KLx, a subsidiary of the Crédit Agricole Group, recently launched the K-Tech Community, focused on technological themes, which brings employees together to debate several topics and promote the sharing of knowledge and expertise among all teams.

KLx, a subsidiary of the Crédit Agricole Group, recently launched the K-Tech Community, focused on technological themes, which brings employees together to debate several topics and promote the sharing of knowledge and expertise among all teams. Apart from seeking to increase the operational efficiency, this initiative fosters team spirit and disseminates a common purpose among the employees, promoting a sense of community. These actions are fundamental to creating an organisational culture of learning and innovation, crucial elements for IT organisations to remain competitive in today’s technological context in permanent change.

The K-Techs are an internal KLx project, giving the opportunity to those who are experts in certain topics to share their know-how, thus creating organisational synergy. On the other hand, the other employees have the chance to learn and broaden their areas of knowledge, participating in the initiatives and events of the communities as an audience.

The name of the project – K-Tech Community – points to what these communities are: “K” for KLx and “Knowledge“, since knowledge is promoted; “Tech” for being the organisation’s area of excellence and; “Community” for being the main objective of this initiative.

Behind the development of this initiative is KLx’s commitment to increasing the value for the KLxians – its workers – and, also, for the customers of the Crédit Agricole Group, taking into account their current and future needs. In addition, the company aims to specialise its teams in the best reference technologies and methodologies worldwide, promoting more career opportunities internally.

There are currently five active communities focused on Agile, DevOps, ELK Stack, Java, and Testing. These take form through the organisation of initiatives such as K-Talks, which bring employees from all hierarchical levels together for interactive learning moments in person. Another example is the K-Flirts, organised weekly, which consist of informal brainstorming moments of a restricted group of KLxians, usually oriented towards solving a problem. Each event lasts about an hour and can assume different formats – presentations, debates, workshops, etc – always having a practical component.

Through the K-Tech communities, we promote knowledge sharing internally and foster an organisational culture of collaboration. Sharing ideas and best practices helps us to create a stronger team and position ourselves as an increasingly strategic IT partner for the Crédit Agricole Group. In addition, any employee can suggest and promote a new community on a new topic. For this reason, if today we have five communities, our expectation is that this number increases, bringing more and more value to our people and clients., says Yannick Labbé, Chief of Partnerships, Operations Coordination and Sourcing at KLx.

Training and continuous development of employees has always been a priority for KLx, becoming one of the organisation’s main investments and strategies to attract and retain talent. In addition to the K-Tech Community, the company also offers conversion trainings, skill development paths, and language classes. In 2023, KLx saw a 130% increase in the budget dedicated to training and is investing around five times more than the average national IT company in this area.

KLx, the Crédit Agricole Group’s technology campus in Portugal, has been awarded the Great Place to Work® (GPTW) certification, a distinction that is in line with one of the most important axes of the Crédit Agricole Group’s strategy, the Human-Centric project.

Gender equality, non-discrimination and work-life balance were some of the areas best rated by employees.

This recognition, awarded by the global authority on organizational culture, employee experience and leadership behaviors, recognizes organizations where employees feel valued in their work, based on strict evaluation criteria such as communication, credibility, fairness, innovation and respect.

For this award, employees completed an anonymous and voluntary questionnaire about the company, in which they analyzed and evaluated the organizational culture and people management practices.

The results show that 90% of employees claim to be able to have flexibility between their personal and professional lives and demonstrate KLx’s commitment to diversity and equal opportunities, claiming to be treated fairly, regardless of race or gender.

For Elizabeth Pugeat, Managing Director of KLx, the certification reflects the company’s daily commitment to the well-being and development of its professionals. “This recognition highlights the continuous efforts of our teams in building and strengthening KLx’s organizational culture, promoting a healthy and excellent working environment. We receive this distinction with great pride and reaffirm our commitment to keeping employees and partners at the center of our priorities.”

“The GPTW® certification is the only official recognition obtained through real-time employee feedback on company culture. By earning this recognition, KLx stands out as one of the best companies to work for by providing an excellent working environment for its employees,” says Sarah Lewis-Kulin, Vice President of Global Recognition at Great Place to Work.

According to a study by Great Place To Work, job seekers are around five times more likely to find positive leadership in a certified workplace. In addition, employees of organizations with this seal are 93% more likely to feel motivated at work. They are also twice as likely to be paid fairly, receive an appropriate share of profits, and have fair opportunities for career progression.

