Why work here
We are passionate about fostering a culture where people thrive. Our hiring process is extremely thorough to help ensure potential candidates are a good fit, and gives candidates a chance to understand what it’s like working at Habanero so they know if it’s a right fit for them too!
Teams and collaboration
We’re all accountable to each other. Habanero isn’t structured like your typical company; instead of a single person in a group with a higher level of power and authority, teams of people collaborate and contribute equally based on their experience, interests, and strengths.
Our peer performance management model means that tenure doesn’t drive who becomes a performance manager — interest and passion for the career development of others does. We seek to help everyone understand and develop their strengths and capabilities, relying on an individual’s own motivations to drive results.
This is working at Habanero
Our hiring process
Our hiring process might be longer than other companies, but it’s successful at matching us with the best people.
The workplace awards we participate in involve detailed anonymous surveys that are completed by Habanero employees and our leadership team. Feedback collected in the surveys, along with our ranking, helps us measure how our engagement is doing. We also have our own anonymous survey that goes out to everyone in the company three times a year and covers engagement, performance, leadership, people, development, work, culture and place.
Globe and Mail
#1 on the Globe and Mail's Best Workplaces in Canada list for 2015
#4 in Best Small and Medium Employers in Canada for 2014
Learn more about our workplace
At Habanero, you have autonomy—even as an intern. In my experience, there have always been options for how I can be involved in projects. I am largely free to prioritize and pursue the work that I am interested in. The beauty of being an intern at Habanero is the flexibility to customize your learning and experience as you see fit.
Why does Habanero do pay so much attention to performance management? Because employee learning and growth is not a means to an end – it is the end. Set out to be a well-run organization, and the great workplace can’t help but follow.
Up until fairly recently employee caregiving was a topic that received minimal attention, but in 2012 during a first round of consultation with Canadian employers, the Honourable Alice Wong, Minister of State (Seniors) began hearing of the significant challenges employers were facing with their employees trying to balance work with the demands of caring for aging parents, spouses or children with severe health issues. Given our aging population employee caregiving is a challenge we will likely all face both personally and professionally in our workplaces.
In June, I was fortunate enough to be invited to speak at the 2013 Your Workplace Conference on the topic of flexible work arrangements. I was later interviewed about the topic by CareerBuzz, on Toronto's CIUT 89.5 FM. The recording can now be heard online.
The buzz about social is really about recognizing that people who work together can move your business ahead. Social is synonymous with people. The interest in social intranets is about people sharing ideas and information that enhance their abilities, performances and workplaces.
Don’t see the job you are looking for? We are always looking for talented people to join our team.