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Pulse
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26 years following the same goal.
That’s why this document exists.
In an industry where everything’s always changing, Santex has spent the past 26 years pursuing a single objective: to develop technology with a positive impact.
In an industry where everything’s always changing, Santex has spent the past 26 years pursuing a single objective: to develop technology with a positive impact.
This isn’t a slogan, it’s what allows us to say no when the market insists on yes, and why we measure what others ignore and publish what most would find uncomfortable.
STX Pulse is not a report, it’s the framework we use to operate in 18 countries and over 100 cities. It defines how we develop talent, measure our environmental impact, and build something more than a company: an ecosystem.
Until now, it was an internal framework. Now we’re opening it up to the world, because keeping it to ourselves was no longer enough.
Discover the framework
The numbers that matter
The numbers that matter
80.4%
Employee engagement
(Global tech average: 21% — Gallup 2025)
80.4%
Employee engagement
(Global tech average: 21% — Gallup 2025)
8%
Annual turnover
(Tech sector: 20-25%)
8%
Annual turnover
(Tech sector: 20-25%)
9,369 hs
Invested in training in 2025
(Global average: 13.7 hours per person)
9,369 hs
Invested in training in 2025
(Global average: 13.7 hours per person)
92%
Voluntary reskilling
92%
Voluntary reskilling
112.56
tCO₂e Total carbon footprint in 2025
112.56
tCO₂e Total carbon footprint in 2025
-26.5%
YoY carbon footprint reduction
-26.5%
YoY carbon footprint reduction
4,886 kg
Waste recycled in 2025
4,886 kg
Waste recycled in 2025
20+
Public policy spaces in which we participate
20+
Public policy spaces in which we participate
15,534
People impacted by the Santex Foundation
15,534
People impacted by the Santex Foundation
Key takeaways
01
01
80.4% employee engagement, when the global average fell by 21%. We measure it monthly while most do it annually.
Most of the industry hands out a satisfaction survey once or twice a year. But we’ve been checking our pulse every month since 2022. 70% of a team’s engagement depends on their direct leader. (Don’t take it from us: that’s from Gallup.) And that’s why we check up on leaders separately. In 2025, managers’ engagement at Santex grew from 32% to 37%, while the global average fell from 30% to 27%. In STX Pulse, you’ll find the whole system: what we measure, how often, and what decisions are driven by which data points.
80.4% employee engagement, when the global average fell by 21%. We measure it monthly while most do it annually.
Most of the industry hands out a satisfaction survey once or twice a year. But we’ve been checking our pulse every month since 2022. 70% of a team’s engagement depends on their direct leader. (Don’t take it from us: that’s from Gallup.) And that’s why we check up on leaders separately. In 2025, managers’ engagement at Santex grew from 32% to 37%, while the global average fell from 30% to 27%. In STX Pulse, you’ll find the whole system: what we measure, how often, and what decisions are driven by which data points.
80.4% employee engagement, when the global average fell by 21%. We measure it monthly while most do it annually.
Most of the industry hands out a satisfaction survey once or twice a year. But we’ve been checking our pulse every month since 2022. 70% of a team’s engagement depends on their direct leader. (Don’t take it from us: that’s from Gallup.) And that’s why we check up on leaders separately. In 2025, managers’ engagement at Santex grew from 32% to 37%, while the global average fell from 30% to 27%. In STX Pulse, you’ll find the whole system: what we measure, how often, and what decisions are driven by which data points.
21%
Gallup Global AVG
70%
Good Practices
80%
Santex
Employee Engagement
21%
Gallup Global AVG
70%
Good Practices
80%
Santex
Employee Engagement
21%
Gallup Global AVG
70%
Good Practices
80%
Santex
Employee Engagement
02
02
92% reskilled in AI, by choice. Learn how we did it.
When our culture team carried out an internal diagnosis, they found four distinct tech personas: observers, explorers, experts, and change drivers. So they design learning paths for each one. The result: of their own volition, 92% of our teams took reskilling courses and 75% participated in an internal hackathon and developed 35 real projects. But this voluntary enthusiasm wasn’t the goal. It was simply the result of having designed a good reskilling process. Learn the Santex model in Chapter 2.
92% reskilled in AI, by choice. Learn how we did it.
When our culture team carried out an internal diagnosis, they found four distinct tech personas: observers, explorers, experts, and change drivers. So they design learning paths for each one. The result: of their own volition, 92% of our teams took reskilling courses and 75% participated in an internal hackathon and developed 35 real projects. But this voluntary enthusiasm wasn’t the goal. It was simply the result of having designed a good reskilling process. Learn the Santex model in Chapter 2.
92% reskilled in AI, by choice. Learn how we did it.
When our culture team carried out an internal diagnosis, they found four distinct tech personas: observers, explorers, experts, and change drivers. So they design learning paths for each one. The result: of their own volition, 92% of our teams took reskilling courses and 75% participated in an internal hackathon and developed 35 real projects. But this voluntary enthusiasm wasn’t the goal. It was simply the result of having designed a good reskilling process. Learn the Santex model in Chapter 2.