To tackle CO2 emissions in cement production, we need to address two primary sources. The first is the energy used in the calcination process, which requires high temperatures. Partial electrification, like using electric grinding mills and improving energy efficiency, can help. Second, we should use Refuse-Derived Fuels (RDFs) to cut fossil fuel use. Switching to biomethane and green hydrogen, which are renewable and low-carbon, can also significantly reduce the carbon footprint.

To tackle CO2 emissions in cement production, we need to address two primary sources. The first is the energy used in the calcination process, which requires high temperatures. Partial electrification, like using electric grinding mills and improving energy efficiency, can help. Second, we should use Refuse-Derived Fuels (RDFs) to cut fossil fuel use. Switching to biomethane and green hydrogen, which are renewable and low-carbon, can also significantly reduce the carbon footprint.

To tackle CO2 emissions in cement production, we need to address two primary sources. The first is the energy used in the calcination process, which requires high temperatures. Partial electrification, like using electric grinding mills and improving energy efficiency, can help. Second, we should use Refuse-Derived Fuels (RDFs) to cut fossil fuel use. Switching to biomethane and green hydrogen, which are renewable and low-carbon, can also significantly reduce the carbon footprint.

KLx launched “The Right Place”, CNN Portugal’s new program dedicated to showcasing companies that are transforming the world of work through innovation, talent, and strong organizational culture.

KLx Launches CNN Portugal’s “The Right Place”, Reinforcing Its Role as a Reference in Talent, Innovation, and Well-being

KLx launched “The Right Place”, CNN Portugal’s new program dedicated to showcasing companies that are transforming the world of work through innovation, talent, and strong organizational culture.

By opening the series, KLx took center stage and reinforced its position as a benchmark in human-centered leadership and organizational excellence.

Founded in 2020 and part of the Crédit Agricole group, the company has experienced rapid growth, reaching over 700 employees in just five years, with an ambitious goal of hitting 1,000 by 2026.

But CNN’s recognition went beyond numbers. The episode explored how KLx places people at the heart of its strategy — with a hybrid and flexible work model, sustainable practices, and a strong commitment to continuous learning. The company’s inclusive culture was also front and center: with 15 different nationalities represented across the team, and 42% of management roles held by women.

In 2024, KLx was certified by Great Place to Work as one of the best companies to work for in Portugal — a recognition that underscores its dedication to employee well-being, professional growth, and collaboration.

The program also spotlighted internal initiatives that make KLx stand out: from K-Clubs, which promote well-being and strengthen team bonds through activities like sports, dance, and board games, to K-Techs, thematic knowledge-sharing sessions in areas like DevOps, artificial intelligence, and data analytics.

By showcasing KLx in the premiere of “The Right Place”, CNN Portugal revealed much more than just a tech company — it introduced a project with purpose, identity, and a clear vision for the future of work.

KLx Quest made its mark through mupis across Lisbon and various digital channels, launching the invitation: “Only experts can go on this quest. Are you ready for the challenge?” Throughout June, KLx took over Lisbon and social media with a campaign inviting top tech professionals to embark on a new professional adventure.

KLx Quest made its mark through mupis across Lisbon and various digital channels, launching the invitation: “Only experts can go on this quest. Are you ready for the challenge?”

Throughout June, KLx took over Lisbon and social media with a campaign inviting top tech professionals to embark on a new professional adventure.

With striking visuals and a language inspired by the world of challenges and video games, the campaign aimed to position KLx as the ideal destination for those seeking to grow, reach new heights, and stand out in the tech sector.

The main goal of the campaign was to promote open positions at the company and attract highly qualified candidates, such as Java Technical Leads, Java Software Architects, DevOps Specialists/Architects, Delivery Managers, and Transition Project Managers, among others. “Our goal with the KLx Quest was to launch a challenge worthy of true experts. We want to attract those looking for more than just a job — we’re seeking people ready for the next level in their careers. More than filling vacancies, this campaign reflects our commitment to excellence and to those who want to grow with us”, explains Tiago Barbosa, Chief Financial Officer at KLx.

KLx Quest is a declaration of the company’s values, with a strong focus on continuous growth, collaborative environments and leadership through team empowerment. At KLx, every project is a mission, and every talent is a key piece in crafting outstanding solutions. Urban visibility was boosted with digital mupis placed in strategic locations such as Oriente Station, Benfica, Avenida dos Estados Unidos da América, Entrecampos, and 17 spots at Lisbon Airport. On the digital side, the campaign came to life on LinkedIn, Instagram and Google Ads.