The ML6 offer you can not refuse

Dynamic of the AI market

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The AI market is experiencing tremendous growth and rapid evolution. There are more and more releases of AI models and tools, and the pace of innovation is high. The market becomes more competitive with companies competing all for their share in this booming industry. An effect of this is that there is more consolidation in the market. Another effect is a significant demand for talent in this field, on top of the ongoing war for talent of the last few years.

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Dynamic of ML6

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With ML6 being already in the AI field for more than 10 years, it secures the position in the competitive landscape through their years of hands-on deep technical experience. Their focus on purposeful projects and their ambition to “guide the AI revolution towards positive impact” gives their positioning extra edge.

Over the last 10 years ML6 grew internationally with offices in Ghent, Amsterdam and Berlin and customers across the world in multiple industries (eg. CPG, HR, Energy) resulting in a very diverse team delivering AI projects to their customers. Aiming for that thought leadership position in the market.

ML6 always played a role in the AI landscape and really tried to be a frontrunner in this innovative field. That also requires being a frontrunner as an employer and challenging the status quo or keeping on reinventing themselves. With the market growing, this requires continuously stepping up the game, on all aspects.

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Step up the game

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As a people centric business (consultancy), the ability to attract and retain top talent is a big priority. ML6 is known as a “talent magnet” and succeeds in attracting that top talent. It is important to build further on that reputation and keep up with trends and evolutions to stay on top of the market. People need to experience ML6 as “the place to be” to make an impact with AI and an environment full of opportunities and innovation.

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Attracting and retaining top talent means you need to bring your A-game, which resulted in the “ML6 offer you can not refuse”. You might now immediately think - “money time”, but there is more to it than just that. It is about the full package an employer has to offer and about all the reasons why employees choose for an employer (or not). 

The ML6 offer you can not refuse

Non financials

As mentioned above, it is never the intention to attract people with money or let them stay for the money. That would trigger the wrong motivational elements and the wrong mindset and you would never end in a high talent density environment. 

It starts with creating the right environment for people and at ML6 there are different aspects that play a role in this. It is a growing company, providing lots of opportunities for people, also the international aspect is appealing to employees for the extra exposure. As an AI company the tech and innovation part is one of the key differentiating factors and on top of that you get to do this on multiple projects (consulting based), resulting in lots of exposure as well. 

People want to develop. Linking it to the previous part where you get lots of exposure and opportunities, so that development is really true to the nature of the company. But on top of that you also need to formalise that growth more, as people also like to progress. This is done by working out different roles, split over scope groups and tracks. Where people can choose to focus more on the individual contributor track or the people track. This way ML6 agents can progress within their role and between roles and really get to work out their own path at ML6.

Aspects like purpose (guide the AI revolutions towards positive impact), culture (purpose, learning, caring) and values (bring out the best in others, do good, excellence in delivery, doing rather than talking, take ownership, passion for technology) are the common denominators and what brings all ML6 agents together. Much effort is put into bringing people together, both from a professional and personal perspective. This is crucial to stimulate that talent density.

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Salaries

People should not join or stay at the company for the money as mentioned above, but as an employer you also need to recognize that salary plays a role in talent attraction and retention. Therefore salaries at ML6 are benchmarked within their local market to know what these profiles are paid in the market and stay competitive on this side. 

With the new salary framework worked out, there is way more growth potential for ML6 agents. Resulting in being able to grow more (development wise and financial wise) in your roles, and also between roles. Within your role there is extra room provided to specialise yourself and that impact (and salary) is also equalised to growing in your responsibilities or scope. Between roles there are way more options provided as before, giving people more room to personalise their career path. But also with the fact that ML6 is a growing company this resulted in being able to provide way more growth potential to more ML6 agents and letting them make more impact on the company (and also progressing financially).

Insight: with benchmarking again in September 2024 - ML6 strengthened its offer towards senior engineers by increasing those salaries (between 10-15%). This is done both for our current and future workforce. It also gives more growth perspective to our junior engineers. 

The salary framework is well worked out at ML6 and also shared transparently. ML6 agents can see the ranges (and its benefits) per scope group for all the teams. Also towards candidates in recruitment processes these ranges are shared transparently. 

So even though money should never be the reason to join or leave ML6, it also shouldn’t be the reason for not joining ML6 or not staying at ML6.

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Benefits

Every country has their own set of rules and regulations, also bringing the opportunity to grant other benefits on top of the salary. When talking about the full package, also these benefits play their role into it. Whether it is about optimising salary packages, or strategically choosing benefits to reinforce your culture. It is a way of doubling down on the kind of employer you want to be.

Lastly there are many extra fun benefits on top that are not literally represented in salary packages, but play an important role to the dynamic of ML6. Just think about board games, playstation or kicker in the office on a Tuesday evening after debugging and deploying with a fresh drink and snack. Or think about a New Year’s party with all your colleagues together, curious about the next branded gift (a laptop sleeve? socks? …). Either way they might seem like small things, but they make way more impact as you think. 

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Read more on our rewarding philosophy here 

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