Career Paths en el Metaverso, one of Bring IT’s internal talent development initiatives, earned second place in the EdTech: AI for Education category at the Latam Digital Awards by Interlat.
The recognition matters not because of the award itself, but because of what the project represents: a consulting firm investing in the career development of its own people with the same seriousness it brings to client solutions.
What Career Paths en el Metaverso actually is
Career Paths in the Metaverso is a skills-mapping initiative built to make internal mobility at Bring IT real — not just as a policy, but as a functional system employees can use.
The project mapped 56 employee profiles across nine company areas, defined 86 skills, and identified seven cross-departmental competencies that appear across departments — competencies that make lateral moves between teams viable and measurable. When a role opens internally, People & Culture can evaluate internal candidates against documented skill profiles rather than starting from scratch — a process that has reduced time-to-hire by up to three times compared to external recruiting.
The “metaverso” component brought this to life through an immersive format that made skills exploration more engaging for employees navigating their own career paths.
Why this matters for people who work at BIT
At Bring IT, career development is a conversation that happens in the flow of everyday work — in 1:1s, in project debriefs, in the moments where managers and employees actually talk about growth. It is built into how the organization thinks about talent.
Career Paths in the Metaverso is a direct result of People & Culture working alongside teams across departments to understand what skills actually drive performance — and then making that information accessible to employees.
For someone at BIT, that means having a clearer picture of what a lateral move into a different practice area would actually require, what skills carry over, and where the gaps are. It means that when an internal opportunity opens, there is a real process for evaluating fit — not just intuition.
That kind of infrastructure is what makes “we invest in our people” more than a line in a job posting.
Recognition that goes beyond internal results
Earning second place in a regional EdTech category — competing against programs from across Latin America — confirms that the work holds up beyond BIT’s own walls.
That kind of external validation matters because it reflects a standard: People & Culture initiatives at BIT are built with enough rigor and intent to be evaluated alongside the best in the region.