9 out of 10 reskilled in AI
9 out of 10 reskilled in AI
9 out of 10 reskilled in AI
03
03
A chatbot asks how you are. But if something’s wrong, a real person calls.
Every day, an automatic system will ask each of our team members how they’re doing. That’s not unlike what happens at many other companies. What we do differently is what happens next: if somebody says they’re not doing well, they don’t get an automated link or guide. Instead, they receive a call from a real person from the culture team. Then, a biannual Healthcheck dives deeper into additional factors, including sleep, diet, relationships, purpose, finances, and emotional management. The response rate is 88%. Read on to see the numbers, what they reveal (even when it’s uncomfortable), and how our teams are responding.
A chatbot asks how you are. But if something’s wrong, a real person calls.
Every day, an automatic system will ask each of our team members how they’re doing. That’s not unlike what happens at many other companies. What we do differently is what happens next: if somebody says they’re not doing well, they don’t get an automated link or guide. Instead, they receive a call from a real person from the culture team. Then, a biannual Healthcheck dives deeper into additional factors, including sleep, diet, relationships, purpose, finances, and emotional management. The response rate is 88%. Read on to see the numbers, what they reveal (even when it’s uncomfortable), and how our teams are responding.
A chatbot asks how you are. But if something’s wrong, a real person calls.
Every day, an automatic system will ask each of our team members how they’re doing. That’s not unlike what happens at many other companies. What we do differently is what happens next: if somebody says they’re not doing well, they don’t get an automated link or guide. Instead, they receive a call from a real person from the culture team. Then, a biannual Healthcheck dives deeper into additional factors, including sleep, diet, relationships, purpose, finances, and emotional management. The response rate is 88%. Read on to see the numbers, what they reveal (even when it’s uncomfortable), and how our teams are responding.
Hey, want to grab a coffee and jump on a quick call?
8:02
I'd love that, give me 5.
8:03
Hey, want to grab a coffee and jump on a quick call?
8:02
I'd love that, give me 5.
8:03
Hey, want to grab a coffee and jump on a quick call?
8:02
I'd love that, give me 5.
8:03
04
04
An AI tool that measures the impact made by every developer, without surveillance
Impact Score cross-references data, client feedback, and delivery results to generate an overall evaluation of every technical contribution. It detects problematic code before anything fails and generates individual development plans. For our team members, it’s a mirror that empowers them. For clients, it means real transparency about the teams that support them. And for Santex, it’s a way to identify emerging talents before the market does.
An AI tool that measures the impact made by every developer, without surveillance
Impact Score cross-references data, client feedback, and delivery results to generate an overall evaluation of every technical contribution. It detects problematic code before anything fails and generates individual development plans. For our team members, it’s a mirror that empowers them. For clients, it means real transparency about the teams that support them. And for Santex, it’s a way to identify emerging talents before the market does.
An AI tool that measures the impact made by every developer, without surveillance
Impact Score cross-references data, client feedback, and delivery results to generate an overall evaluation of every technical contribution. It detects problematic code before anything fails and generates individual development plans. For our team members, it’s a mirror that empowers them. For clients, it means real transparency about the teams that support them. And for Santex, it’s a way to identify emerging talents before the market does.
Code Impact
Deep Contribution
Code Clarity
Highly Maintainable
Code Impact
Deep Contribution
Code Clarity
Highly Maintainable
Code Impact
Deep Contribution
Code Clarity
Highly Maintainable
05
05
Carbon neutrality via offsetting: what it means, how you achieve it, and why it’s so rare.
Many companies talk about sustainability, but few can actually prove they offset 100% of their emissions. Santex does: we measured our footprint under the GHG Protocol (112.56 tCO₂e in 2025, a 26.5% decrease from 2024); actively reduced it through recycling, infrastructure optimization, and space design; and offset 100% of our residual emissions. And we state it honestly: offsetting does not replace reduction at the source. This is a verifiable commitment and a starting point, but not the end goal. Chapter 3 has more information about our footprint and what lies ahead in 2026.
Carbon neutrality via offsetting: what it means, how you achieve it, and why it’s so rare.
Many companies talk about sustainability, but few can actually prove they offset 100% of their emissions. Santex does: we measured our footprint under the GHG Protocol (112.56 tCO₂e in 2025, a 26.5% decrease from 2024); actively reduced it through recycling, infrastructure optimization, and space design; and offset 100% of our residual emissions. And we state it honestly: offsetting does not replace reduction at the source. This is a verifiable commitment and a starting point, but not the end goal. Chapter 3 has more information about our footprint and what lies ahead in 2026.
Carbon neutrality via offsetting: what it means, how you achieve it, and why it’s so rare.
