In 2025, InTech, a Luxembourg-based Digital Service Company, is celebrating 30 years of existence as well as 10 consecutive years of Great Place to Work labelling. A major sign of recognition of the human and collective culture that the company has built throughout its evolution.
30 years of growth around people
Since its creation, InTech has developed by combining business expansion, staff growth and adaptation to a constantly changing technological environment. While the company has grown from a small team of engineers to more than a hundred employees, it has managed to preserve its initial DNA: putting people at the heart of the project," explains Gregory Tordo, Director at InTech.
Since its creation, InTech has developed by combining business expansion, an increase in staff numbers and adaptation to an ever-changing technological environment.
A human culture born of the early years
Well before concepts such as Quality of Life at Work or employee experience became standard, InTech was already cultivating a state of mind in which free speech, trust and the example set by those with the most experience enabled everyone to grow. This foundation was the starting point for a structured HR approach, initiated some twenty years ago.
Structuring the HR approach to support growthFaced with the diversification of profiles and expectations, the company has put in place appropriate systems: co-construction workshops, involvement of teams in management, emergence of strong values shared collectively. These values - freedom in the workplace, a demand for quality, benevolence, mutual support - are now concrete guides for decisions, projects and collaboration.
The GPTW label, revealing a culture built over the long term
Obtained for the first time in 2015, the Great Place to Work label is both a recognition of the efforts made and an acknowledgement of the privilege that fulfilling working conditions represent. According to Gregory Tordo, "this label has formalised a state of mind that already existed and enhances the value of our concrete actions in favour of employee well-being".
Maintaining the HR dynamic through constant questioningTo continue to respond to changes in team aspirations, InTech adopts an iterative approach: test, listen, adjust. Feedback, whether positive or critical, thus feeds into the continuous improvement of HR processes.
Tips for those aiming for GPTW certification
To achieve such a demanding level, the company insists on empowering the team and giving everyone a say. The major role of management is to create conditions that are conducive to the natural development of teams, where labelling becomes more a lever for progress than an end in itself," says Gregory Tordo.
To achieve such high standards, the company emphasises collective responsibility and the importance of everyone having their say.
Turning over a new leaf
Through this testimonial, Gregory Tordo reminds us that a company's sustainable performance is based on a deep commitment to the men and women who make it up. InTech, with 30 years of history and 10 years of GPTW certification, embodies a model where the balance between technological expertise and human excellence becomes the foundation of sustainable performance. And while the past is a source of inspiration, the future remains to be built: a strategy to be invented, always centred on people.