Quick facts
  • What we do:
    IT Management Consultancy
  • Year established:
  • Website:
  • Contact
    • One , Alie Street, London, E18DE

About Xceed Group

What is it like to work for Xceed Group

Perhaps the strongest indication from the Xceed Leadership Team is that 50% of their bonuses are related to ‘Demonstrating Values’. For many years the company have had Spirit Awards which are now Value Awards. These are ‘surprise’ and personalised ‘awards’ or prizes for ‘catching someone doing something great’ that are always tied to the company values. Xceed’s Founders, CEO and Board are actively involved in the business. The CEO hosts a ‘welcome’ meeting or call with all new joiners within their first week. The Leadership Team also has a schedule of internal communications so that each area of the business is heard from regularly, as well as a weekly ‘Friday Five’ that provides an overview of events and headlines for each week. Xceed also have both Town Halls and Open Forums. The CEO chairs the Future Leaders Programme and has an active role in leading people initiatives and working groups. This is in addition to a strong ‘open door policy’, whereby anyone and everyone is encouraged to come straight to the CEO with any concerns or issues.
My Manager
My Manager
Xceed offer a Line Managers Toolkit in the form of on-going coaching from an external Hogan Assessor and an informal Mentorship programme that is run internally. The Line Managers’ Toolkit provides templates, guide-notes, best practices and policies for each step of a Line Manager’s role. The Mentoring scheme matches mentors and mentees based on interests, personality and priorities. Line Manager performance is measured inline with the overall company objectives and performance framework. This requires a minimum of Quarterly reviews, with Objectives and PDPs being updated, Performance and Potential ratings being submitted and 360 feedback being solicited, reviewed, analysed and stored. Additionally, the People Function and Leadership Team review results and trends from Xceed's six weekly ‘Pulse Poll’, which can highlight areas for focus. Finally, on a quarterly basis, the Board and Leadership team reviews data on attrition, churn and promotion and progress by team and Managers, all with the goal of highlighting and remediating any issues that relate to one team or Line Manager.
Personal Growth
Personal Growth
Xceed’s Buddy and Mentor programmes have been effective, although not highly innovative. For professional development the company have found ‘Screencasts’ to be an effective and simple knowledge sharing tool, as this is recording and sharing your screen and voiceover to provide a ‘TEDTalk’ like learning resource. Xceed is particularly powerful as a way of ensuring people maximise the lessons learnt from external and formal training courses. All training requests must be accompanied by a PDP (personal development plan) and anyone undergoing external training is asked to play back their findings in a ‘Screencast’, as this increases the retention of information by the individual and maximises the amount of people with access to that course or topic. For non-work related support Xceed’s Values Awards are often personalised to someone’s development interests. For example, recently someone was nominated for a Values Award for their work and the award itself was made in vouchers for Piano Lessons, which the company knew they were interested in. Personalising awards in this way has been very well received.

Learn more about the 8 factors of workplace engagement here


  • Holidays

    Companies offering a minimum of 25 days annual leave to all employees

  • Health Insurance
    Health Insurance

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  • Profit Related Payment
    Profit Related Payment

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  • Shares

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Company Statistics

  • Staff Turnover:


  • UK sites:


  • Average Age:


  • Staff:


  • Male : Female:

    78% / 22%

  • Earning £35,000+:



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