Intito Academy is Intito’s learning program model meant for new employees. The focus of the program can be any combination of ramping up technology skills, ramping up subject matter expertise and making sure employees learn the Intito Way of working as a consultant. The combinations vary from case to case based on the background of learners, although the Intito Way of doing consulting work appears in some way in all versions. Intito Academy has been operational since summer 2025.
The learning program runs in three phases. In Define & decide, we set individual learning goals, choose a mentor for each new employee, and agree on a personal learning plan. In Integration into customer work, learning moves into real customer work. Training and self-paced studying go hand in hand with hands-on tasks, guided by the mentor and supported by other seniors. In Follow-up & support, we track progress, make sure new skills are put into practice, and gradually increase the person's share of customer work. The program ends with a validation of competences. The whole journey takes five to six months.
The program supports Intito's strategic goals of sustainable, profitable growth and a strong talent pipeline. It also builds a culture where we celebrate shared success, and it raises the quality of our work through common best practices.
Intito’s employees, Ida Holmberg and Max Glasberg, are both learners of Intito Academy. Ida has a Bachelor's degree in Information Systems and Max has a Master's degree in Business Administration. For both, Intito is their second employer in their own field.
Both Ida and Max had a good image of Intito as an employer, which got them interested in the opportunity to work at Intito. For example, the smaller size of the company, more senior workers to learn from and the desire to gain more experience got Ida and Max interested in Intito. Now that they have worked at Intito for a while, they say that highlights of Intito as an employer are, for instance, that there is a lot of trust in employees, that you are always allowed to ask questions and that the atmosphere is open-minded and homey.
Ida Holmberg, Associate Consultant
Ida started her Intito Academy journey in April 2026, and her program is focused on subject matter expertise (in addition to the Intito Way of working). “This program is a nice way to get into the company”, ponders Ida. Ida underlines the program especially as a good way to get to know other people working in the company: “Intito Academy enables getting to talk to people who you, otherwise, probably wouldn’t get to meet”. In this regard, she also brings up the New Joiner Club. The New Joiner Club is a regular meeting designed specifically for new employees to connect, share experiences and support one another throughout the Intito Academy program.
The best thing about the Academy journey has been, in Ida’s opinion, the lessons. She has enjoyed the lessons as part of the program, because they are “truly interactive instead of just involving sitting and listening”. “Overall, the learning program is structured in a really nice way”, she says. According to Ida, there is a good mixture of different ways of learning: for example, interactive lessons and do-it-yourself tasks support each other well.
“Intito Academy will give me a good start to be a consultant”, thinks Ida. “It will make it easier for me to stand on my own two feet in the future.”
Max Glasberg, Associate Consultant
When Max started working at Intito, in March 2025, Intito Academy had not yet been launched. Therefore, when he started his Academy journey in early autumn 2025, he had already been working at Intito for a few months. His journey has primarily focused on developing technical skills.
Like Ida, Max also considers meeting people to be a very important part of the Academy. Group meetings and learning interactively have been Max’s favorite things in the program. Overall, Max says that he appreciates the fact that through Intito Academy he has been able to create connections with other Intito employees (including colleagues from other countries!), which creates a lower threshold for contacting them. He has also noticed that “it has been helpful that Intito Academy has taught the basic acts for different situations in customer service”.
In conclusion, Max says that he sees Intito Academy as a very helpful program for new employees. “When you face a case or a problem in the future, there will be more knowledge about how to use tools to solve the problem”, states Max. When talking about Intito Academy and its effects on the future, he also points out that the connections he has made will be useful: knowing who the expert on something is also means knowing who to ask for advice on a particular matter.
The role of a mentor includes, for example, guiding the learner into client work, transferring expertise and supporting learners’ growth through feedback, reflection and sharing experiences. Joonas Keskinen and Ville Pesonen are both Senior Consultants, and they both were part of the pilot group of Intito Academy as mentors. Joonas is currently a mentor for the second time, this time to Ida.
Joonas and Ville share the same favorite things about being a mentor: both enjoy helping others and the feeling of being part of something bigger. “It is rewarding to be able to provide close support to new employees and at the same time to be involved in developing the company's future”, ponders Ville.
In addition to finding it rewarding to see the development of their mentees, Joonas and Ville have noticed that mentoring has taught them something as well; both of them feel that their soft skills have developed during their mentoring journeys. More precisely, they mention the improvement of, for example, empathy and more structured thinking.
Joonas and Ville's view is that Intito Academy is good for both Intito’s employees as individuals and for the company itself. New employees are smoothly integrated into the company, senior consultants get a meaningful role in supporting others and this whole formula supports the growth of the company. “A standard tool for onboarding new employees across countries unifies the company and supports equality”, Joonas states.