Many companies talk about sustainability, but few can actually prove they offset 100% of their emissions. Santex does: we measured our footprint under the GHG Protocol (112.56 tCO₂e in 2025, a 26.5% decrease from 2024); actively reduced it through recycling, infrastructure optimization, and space design; and offset 100% of our residual emissions. And we state it honestly: offsetting does not replace reduction at the source. This is a verifiable commitment and a starting point, but not the end goal. Chapter 3 has more information about our footprint and what lies ahead in 2026.
153.14
2024
112.56
2025
↓ 25%
Santex Footprint (tCO₂e)
153.14
2024
112.56
2025
↓ 25%
Santex Footprint (tCO₂e)
06
06
Why Santex was at the Argentine National Congress, the Organization of American States, and Duke University last year
We were at over 20 forums last year to discuss AI public policy: from local congresses in Argentina to the OAS in Washington, and from NVIDIA GTC 2025 to a keynote at Duke University about the future of work. The goal isn’t our own visibility, but for Latin America to have control over its data in a context with almost no regulatory frameworks to guarantee it. In Chapter 4, you’ll learn about our ecosystem, alliances, and the movements we’ve cofounded, and why it’s important for our business to be where the rules are being written.
Why Santex was at the Argentine National Congress, the Organization of American States, and Duke University last year
We were at over 20 forums last year to discuss AI public policy: from local congresses in Argentina to the OAS in Washington, and from NVIDIA GTC 2025 to a keynote at Duke University about the future of work. The goal isn’t our own visibility, but for Latin America to have control over its data in a context with almost no regulatory frameworks to guarantee it. In Chapter 4, you’ll learn about our ecosystem, alliances, and the movements we’ve cofounded, and why it’s important for our business to be where the rules are being written.
Why Santex was at the Argentine National Congress, the Organization of American States, and Duke University last year
We were at over 20 forums last year to discuss AI public policy: from local congresses in Argentina to the OAS in Washington, and from NVIDIA GTC 2025 to a keynote at Duke University about the future of work. The goal isn’t our own visibility, but for Latin America to have control over its data in a context with almost no regulatory frameworks to guarantee it. In Chapter 4, you’ll learn about our ecosystem, alliances, and the movements we’ve cofounded, and why it’s important for our business to be where the rules are being written.
07
07
Our commitments have dates, metrics, and responsible parties. Even when they’re uncomfortable.
Our goals are not arbitrary. They’re the result of a double materiality analysis: the perception of key stakeholders regarding the impacts Santex generates, cross-referenced with leadership's assessment of which topics could affect profitability, reputation, and business continuity. From this intersection emerge the commitments detailed in Chapter 5: starting the measurement of Scope 3 (servers, cloud infrastructure, devices, and travel) across the entire value chain, measuring the carbon footprint of the code developed for clients, applying our own AI ethics methodology to internal tools before recommending it externally, and transforming job descriptions into personal development plans. Each goal has a deadline and a metric. None are optional. Take a look and tell us if your organization would dare to do the same.
Our commitments have dates, metrics, and responsible parties. Even when they’re uncomfortable.
Our goals are not arbitrary. They’re the result of a double materiality analysis: the perception of key stakeholders regarding the impacts Santex generates, cross-referenced with leadership's assessment of which topics could affect profitability, reputation, and business continuity. From this intersection emerge the commitments detailed in Chapter 5: starting the measurement of Scope 3 (servers, cloud infrastructure, devices, and travel) across the entire value chain, measuring the carbon footprint of the code developed for clients, applying our own AI ethics methodology to internal tools before recommending it externally, and transforming job descriptions into personal development plans. Each goal has a deadline and a metric. None are optional. Take a look and tell us if your organization would dare to do the same.
Our commitments have dates, metrics, and responsible parties. Even when they’re uncomfortable.
Our goals are not arbitrary. They’re the result of a double materiality analysis: the perception of key stakeholders regarding the impacts Santex generates, cross-referenced with leadership's assessment of which topics could affect profitability, reputation, and business continuity. From this intersection emerge the commitments detailed in Chapter 5: starting the measurement of Scope 3 (servers, cloud infrastructure, devices, and travel) across the entire value chain, measuring the carbon footprint of the code developed for clients, applying our own AI ethics methodology to internal tools before recommending it externally, and transforming job descriptions into personal development plans. Each goal has a deadline and a metric. None are optional. Take a look and tell us if your organization would dare to do the same.
Ethical AI
Upskilling in AI
Carbon footprint
Cybersecurity
Wellness
Diversity
Recicling
Impact Materiality
ESG Materiality Map
Financial Materiality
Ethical AI
Upskilling
in AI
Carbon footprint
Cybersecurity
Wellness
Diversity
Recicling
Impact Materiality
ESG Materiality Map
Financial Materiality
Ethical AI
Upskilling in AI
Carbon footprint
Cybersecurity
Wellness
Diversity
Recicling
Impact Materiality
ESG Materiality Map
Financial Materiality
Download STX Pulse
Understand the deeper logic behind the way we integrate AI, culture, sustainability, and long-term impact.
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Access the complete framework behind how we approache AI, culture, sustainability, and long-term impact.
Made by STX Design Team
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