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When discussing employer branding, the focus is often more on an employer than their brand. However, the link between these two is unquestionable – employer branding is closely connected to a company’s marketing as it establishes a company’s marketing strategy aimed at employees and candidates. A strong employer brand makes a difference from the moment a potential candidate interacts with an organization. According to a survey from the job board Praca.pl, more than 70% of respondents are more eager to apply for a job in a company that actively manages its employer brand. At the same time, almost 50% of respondents believe these companies take more care of their employees.

Read on to find out how employer branding helps organizations and how we created an employer branding strategy at Software Mind.

What are the goals of employer branding?

An employer brand affects how an organization is seen both internally and externally. It shows potential candidates the advantages of working at a given company – whether that’s an organizational culture, special benefits or other perks. It also highlights these aspects to the people who are already employed, e.g. by raising awareness about wellbeing programs or organizing internal initiatives to celebrate achievements and the team spirit. Overall, an attractive benefit package and a positive image of an employer attracts well-aligned job candidates and retains high-performing employees already working for a company.

To build and strengthen an employer’s brand among candidates and employees, you need to carry out employer branding activities. But without a strategy, they may prove too inconsistent or incoherent to deliver satisfying results. An employer branding strategy determines how you’re going to promote your company and who you’re going to target. It also outlines the general messaging and helps you establish your goals for driving talent acquisition and employee retention.

Creating Software Mind’s employer branding strategy

When we set out to develop an employer branding strategy at Software Mind, our main goals were to:

become the first-choice employer for external candidates in our target groups,
strengthen Software Mind’s image as an attractive employer among our employees,
encourage our employees to become brand ambassadors of Software Mind as an employer.

The process of planning our employer branding activities consisted of several stages. First, we organized a cross-departmental group whose members represented different roles, areas of expertise and levels of experience. As a software development company, our main community revolves around engineering, which is why we invited our developers and managers to share their insights. The team met up regularly to design and improve the process of identifying and defining our unique employer brand differentiators.

To create the strategy, we conducted a complex study of our target group to understand how our organization is perceived by its employees. This study included:

A comprehensive employee survey that covered four main areas: Software Minders, our organization, internal and external communications, corporate social responsibility (CSR) and benefits;
Meetings with mixed focus groups so that we could further examine the survey insights and confirm our differentiators;
An analysis of competitor activities and IT industry trends;
A series of workshops to further explore survey results and develop our employee value proposition (EVP) pillars – which would serve as the basis of Software Mind’s messaging.

The whole process was carried out by our in-house Marketing and Employer Branding Team. Along with gathering information for our strategic goals, we also created a special landing page showcasing the survey results.

Feel IT. Live IT. Be IT. – A closer look at our EVP

An EVP is a set of associations, values and benefits that are authentic and unique to an organization. It defines the reasons why potential candidates would want to work and stay at a given company. When creating Software Mind’s EVP, we wanted to capture our organizational culture and the qualities that make us stand out. For the foundation for choosing our EVP, we used the research results and our company values:

Taking ownership
Acting with respect
Craving more
Showing grit & guts
Embracing openness

After many discussions, we arrived at our EVP: Feel IT. Live IT. Be IT. Far from a mere slogan, to us, it’s the very definition of our culture, encapsulated in a handful of words. Each of the three pillars of our EVP covers an aspect of our daily work and environment at Software Mind.

Feel IT stands for our Software Minders and the unique atmosphere they create. Though an “atmosphere” might sound vague, it’s something we vividly experience everywhere we meet – at our annual company party, regular integration meetings, job fairs, recruitment events or simply on lunch breaks and Pizza Days at our offices. It’s what we have in mind when we talk about being One Team who always supports each other.

Live IT represents our life at Software Mind, which is full of opportunities to grow and develop. We live according to our company values and spend our days among talented colleagues who champion self-development every day. Our company is growing fast and provides us with interesting, international projects. We can also expand our skills by participating in development guilds – at the moment, there are 15 groups with different specializations to choose from!

