Growth at Till Freitag: How We Build Learning Into the System

Why Professional Development Isn't a Perk

At most companies, "professional development" sits somewhere in the benefits list – between the fruit basket and gym membership. One conference per year, a Udemy subscription forgotten after three weeks.

We do it differently. Not because we're more noble, but because our business model demands it. If you advise companies on working smarter, you need to learn faster than the market.

Our Principle: Learning by Doing – Deliberately

We don't follow rigid training plans. Instead, we follow three principles:

1. Every Project Is a Learning Project

No client project looks like the last one. monday.com implementations, AI agent architectures, CRM migrations – the range forces us to constantly learn new things. That's not a bug, it's a feature.

We staff projects deliberately so team members can stretch into new areas – backed by experienced colleagues.

2. Learning Budget Without Bureaucracy

Everyone on the team has a personal learning budget. No approval forms, no three-step authorization process. You want to take a course? Take it. You want to attend a conference? Go.

We trust that adults know what helps them grow. The only condition: share your knowledge with the team afterward.

3. Knowledge Sharing Is Mandatory

What one person learns belongs to everyone. This happens through several channels:

• Slack channel #learning: Articles, videos, insights – everything goes here
• Internal demos: If you've built or discovered something new, show the team
• Documentation: New insights flow into our internal playbooks on monday.com

Performance-Based Bonuses: Growth That Pays Off

We don't believe in raises that come automatically just because another year has passed. Instead, we work with transparent, performance-based bonuses.

This means: if you develop, take ownership, deliver – you're rewarded for it. Not based on a manager's gut feeling, but transparently and fairly.

Certifications: Yes, But With Purpose

monday.com partner certifications, AI courses, project management frameworks – we actively support certifications. But only when they serve a real purpose. A badge on LinkedIn isn't an end in itself.

Our rule of thumb: if you can apply what you learned within the next 30 days, the certification is worth it.

What Does This Look Like in Practice?

A few examples from recent months:

• A team member dove deep into AI agent architectures – today he consults clients on it
• A colleague completed the monday.com Advanced Admin Track and now leads enterprise implementations
• Our entire team upskilled in vibe coding and AI-native development – this website is the result

Growth ≠ Career Ladder

We don't have a traditional career ladder with ten hierarchy levels. In a team our size, that would be absurd.

Growth means:

• More responsibility: Your own client projects, your own decisions
• Broader skillset: From consultant to advisor who also designs AI solutions
• Visibility: Blog articles, conference talks, client workshops under your own name
• Financial recognition: Performance bonuses that reflect contribution

The Manifesto Principle

None of this lives only in an HR policy. It's part of our Manifesto – the operating system we work by.

Point 5 of our manifesto: "We always look at the human first, then the skills – in that order."

This means: we invest in both. In the person and in their abilities. Professional development isn't a benefit we offer. It's how we work.

Conclusion

If you want to work in an environment where learning is the rule, not the exception – check out our open positions.

We're not looking for finished experts. We're looking for people who are hungry to learn – and ready to share what they know.