not covered by collective bargaining agreements, and Employee Representation (Reprezentacja Pracowników) is the lawfully elected employee representative body. The company does not provide any pension plans other than those required by local labour law.