Be IT means that being part of our One Team still gives you plenty of time for your interests and passions. The presence of other Software Minders in each other’s lives inspires us, provides support and helps us find common interests or learn more about completely new hobbies. This pillar evokes the coffee breaks where you can hear people sharing stories about the different ways they spend their time outside of work, from travel through sports and car races to card games – and that’s just a few examples. Be IT also refers to our Work n’ enjoy program, which enables Software Minders to work and enjoy their free time in scenic locations across Europe.

Maintaining an employer brand throughout dynamic growth

Our EVP boils down to the most important element of our organization – the people who form it. The same ideas informed our employer branding action plan, which consisted of different activities to promote Software Mind’s employer brand externally and to strengthen it internally. For example, we participated in various IT conferences and job fairs to meet potential candidates in person, and we established external communication guidelines to consistently promote our company values and initiatives. Internally, we organized seasonal gifts highlighting the employer branding messaging and supported the development of our Guilds. The details of an action plan will differ, based on the evolution of a company’s employer brand, its target audience, strategic goals and focus. It’s also important to remember that an employer branding strategy will change and expand with time.

For us, it meant that, after the acquisition of Code Factory, the community of Software Minders extended to colleagues from Romania and Moldova. Integration with the new team prompted us to conduct another local analysis and workshop, which helped us understand our Romanian and Moldovan coworkers and ensure that all of us share our company values and identify with our EVP. Currently, we’re undergoing a similar process with our team members from LATAM who have just joined our Software Mind community.

Companies need an employer brand strategy to attract and retain top talent

Software Mind booth at JDD conference 2023

A strong employer brand attracts top candidates and boosts employee retention. To meet these goals, you first need to create a good, long-term employer brand strategy, including an EVP and multichannel action plan. Understanding what your target talent is looking for and how employees perceive your organization is crucial to developing your employer brand. Though this process can be complex and require a lot of time and effort, it results in higher employee engagement, reduces time needed to recruit candidates and even positively impacts how customers perceive a company.

Are you looking for a new role in an organization that’s aligned with your values and supports your self-development? Check out our job opportunities!

Marlena Mędala-Kubicz
Employer Branding & Communications Lead at Software Mind

An Employer Branding & Communications Lead with almost 10 years’ experience, Marlena has designed and delivered strategies to increase employee engagement and collaboration. With a profound understanding of the IT sector, she has strategically planned activities and campaigns to strengthen employer brands and attract the right candidates in an increasingly competitive market. Marlena excels in navigating complex challenges and organizing immersive events and initiatives to enhance both employee and candidate experience. Currently, she’s responsible for building Software Mind’s brand and communication strategies, reinforcing the company’s position as an industry leader and employer of choice.

Our #OneTeam is a true reflection of the community we build, where our diverse backgrounds and experiences enrich our collective perspectives. Our team culture is founded on mutual support, a passion for technology and an unwavering commitment to delivering top-quality software solutions to our clients. Meet Software Minder Jakub Cębrzyna, Software Development Manager.

1. What do you do and what do you like the most about your job?

Organizing the work of development teams – this is what I like the most about my job. I could compare it to being a coach of a team where you have to reconcile the characters and egos of different individuals in order to achieve a goal together as a team.

2. What, in your opinion, distinguishes Software Mind on the IT market?

I like the fact that you can meet people with interesting experiences, not only from the IT industry. One of the recent examples is a conversation I had in the office kitchen, when it turned out that one of my colleagues imports cars from Canada as a hobby, knows minor car mechanics, has logistic contacts and interesting stories related to it. Another friend is a hunter and makes tinned venison. We certainly have a nice atmosphere and many interesting, open-minded people.

3. Why is it important to work for a company that gives you a sense of purpose and supports your development?

A sense of purpose helps you focus on the specific things you want to achieve. In my opinion, this is something that delays professional burnout and gives meaning to your work.

