The core value of Interra IT is dedication to the highest quality of customer service. To do this it is essential to ensure that you form an organization that is in complete agreement on the philosophies, goals, values, strategies and customer deliverables. It has to be a way- of life for them- people who are accountable- individually and collectively. Each unit working as an Individualized Corporation and at the same time working in alignment with the company’s goals.

To achieve this we have a "hire for attitude" policy - the aim to find and keep people who fit. In order to facilitate this we use various innovative recruitment channels like the Web Enabled recruitment, Talent search firms and our own Internet based career site. We also lay a lot of stress on and have an internal "Referral Program". This is based on the belief that no one knows the company as well as the employee so a referral candidate from him/her would have a higher probability of being a match. As part of the "attitude" hiring we also visit a lot of premier campuses with an effort to hire the right fits and train them, thus resulting in a young and dynamic workforce. The philosophy in short is "Hire for attitude and Train for skills".

There is also a lot of focus on people development with stress on defining and rationalizing roles within the company and competency development. A number of internal as well as external training programs are organized to enable employees to constantly upgrade their skill sets. With the Global Delivery model involving a lot of cross-cultural interaction the employees are also vigorously trained on the behavioral aspects to better understand and interact with the clients. An in-house training resource pool works constantly at enhancing in-house technical skills and this result is a well-rounded techno savvy team.

We operate on the premise that one of the best ways of developing people is by putting them at jobs that stretch them, while offering support and helping them succeed. Tough deadlines and a dynamic environment ensure that this happens. With this is mind we also have an exhaustive Talent Review system. The managers are encouraged to work as mentors and coaches- identifying the "Star performers" putting them on the fast track and training the others. The Pay-for-Performance philosophy further enhances this system by being a strong motivator for them to perform. We also have an Award system wherein we constantly reward exceptional performance with awards like the "Best Employee", Best Rookie, Best team to name a few. We also have a corporate Newsletter that serves as a creative outlet for the employees and an effective forum for them to share their ideas.

To further the feeling of ownership among the employees the top management holds a regular quarterly "Comms " meeting to discuss the achievements and planned movement of the company. This is the forum where the employees come forward and participate in deciding the direction of the company. We believe that with a motivated and flexible work group of employees the sky is the limit.