Employee Spotlight: Ruxandra Marta | Blogs

You joined Access in October 2022 as the first global team lead on the support side. What were the biggest challenges and accomplishments in laying out the foundation within the division?

I would say we started creating an onboarding journey at the time and making sure we also set a foundation to a skills matrix so that each of us knew what we had to do. We, myself and the team worked on creating for ourselves a knowledge base so that we could revert to that and serve armed with all the skills and knowledge we needed. And lastly, it was to bring the team together so that no matter the location they felt like one.

You mentioned that coaching and mentoring have always been a passion throughout your Access journey. What impact do you hope to leave on the people you support?

Quite recently I was told by one person I worked with that she has learned so much and uses it daily: time management, confidence when presenting (something we worked on together), stakeholder management and that how you make people feel is important.

As part of your current work, what does a typical day look like for you, and which part of your day brings you the most energy?

I get energy from seeing people grow and develop. A typical day is a mix of onboarding sessions, meetings with leaders to assess what they need to succeed and discuss with our colleagues to understand where we can add value.

Your orientation toward people stems not only from your studies but also from your belief that Access is a great place for growth. How do you help others recognize and seize those growth opportunities?

First and foremost, I help them look inward. Do a SWOT analysis (a true one), a personality test and then take it step by step to see what their strengths are and where they can develop with all these in mind. Then what I can do for them is enable a conversation with someone in that role to guide them and show them what the role is actually about. Because sometimes one can assume they would like it based on a description, but it might not be for them.

You've consistently sought mentors who helped shape your strengths. How has that influenced the way you hire, develop, and support your own teams?

Throughout all my discussions I understood that you need to focus on peoples’ strengths and their interest in developing and continuous learning. So, when it comes to hiring, I always look for those who show signs of passion and authenticity. You don't need to have all the experience in the world, but you must be willing and interested in learning.

You describe yourself as a self‑taught person who finds inspiration in podcasts, films, books, and everyday conversations. How does this continuous learning mindset shape your leadership style and decision-making?

I understand that we don't know everything and that our minds need to be open to new information, to doing things in a different way. That we need to stay in touch with the current happenings and keep up to date with the way we will be doing things not now, but in 3 month's time for example.