4. What do you like the most about being a Software Minder?

Software Mind has big aspirations. Every day I see how we’re becoming a bigger company by implementing various concepts and trying to pursue these aspirations. It’s a very interesting experience to be part of something that keeps evolving and developing and doesn’t stand still. As a Software Minder, I can experience it and have an impact on it.

5. Which of our values do you identify with the most? How do you implement it in your everyday life?

I think it’s openness. I am naturally curious about people, their points of view and ideas. Once I got feedback that it’s nice to work with me because I help implement other people’s ideas instead of pushing my own, and I’m just open to changing my ideas. Every day I try to listen and assume positive intent from others.

6. What song could you start each day with?

Pezet – Dom nad wodą.

7. Best snack at work is…

A sandwich with egg spread.

8. Three words that describe your work?

Demanding, difficult, developing.

9. Biggest mishap when working remotely?

A job interview with my 5-year-old son on my lap.

10. What app can you not imagine a day without?

YouTube.

11. Describe your career in a few words.

A great adventure full of developing relationships.

12. Android or iOS?

IOS.

13. Krakow or Warsaw?

Krakow.

14. Wireless or wired headphones?

Wireless.

15. What item do you never leave your home without?

A phone.

16. Is the battery half full or half empty?

Half full.

17. What movie will you never get bored of?

Rocky.

18. What words do you use too often?

“What is the ETA for this issue?”

19. Black coffee or with milk?

With milk.

Interested in working with Jakub?
Check out our job offers: https://careers.softwaremind.com/

Though Software Mind’s Guilds are already hard at work on their 2023 goals and events, there’s no better time to look back on the past year than now. And what a year 2022 was! Our 13 Guilds participated in 258 exciting development initiatives, events and projects – read on to learn more about what the Guild members got up to last year!

What are Software Mind Guilds?

Software Mind’s Guilds are communities of people who work in different teams and projects but want to develop expertise in the same field. The term is connected with the historical guilds from centuries ago, which served as an association for artisans and merchants to practice their tradecrafts. Nowadays, software guilds have been adopted in many companies, perhaps most notably at Spotify, to encourage knowledge exchange across an organization.

At Software Mind, Guilds are a vital element of our strategy to build a learning organization. We established them because, first and foremost, we wanted to create an environment where employees could develop their skills. We also noticed that we needed to manage and distribute knowledge between project teams in a more efficient way. As our organization kept growing, there was a real risk we would end up with knowledge silos, and our teams might spend time solving problems that had already been resolved in another project. To avoid that, Guilds provide a space for people from different teams to meet, learn from each other and strengthen collaboration.

It might sound trivial, but when we began organizing Guilds, we had to overcome some challenges. First, as the whole concept was still relatively new to people, we needed to get a mutual alignment between Software Mind managers and ambitious developers to make sure we all understood what guilds were meant for and what they were supposed to be in the future. As we always try to tackle things in an agile way, we thought big and started small to learn fast. We set up an experiment to get swift feedback.

We knew we needed a good leader for our first community, the Java Guild. It had to be someone with proven domain knowledge and great leadership skills. Fortunately, we had Mateusz Mnich on board, who fits this profile perfectly and wanted to organize and lead our first Guild.

Then, as with any new initiative, we needed to gradually build interest and encourage participation. It was all about building the Guilds’ recognition via internal and external communication and sharing the reasons why we created Guilds – with the help of internal opinion leaders. Good organization and engagement from Guildmaster and contributors were also crucial. Thanks to these factors, the development opportunities offered by the Guilds (meetings, workshops, cooperation with universities to give lectures, participation in conferences) quickly became popular among our Software Minders. This experience helped us draw conclusions and learn enough to kick off more guilds. That’s how it all started.

What are the Guilds’ goals?

