WE’RE LOOKING FOR YOU
Incentive is always looking for competent, talented and ambitious candidates to join our team. The best candidates are typically academics with a background in economics who might have already spent a few years working as a consultant. They have the courage to inspire and challenge clients, are helpful and work well as part of a team, and never compromise on quality and service.
At Incentive, we are proud to uphold a strong set of values with regard to both our clients and our in-house operations, and we live them every day. In order to be successful with us, candidates must share these values.
Our employees must have the courage to inspire and challenge clients and avoid compromising on quality and service. They are analytical and can look at problems from creative angles. They value and have the drive to be a part of a business where everyone helps one another, has influence and is responsible for the company’s development. Our employees want to build relationships and get results, and they successfully do both.
We welcome candidates who want to be part of the Incentive team to demonstrate their potential.
ATTRACTIVE COMPENSATION PACKAGE
Incentive believes the company’s success is also the employees’ success. Therefore, we think it is only natural to share out a portion of the company’s profit as bonuses at all career levels. The higher an employee’s career level, the bigger the bonus.
Our employees receive a phone of their choice, Internet at home, a newspaper subscription, academic memberships, and health insurance.
Incentive has employed and continues to employ some of Denmark’s best economists. We develop ourselves both personally and professionally by constantly demanding that we become better; that we remain open about our competencies; and that we strive to learn more about our profession, ourselves and one another.
Our success in our profession depends on our ability to master the role of being a consultant. The most effective way to do this is to get firsthand experience and learn from those who have already mastered the role. We offer the following opportunities to support our employees in their professional development:
- Sounding board, where experienced consultants, using our guide, hold discussions with less-experienced project managers about specific projects. We ensure that the teams discuss all aspects of a project, thereby supporting the managers’ development and building their experience.
- Developmental days, where all employees take part in skills development, thereby increasing not only their knowledge but also their skill sets. Previous developmental days have focused on written presentation, oral presentation, graphic presentation, sales and relations, energy management, personal communication, feedback and the Herrmann Brain Dominance Instrument (thinking style preference).
We map out and discuss actual and desired levels of competence with each individual employee annually. We then agree on target competencies and develop a plan—which includes management support and development activities—to help each employee reach his or her target competencies within the upcoming year. Every day, our employees actively work toward meeting their targets by employing lessons learned during their projects.
The work of Robert Kegan, a developmental psychologist and former Harvard University professor, inspires us to work determinedly to become a “deliberately developmental organisation”.
Incentive’s career model
The Incentive career model comprises six levels with increasing demands for performance and responsibility with regard to client contact, project leadership, development and sales. We believe that everybody develops best in a learning environment where people constantly help one another become better at what they do. That’s why we set goals and follow up on them as a natural part of our daily work.
At career level 4, our employees have the opportunity to become a partner with Incentive. In this role, they become part of our management team and participate in our partner bonus program.
Delivers segments of projects in cooperation with colleagues.
Delivers competent input for analyses and communicates results in a clear and accurate manner.
2. SENIOR CONSULTANT
Masters analytical techniques in Incentive’s central market areas. Is responsible for smaller projects or segments of larger projects. Contributes actively with sales efforts through existing clients.
Is a project leader for all types of projects. Acts as a supervisor and inspires colleagues. Contributes actively with sales efforts through existing and new clients.
4. MANAGER (AND PARTNER)
Is an independent project leader for all types of projects. Acts as a supervisor and inspires colleagues.
Is solely responsible for ensuring highly satisfied clients in terms of the relationship with the client, the professional content and communicating the results. Being a member of the partner group, the partner works strategically with contributing to Incentive’s growth, development and success.
5. SENIOR MANAGER (AND PARTNER)
Keeps one step ahead of clients’ needs and is recognised widely for one or more of Incentive’s service areas.
Is responsible for contact with large clients, has highly satisfied clients and is working determinedly towards a business expansion.
6. DIRECTOR (AND PARTNER)
Is independently responsible for one or more central business areas. Is the driving force behind maintaining and building upon Incentive’s market position within its central areas.