InterSystems is headquartered in Cambridge, Massachusetts — an innovation hub whose creativity and vitality are reflected in our culture. But with teams located throughout the world, we are also able to draw on the diverse talents and cultures that make each of our offices unique — while striving to meet common goals and uphold our shared values.

Regardless of where our employees are located, they contribute to our success in ways that are transforming fields like healthcare, financial services, supply chain, and manufacturing and are making a difference in ways that impact people’s lives.

InterSystems employees’ pride in — and commitment to — the quality of the work they do are key elements of our culture. They don’t let ego get in the way of their drive to solve problems that will transform both customers and industries; they are willing to pool their resources to develop solutions and learn from one another. Colleagues respect one another and recognize that great ideas can come from anywhere, regardless of department or team.

But there is more to life than work, and InterSystems is committed to helping employees achieve work-life balance. To that end, we support a hybrid work model that gives employees flexibility to work from home. Employees are also encouraged to leave their work at the office at the end of the workday to focus on their personal lives and commitments.

As a private company, InterSystems isn’t beholden to shareholders or required to report quarterly earnings like public companies are. This means that we’re able to set aside pressures to meet strict short-term deadlines and instead focus on our customers’ success and on producing the highest-quality technology on a realistic timeline.

This commitment to excellence is what enables both our customers and our employees to thrive.

 

Technical career development at InterSystems consists of two parallel programs: the Core Development Program (CDP) and the Solutions Development Program (SDP).

Although positions in both the CDP and SDP are rooted in technology, SDP teams engage more directly with customers to help create solutions to address their specific needs. CDP participants execute technical projects within multiple functional areas.

The structure is the same for both programs, during which participants are paid as full-time employees. First, new participants undergo accelerated onboarding through the InterSystems Learning Services group and are assigned a mentor.

Next, individuals take part in two or three six-week-long projects with the departments they originally interviewed with. During this period, they have the opportunity to make presentations to senior executives and attend weekly lunch-and-learn sessions.

Then, based on feedback from their mentor and departmental team members, their best fit for a role on one of the teams is determined. This approach enables individuals to experience firsthand what it’s like to work in different areas of the organization before committing to a specific position. This can be particularly beneficial to recent college graduates who are new to the workforce.

InterSystems also has a global internship program that is structured around progress and performance. Each intern is assigned a mentor to guide them. During the first two weeks of the program, participants receive accelerated training with the Learning Services group. There are regular check-ins throughout the program, and interns have the opportunity to make presentations to senior executives, attend weekly lunch-and-learns, and provide feedback.

The U.S. program focuses on technical roles and runs from June through August. Programs outside the U.S. accept applications on a rolling basis and place interns throughout the year in both technical and nontechnical roles. Each office’s schedule typically aligns with those of local universities, and each region structures its own program.