Through Software Mind’s Guilds, we’re fostering a culture where people can connect with other specialists and drive innovation within the company. This attitude is reflected in our Guilds’ goals:

Boost skills by gaining and exchanging knowledge
Create professional and personal growth opportunities
Build communities that encourage creating and using best practices
Offer technical support for teams across the entire organization

Guilds meet these goals through a range of activities. Guild members exchange and expand their knowledge through regular knowledge-sharing sessions, workshops and hackathons, as well as by solving project problems together. Apart from internal meetings, Guild members also participate in conferences, publish technical blog posts and participate in employer branding initiatives.

The Software Mind Guilds in 2022

2022 has seen the most intense development of our Guilds so far. We started the year with two active Guilds, but wrapped up December with 13! Software Minders can join and grow their skills in the following groups:

Java Guild, led by Mateusz Mnich
Front-end Guild, led by Tomasz Krupa
Design Guild, led by Alicja Jakubas-Kryza
Security Guild, led by Jan Jurek
Business Analysis & Product Ownership Guild, led by Anna Gołuchowska
Data Science Guild, led by Marcin Sieprawski
Golang Guild, led by Igor Nawrocki
Management Guild, led by Tomasz Borowski
Quality Assurance Guild, led by Mateusz Statek
.Net Guild, led by Marcin Węglowski
Mobile Guild, led by Oskar Korzonek
DevOps Guild, led by Tomasz Człapski
Blockchain Guild, led by Piotr Woźny

They are all supported by Tomasz Krakowczyk and Hubert Ochmański, who lead our Guilds.

Over the year, our Guildmasters and Guild members:

organized 123 internal workshops where they shared their technical knowledge. Some highlights include workshops on web app security and SQLInjection, XSS, SSRF, CommandInjection (led by Jan Jurek), security audits of IT systems (led by Daniel Sutkowski), clean architecture, Azure Application Insights, automating tests without changing a project, business perspective in testing, the basics of optimalization in development, GraphQL and Typescript,
joined 33 training sessions run by external experts, including workshops about Lean Architecture Framework, Event Storming, refactoring legacy systems, modern architecture of web apps and communication,

gained access to 20 e-learning platforms, including Udemy, PluralSight, Coursera, Kodeco (previously raywenderlich), as well as cloud and cybersecurity courses,
participated in and delivered talks at 17 IT conferences, such as the JDD conference, Designways, TestJS Summit, NG Poland, Data Science Summit and H@ckSummit.

They also shared their knowledge in 15 technical and business articles on our blog and gave 6 lectures and workshops at universities.

The past year was packed with exciting opportunities and different development initiatives – 258, in total. While all of them won’t be listed here individually, given the sheer volume of activities, we want to highlight a few particularly interesting events and projects.

Mobile Guild’s Hackathon – During this 24-hour hackathon, Mobile Guild members created the Software Mind Universe app, really putting their skills and energy to the test. And they did an amazing job. The app’s goal is to make job fairs and conferences more fun with augmented reality, IT quizzes and easy access to job offers.

The Guildify app – The Blockchain Guild is developing an app that will introduce gamification elements to their Guild members’ activity. Using blockchain technologies, Solidity and Ethereum, the Guildify app will use the Guild members’ data on their participation in different activities to award points and special badges, making Guild participation even more fun.

Research & development (R&D) playgrounds – The DevOps Guild created several playgrounds and infrastructures, which can be used to explore and experiment with different solutions. It’s a great opportunity for engineers to work with new technologies and test their skills.

Guilds – where you develop skills and build a community with fellow experts

The increasing number of Guilds at Software Mind shows that virtually everyone can find a community that will suit their interests and development goals. Guilds provide a unique opportunity to grow IT competences by combining self-development with team learning from other internal experts.

Guilds also become knowledge hubs within the organization. If you have any issues in your project outside of your specialization, you can count on Guild members to offer advice and point you to tested solutions. Guild members keep their finger on the pulse of their area of interest and promote best practices. It’s their passion, curiosity and ambition that create an environment of close collaboration, inspiration and high-quality software.

If you want to find out more about our Guild initiatives and Guild masters, follow #SoftwareMindGuilds on LinkedIn, Instagram and Facebook.

