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12 Traits of Great Robotic Software Companies


Customers searching for the best robotic software companies should be as rigorous as they would be for business partners. Why? Because the pace for robotic process automation (RPA) product development is fast and recoveries from technology stumbles can’t be assumed (think Blackberry). To paraphrase a well-known expression – if a RPA vendor sneezes, their customers could catch pneumonia.  No one wants pneumonia, so let’s see how to avoid a sneeze.

Our three part series on identifying top-tier process automation companies started with product, moved to technology leadership, and finishes now with the organization. Excellence within each of those three areas reflects well balanced priorities between key constituencies of customers, employees and shareholders.

This is particularly true for the organization: it needs a growing and committed customer base to drive growth and attract shareholder investment; highly skilled and motivated employees to develop innovative products and effective leadership to set the right strategic direction and make good tactical decisions.

12 Traits of an Uncommon Company

Success: any evaluation of an organization – particularly those in highly demanding emerging technologies – starts with evidence of


consistent success tied to an ongoing leadership team. For the purpose of evaluating robotic software organizations, customers should look for well managed organic growth in the areas of profitable revenue, product lines and customer services. In particular:

Strong Customer Relationships: as noted above, profitable organic growth is a key metric by which a customer should measure an automations software company. The presence of that growth generally means the company has the organizational ability to build and maintain a strong customer base. In order to validate this is the case; a customer should look for indications of success, related investment and associated services.

Great Employees: developing insights into a company’s workforce is a challenging task: interactions are usually limited, disclosure of information is typically restricted by HR policies – therefore customer evaluations are typically uneven in quality and subjective in nature.

However, despite the difficulties, gaining knowledge about a company’s employees is worth the effort – great companies with mediocre employees simply do not exist. Companies are usually willing to share high level, non-specific employee information: numbers of people in operational areas, range of business and technical skillsets, annual employee attrition, etc. Indirect methods can also uncover useful data; company job postings are good sources of roles, responsibilities, and qualifications information, while LinkedIn profiles can provide background on known employees.  

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