Our Partner & Head of People, Anna Ödling, is approaching a decade at 421. Over the years, she has played a vital role in keeping our culture and values intact, even as our offering and headcount have evolved. In this interview, we talk with Anna about 421's journey, the cornerstones of our culture, and its impact on personal and professional growth.
A culture that grew with the company
When Anna joined 421 nearly nine years ago, the firm was on a journey from operating as generalists in banking and finance to finding its specialization in Payments. But even as the company reshaped through recruitment and skill development, one thing remained constant.
421 has always had a warmer, more people-focused culture than what many might expect from this industry. But that doesn’t mean we expect less in performance, because being a consultant in Payments can be demanding. We prioritize an open-door policy and an inclusive environment; whether you’re a recent graduate or a senior professional, you should feel empowered to take space and know that your voice is heard. That spirit existed when the company was founded, and as we’ve grown, we’ve worked even harder to nurture it.
No sharp elbows
At 421, people are meant to grow together, not at each other’s expense. This becomes clearest when the pressure is on. The pace and demand of consulting can be high, and that is precisely why workplace relationships matter so much, according to Anna.
Projects in banking and finance can be intense, especially in their final stretch. During those times, it is essential to have unpretentious relationships where colleagues can support, elevate, and learn from one another. Additionally, strong emphasis is placed on having fun together outside of work. Whether it’s over an afterwork, our recurring Friday lunch, or a sweaty workout session.
This lack of pretense also shapes the view on career progression. In an industry where success has long been viewed as something earned by outperforming your peers, 421 has chosen a different path.
Historically, this has been an industry where you needed sharp elbows to climb the ladder. We actively go against that. We are a flat organization where everyone’s opinion counts, regardless of seniority. We want what’s best for everyone, and there’s no cap on how many people can take the next step on the career ladder each year. At 421, you can be both high-performing and a team player at the same time, Anna explains.
High expectations and a generous team spirit go hand in hand. Colleagues cheer each other on rather than compete, and everyone, from newcomers to long-standing team members, can influence both client engagements and the company’s strategic direction. This is most evident in the career framework.
When you’re ready, you’re ready
The career framework at 421 has five levels. While client delivery carries the most weight, we place equal importance on growing as an individual and a colleague: moving from doing what you are asked to self-leadership, leading others, and taking on line management responsibilities. Beyond knowledge, culture and role modeling truly count.
There is no competition for spots here. We lift each other up instead of competing, and when you’re ready, you’re ready. It doesn’t matter whether five people or just one person takes the step in the same year, and career paths can look different depending on what you are passionate about and want to develop.
Development is supported through internal and external training, ranging from leadership programs to role-specific tracks such as business analysis. In addition, colleagues generously share their expertise.
Many of our more senior colleagues are like a living Wikipedia when it comes to Payments, and they are more than happy to share their knowledge.
Values that translate to the client
Since consultants are the face of 421, it is vital that company values carry over into client engagements. The four core values are Result-driven, Curious, Proactive, and Respectful, with Anna placing special emphasis on curiosity.
When I meet candidates, curiosity is usually what grabs my attention. Because when you’re with a client, you can’t just sit and wait for someone to hand you information. You need to genuinely want to understand the bigger picture and show initiative. And that ties directly into being proactive: taking ownership of your work and staying one step ahead.
A company run together
At 421, leadership isn’t confined to a select few. The company is largely run jointly with the employees, spanning goal setting, communications, sales, marketing, business development, HR, and delivery. In principle, every consultant holds an internal responsibility alongside their client work, tailored to their interests and development goals. This happens across internal teams focused on key business areas. Fridays are office days for everyone who can make it, featuring shared lunches and internal alignment meetings.
Engagement at 421 doesn’t come from the top down; it grows from the bottom up. People practice self-leadership in a completely different way here.
Preserving a culture over time as a company grows requires continuous effort.
You can never just lean back. We are constantly reviewing and refining our culture, questioning what we do and why. A big part of it is also being clear about the culture we actually have. Community holds it all together, and at 421, you can be both high-performing and a great team player, Anna finishes.
Want to know more about what it’s like to work at 421? Visit our career site.
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