Looking for job opportunities where you can work on ambitious projects and grow your skills? Check out our open positions.

Software Minders come from diverse backgrounds and can be found across the globe. We have common values, but different experiences and opinions. We’re proud of the amazing talents we have and want to shine the spotlight on our team, one Software Minder at a time.

1. Could you tell us about yourself and what you like most about what you do, in a few sentences?

I am a manager with a software development background, responsible for a part of Software Mind’s business and some internal activities. I used to be a software developer, team leader, project/team manager and operations/delivery director responsible for overall customer cooperations and software development teams.

One thing I like the most about my job is the influence I can have on team results and others self-improvement. Teams usually produce outcomes that individuals are incapable of providing because of the scale of operation.

2. Why do you believe in Software Mind’s ability to engineer impactful software?

Because it gives value to our customers and helps their business operate and grow. I hear about that quite a lot from our customers, which is really nice.

3. What gets you most excited about starting your workday?

The people I am going to interact with, the journey of how we are going to progress towards our goals and satisfaction the achieved results will bring to us.

4. Why is it important to work for a company that provides purpose and encourages development?

That is usually what people want from their work environment. For most people, autonomy, mastery and purpose are the base of their intrinsic motivation.

5. What’s your favorite part about being on the Software Mind team?

The fulfillment it brings. Every day work gives me opportunities to bring value to our customers and satisfaction to Software Minders.

6. What are the highlights of your job?

The atmosphere – supportive collaboration based on trust, empathy and professionalism. All of that, flavored with a bit of fun 😉

7. If you could only listen to one song while you work, which one would you choose?

Scorpions – Send Me An Angel

8. Best snack while working?

Complex, inspiring, cheerful.

10. What’s the worst thing you’ve spilled on your laptop?

Vodka, a long, long time ago, in a galaxy far, far away i.e., during my studies, of course 😉

11. Most used app on your phone?

WhatsApp.

12. Describe the rest of your career in 5 words.

When did that happen?

13. Edison or Tesla?

Tesla.

14. Londyn or Boston?

Boston.

15. Tab or space?

Tab.

Kamil charging his batteries at Malibu Beach.

16. Which animal would do your job the best?

An octopus 🙂

17. Is the battery half full or half empty?

Definitely half full!

18. Favorite show to binge watch?

New Amsterdam.

19. What words do you overuse?

However?

20. Pizza with pineapple – yes or no?

No.

Interested in working with Kamil?
Check out our job offers: https://careers.softwaremind.com/

To many people, software development is a chance to pursue their interests, enter a dynamic industry and reignite excitement for your daily work. Though changing your job to a technical field like IT will probably require a lot of effort, it’s not impossible. Many software developers are proof of that. Read this article to learn what you need to do to switch your career to software development.

Reasons to change your career path to software development

A career change can be a serious and difficult decision. It often means that you’ll have to find your footing on an unknown ground, rethink your future plans and, most importantly, dedicate significant time and effort to gain necessary skills. Before you make the jump, you might want to ask yourself: Why software development?

Companies are still investing in their IT efforts

Despite news of layoffs in major tech companies in the recent months, many companies are still investing in their IT – whether that means recruiting experts in-house or outsourcing external teams. These companies recognize the importance and impact of digital transformations, especially in uncertain times. For many organizations, effective, skilled software development teams can be a source of much needed innovation that increases a company’s resilience and offers more business value.

There’s an increasing demand for software developers

The major role of software development in companies across various industries translates directly into a growing need for software engineers. At the same time, there are simply not enough engineers to fulfill this demand, and the situation won’t be resolved any time soon. In other words, companies are actively looking for software developers. Of course, many job openings are aimed at more experienced people, but there are also plenty of organizations that offer internship programs or look for motivated junior developers that they can further train.

