Vision:

- Do you know anything about employee partnership business?
- Have you ever heard of John Lewis or Waitrose, in the UK?
- Do you know how John Lewis's organisation works?

Please click the links below to learn about the John Lewis Partners

https://www.johnlewispartnership.co.uk/work/employee-ownership.html#:~:text=They%20are%20united%20by%20an,a%20workforce%20of%2080%2C000%20Partners.

https://www.youtube.com/watch?v=lAQHxBFjMIU&ab_channel=Rakingitin

John Lewis a retail supermarket giant in the UK, delivers 4% of the UK GDP annually.

It is a publicly-traded company and is owned by a trust representing its employees, known as partners. Through the John Lewis Partnership, every employee becomes a co-owner of the company. This ownership structure ensures that John Lewis employees not only receive a share of the organization's annual profits in the form of dividends but also have a meaningful role in influencing the company's operations. They actively participate in decision-making processes, contributing to the formulation of policies and shaping the overall direction of the organization.

TxSprint aims to apply and test, John Lewis Partners established business model within the IT industry. The objective is to emerge as a prominent IT service provider, with the largest workforce in the industry.

We are recruiting talented employees into the organisation from all parts of the world. With an organisation structure where an intern joining the company will transition into a collaborative partner in future.

Voluntary Inter

Voluntary Employee

Collaborative Partner

We aim to join at least 5000 voluntary interns and voluntary employees, by the end of 2024.

Our Motivation:

We are a startup company, and we are a group of Interns, Developers and Engineers.

We all formed together to create an organisation, and through which we want to address the below 6 major problems.

1. Job placement at this time of global recession

- Frequently, the interview process for hiring interns or junior-level candidates may seem less relevant, as these individuals primarily seek hands-on experience rather than extensive interview scrutiny.
- They join the company with a strong inclination to learn, and often they are willing to contribute their efforts without expecting monetary compensation.
- Some companies exploit this situation and choose not to provide any compensation.
- The ratio between the number of available job openings, and the number of unemployed individuals is 1:100 or potentially even higher.

2. Cracking a job without experience

- Lacking experience often becomes a barrier to securing employment opportunities.
- Companies tend to view interns or junior candidates as having 1 to 5 years of experience, rather than considering them as having no prior experience.

3. Getting a real-time working experience

- Individuals invest significant amounts of money and time in acquiring knowledge or expertise in a particular course or subject.
- Despite acquiring knowledge, many individuals still face challenges in securing employment opportunities due to a lack of real-time, practical experience.
- Often, individuals find themselves contemplating how to secure a job when they lack the requisite experience.

4. Job Insecurity

- Even if you dedicate your time and energy to contribute to your company's growth, when the company decides to terminate your employment, the efforts you invested in securing the job and fostering the company's progress may seem futile.
- Similar to what happened with Facebook and Twitter and their employees.

5. Abandoning the knowledge acquired

- When you don’t use it, you lose it.
- Despite acquiring knowledge and gaining experience, we often tend to forget the subject, especially with coding, when it is not utilized daily.

6. Rejections / Unsuccessful, interviews

- The distinction between a successful and an unsuccessful candidate in an interview is often very subtle.
- Sometimes, it can be amusing when the selection is influenced by the colour of your shoes or your skin, rather than other factors.
- In many instances, companies refrain from providing constructive feedback to candidates and instead base their judgments solely on a resume, leading to a declaration of being unsuccessful without comprehensive insights.

Some of us have experienced or are currently going through these phases in our lives.

Pre-Intro:

- As a startup company, we have just started our journey.
- We work completely remotely.
- Currently, we are only working with volunteers (who are unpaid), who share the vision of our organisation.
- Our company offers a range of positions spanning from CEO, CTO and down to Intern across various departments.
- Anyone who joins the company must undergo 3 stage interview process. Self-Assessment, Test and Presentation.
- You may start your journey as a voluntary intern or as a voluntary employee at the beginning, and after a certain time, you will be eligible to become a collaborative partner and hold any position in the company.
- We allow moonlighting.

Introduction:

TxSprint was first founded by SAM and then joined by a few other potential engineers who also share the same vision. The engineers who work at TxSprint gained their knowledge in IT and work here as voluntary contributors. This company is currently structured as a limited company but aims to transition as a trust or Employee ownership organisation in future.