Software development offers plenty of learning opportunities and challenges

In software development you never stop learning. To be able to keep up with markets, emerging technologies and excellent teams, you have to constantly expand your knowledge. The projects will also keep you on your toes and challenge you to think creatively, solve problems and take part in internal, knowledge-sharing initiatives such as Guilds. If you get to work in a company that values its engineering teams, you can be sure you’ll never be bored, and every day will present rewarding opportunities.
Of course, the list doesn’t have to end there for you. Depending on your priorities, you might also take into account the flexibility that many software development teams offer in the form of hybrid or remote work and flexible hours. There are also the interesting and – particularly in the case of software outsourcing companies – versatile projects you’ll get to work on that have a real impact on the world; just think of financial services, healthcare or ecommerce solutions. Figuring out why a career in software development appeals to you will help you make a concrete decision about a career change.

How can you switch your career to IT?

Entering a new industry usually doesn’t happen overnight. But it doesn’t mean software development is completely out of your reach if you have no IT background or prior experience. Many software engineers who are now in senior positions changed their careers which had been unrelated to software development. One of the Software Minders with a similar story is Adrian Zając, an Android developer who majored in Asian Studies, but who also found a passion for app development.

Here is some advice from Adrian on how you too can switch your career to software engineering.

Dedicate time to gain new knowledge and skills on your own

While it’s useful to have someone who can guide you in your quest to learn new skills, you can learn a lot on your own. There are courses, online video tutorials and written materials available for self-study. It’s also a good idea to test your knowledge by building an app, even if it’s just for practice.You shouldn’t focus solely on studying technical theory, but also explore work methodologies. It’ll pay off in the long term once you land your first job in software development. As Adrian explains, “I was positively surprised that my skills and the practices I applied were reflected in the real world. I read a lot of articles from practitioners on what they thought about certain solutions and what methods they recommended. It proved very valuable and, more importantly, useful in practice, and helped me navigate working on a project according to the most recent recommendations. I still read a lot about good practices and recommendations, though, now that I know more, I find it easier to choose reliable sources and articles. You can find a lot of information on Twitter, Reddit and blogs run by practitioners.”

“These days I look for specific information, because I know what interests me and what I want to find out exactly,” he adds. “In the past, I would just read everything I could find because, with little knowledge, it was difficult to focus on the specifics. Everything was new and interesting.”

Don’t forget about your soft skills

While technical knowledge is, of course, a must, the soft skills you already have will also come in handy in your new job in software development. What skills exactly? From Adrian’s experience, “creativity and widely understood problem-solving skills, a mindset where you’re ready to look for different solutions, including out-of-the-box answers. I also really like it when things are well-organized, which is useful in IT.”

Make a plan

“As with anything new you want to learn, it’s important to make a roadmap and plan it out by topic and within timeframes, so that you can pursue specific materials, rather than getting lost in the ocean of information out there. A lot of roadmaps are available through online courses, but I would recommend making a plan on your own,” Adrian advises.
He also points to the topics you can cover in your learning roadmap. “I’d recommend you don’t learn just one language, but instead focus on principles. Quite early, start reading up on software design, how to write good and clean code and how to create reusable components.”

Find your motivation

Gaining new skills on your own requires determination, self-discipline and effort. Once the initial excitement fades and you encounter first problems – e.g., your first attempt at writing an app fails – doubt and discouragement might creep in. To keep up momentum, it’s a good idea to identify what motivates you to learn software development in the first place.

For Adrian, it was the feeling that IT was the right path for him. “It interested me, and I wanted to learn more. Without this active interest, I wouldn’t be able to motivate myself. I’ve always been interested in computers, how you can connect and install things, and later I got more into programming.”

“If you’re predisposed, you believe this industry suits you and you’re aware that the entry threshold is high, it’s really worth trying. A lot of people get discouraged by the bulk of material you need to know to get accepted even for an internship – if you haven’t studied Computer Science before, it can be overwhelming. Attitude is key,” Adrian summarizes.

Ready to kickstart your career in software engineering?

Finally, for an optimal start in IT, it’s best to look for organizations that will support your further development and champion the best software engineering practices. Learning from a supportive team goes a long way to boosting your career in a new field.
Are you already looking for exciting positions in software development? Check out our job opportunities and apply to work on interesting projects and keep developing your skills.

Adrian Zając

With a love for solving problems and an innate need to build and create, Adrian is constantly looking for challenges where his outside-the-box thinking might be valuable. In his 4 years’ experience as an Android Developer, he has worked on a variety of projects and learned a lot of tricks of the trade. Aside from mobile development, he loves making music, creating games, ice skating, hiking and cooking.

Have you ever thought about going on a workation with your family? Our Work n’ enjoy program gives you the perfect opportunity to take in the beautiful, diverse Tenerife landscapes, work comfortably in a far-from-home office and spend quality time with your loved ones. There’s a ton of post-work activities to choose from, like climbing the Teide volcano, visiting the penguins of Loro Parque or catching some rays on a beach. Check out this interview with Senior Software Engineer Dariusz Cichoń to find out what he and his family enjoyed the most on their Work n’ enjoy trip.

Q: Hello, Darek. You’ve recently returned from Work n’ enjoy in Tenerife. Personally, when I think about Tenerife, I picture a sandy beach, calm waves and huge palm trees. Was this the view that greeted you upon arrival?

A: Basically yes. I was surprised by the diversity of nature. It’s not just the sea and palm trees. Even when we were passing by the Teide volcano, I imagined it completely differently. There are a lot of sandy beaches, but also rocky ones. I had never been to Tenerife before, so this was my first impression. Oh, there are a lot of banana trees there, which surprised me.

Q: You were traveling with your family. Who did you take on the trip?

A: I was with my wife and a year old son. I organized the trip there mainly for them.

Q: How did you spend your time in Tenerife? Which attractions did you visit?

A: We visited Loro Parque, mainly so our son would see something too. He was very interested in the penguins – it’s probably his favorite attraction. We also climbed the Teide volcano. We had the opportunity to check out two observation points on the volcano.

In addition, we visited a beautiful beach with sand brought from the Sahara. Probably the prettiest beach we’ve been to. We also saw the Masca Gorge. We couldn’t go there, but we went to Masca itself. It was a very interesting route – a rather narrow lane leads to this town. We mainly visited beaches to relax after work and catch some sun. And for the child to play, dig holes and “get dirty” in the sand. This was probably the greatest attraction for him.

Q: What’s the most memorable part of this trip?

A: Seeing the volcano, I think, because it’s probably the most picturesque place. In general, seeing all this nature. The view we enjoyed daily could be compared to Greece, where you also have palm trees, access to the sea and rocky beaches. It was different when you went a bit further into the island. Completely different nature – there are no palm trees, only individual trees growing between rocks. It’s a very lunar landscape. In general, it’s a sudden change – half an hour earlier you were driving by the beach, and now it’s all rocks and isolated trees.

Q: Two different worlds, not so far from each other.

A: Yes, exactly. That’s the phrase I was looking for: two worlds that are right next to each other, separated by completely different nature.

Q: Since Work n’ enjoy also involves work, how did you like working in a new environment? Do you think this trip has improved your well-being?

A: I think so. I certainly adjusted my working hours a bit, which I had discussed with the team, of course. I started work at 7 a.m. Polish time, and it didn’t significantly affect the cooperation with the team, because our meetings were arranged so that when I finished work at 2 p.m., it was 3 p.m. in Poland, and it didn’t put any strain on the whole team. Thanks to this, I had more time for myself and I could spend it how I wanted in Tenerife. I can even say that I didn’t mind getting up so early, because, for one, I knew that there were attractions waiting for me – be it the beach or a trip to a new, unknown place.

Q: What would you say to someone who’s never heard about Work n’ enjoy? Would you encourage them to go?