Engineers who work at TxSprint want to address significant challenges encountered in their careers. Securing employment, gaining real-time experience without a job, job insecurity, abandoning the knowledge and rejections. At TxSprint, we are trying to address these major issues.

Joining TxSprint will give an individual environment to improve their skills by working on a real-time project, getting working experience and potentially being a part of the business. We encourage our partners to learn, grow and explore. Thus, we create a value and value-based organisation.

As a software company, we aim to pioneer a new trend in the market by revolutionizing -Employment generation, Organisational processes, Interview methods, and Working standards. We are creating a new organisation system, i.e. the company is not run by any individual or by any private ownership, but it is a business run by individuals who contribute their time and energy.

We can proudly say it is going to be your own company, by the way - you own it.

As an organization, our commitment to collective contribution as a group of individuals propels us halfway towards achieving our goals. The remaining success hinges on our ability to enhance and create value in pursuit of our objectives.

Collaborative Partner:

We invest our money in the stocks and shares of a company, anticipating future growth.
Here at TxSprint, you invest your knowledge and skills along with your time and as the company grows you will be honoured with the profits of the company.

At first, you can join as a Voluntary Intern or Voluntary Employee after a successful interview and after you are assigned a role, you must be able to dedicate a specific amount of time each day and contribute to the role.

Upon joining, you will undergo a six-month probationary period as a voluntary intern. Following successful completion, you become eligible to transition into a voluntary employee role. Subsequently, based on your continued collaboration and contributions, you may advance to become a collaborative partner. During these phases, you will receive monthly compensation for your valuable contributions.

Voluntary Inter (6 months probation)

Voluntary Employee

Collaborative Partner

As a collaborative partner, you gain eligibility to apply for any position within the company. The selection process involves a comprehensive evaluation, including voting, feedback, and other key performance indicators (KPIs). This democratic approach ensures a fair and transparent process for internal promotions and role transitions.

The evaluation for a collaborative partner position within the company is primarily based on your contributions and the value you bring to the organization. The assessment considers various factors, emphasizing the impact and quality of your work rather than the duration of your tenure. The focus lies on recognizing and rewarding individuals who consistently enhance the company's overall value through their efforts and achievements.

Interview process:

The interview is done in 3 stages, in this process company is more inclined to know the candidate’s eagerness to learn and the logical application.

- The first stage is, Self-Assessment.
- The second stage will be an online test.
- Third stage is the presentation task, (if you are applying for intern your interview process ends here).
- Final stage, Interview with the board. The position of being a senior, junior or intern is decided by self-assessment and interview board.

Candidate must successfully clear the interview process.

If the candidate is not selected, we will recall him to the interview within 3 months and again the 3-stage interview process will be the same.

After the Interview:

After the successful interview, you will be responsible for a position that is more relevant to you which could be Developer or Tester or HR or Admin or DevOps Engineer.

If you are selected as a Senior Developer, you'll train a team of interns or junior engineers. You'll be accountable for the performance of the team and expected to offer guidance, assistance, and training to your team as a senior, all while ensuring the timely completion of your assignments.

As an intern, you will be assigned to a dedicated team of fellow interns. Within this team structure, you will receive specific work assignments that are to be completed with the guidance and support of your designated senior, to whom you will be reporting. This collaborative approach ensures a supportive environment where interns can actively contribute to tasks while benefiting from the expertise and mentorship of their assigned seniors.

This organization does not operate as a typical managerial hierarchy, fostering an environment where there is no undue pressure placed on individuals. Every member is recognized and valued as a crucial contributor.

Selected candidates for voluntary intern or employee positions are required to complete approximately 1344 hours, equivalent to about 6 months of unpaid probation, as part of their probationary period. During this timeframe, training, and Knowledge Transfer (KT) sessions will be provided to guide individuals in their roles, and these sessions are included in the 1344-hour commitment.

Performance reviews are conducted every six months to assess the contributions and development of everyone. If one begins as an intern, they are expected to transition to a voluntary employee role after the initial 6-month period. Subsequently, eligibility for a collaborative partner position is granted based on their continued dedication and contributions to the organization.

TxSprint Vision

Please leave your suggestions and feedback on our vision in the contact page.