A: Definitely. Even more so if they’ve never been to the location before, because it is an opportunity to combine work with visiting new places. And, above all,because you can rest after work. I don’t know if it’s just me but when I’m in Poland and I work from home, the time outside of work seems to spill out a bit. In the past, when we were in the office, there was a moment when we would finish work and go into an “after work” mode. When we are at home, there is no clear cut-off point. But on the trip you simply wanted to step back; you finished work, and your thoughts were instantly somewhere else.

Q: Finish the sentence: For me, Work n’ enjoy is…

A: A lot of thoughts come to mind. For me, Work n’ enjoy is an opportunity to step back after work and completely relax. Not to mention that it offers a fantastic location. Just seeing a new place and the diverse nature is probably the greatest perk. And, of course, the warm, lovely weather.

With IT talent in short supply and the post-COVID landscape radically impacting ways of working, talent pools and job markets, talent acquisition teams and recruitment departments have their work cut out for them. How can software development companies stay ahead of the competition and recruit the skilled experts they need to ramp up delivery, increase scalability and deliver disruptive solutions? Read on to find out.

A shortage of IT talent is not new, and not going away

The lack of IT talent is a problem that affects all sectors and markets. According to a study by Korn Ferry, a global consulting firm, there will be a global talent shortage of 85 million people by 2030, resulting in USD 8.5 trillion in unrealized annual revenues. In the IT sector, the talent shortage is not only impacting staffing issues, but broader industry development. Gartner reports that IT executives see the talent shortage as the most significant adoption barrier to 64% of emerging technologies. Not having enough talent is considered more of an obstacle than implementation cost (29%) and security risk (7%).

The COVID-19 pandemic has also influenced how people work and their expectations, especially as regards remote work. As a result of the pandemic and subsequent social distancing measures, travel restrictions and lockdowns, the world experienced a huge shift to remote working models, which, as time goes on, employees and employers are less and less likely to want to abandon. One survey of CFOs indicates that 74% intent to shift some employees to remote work permanently.

While working remotely all the time will obviously appeal to certain companies and employees, some combination of on-site and remote work, the ubiquitous ‘hybrid model’, will probably be the most popular working model going forward. Indeed, HR consulting firm Mercer reports that 70% of employers plan to adopt a hybrid work model. This means that IT talents are not bound by geographic limitations, so the question isn’t “Which is the best software house to apply to in my city?” but rather “Which is the best software house to apply to in the world?” Companies are now competing for talent on a global scale, since a top-notch programmer, developer or engineer can easily work across time zones and continents from the comfort of home. Given the success of remote work throughout the COVID-19 pandemic, ‘local talent pool’ or even ‘nearshore talent pools’ are terms that may be a bit outdated.

What were small, local pools with the occasional glimpse of big, global players has become one global pool with big and small companies competing against each other. The hard truth is, there is one talent pool that everyone is competing in, so talent acquisition teams need to distinguish themselves, and the company they represent, in a way that effectively communicates the opportunities on offer and leaves a positive impression on all recruits, whether they join the company or not. There are three keys to effectively meeting your staffing needs: having the right recruitment team in place, fully understanding your organization’s needs and honesty.
The feared shortage of talent is here, and the expected fierce competition is here – now it’s time to sink or swim.

Create a recruitment team that fits your culture and reflects your values

As an external representation of your company’s values and culture, your recruitment team should be distinguishable to that of your competitors, just as the products or services you offer are. It is essential to build a team that fully understands what you do, where you come from, and more importantly, where your company is going. Establishing a company culture that resonates and educating your employees about your culture should be the top of every CEO’s to-do list. Recent research indicates that 77% of people in the US, UK, France and Germany consider a company’s culture before applying for a job.

This information is essential. In the IT world, and the software outsourcing industry in particular, recruiters are responsible for finding premium talent that suits a project or client’s needs and then persuading them about the advantages of joining their company over another. Of course, recruiters need to weed out unsuitable candidates but more importantly, they need to make a successful sales pitch to the ‘can’t miss’ talents.

Your talent acquisition team should be hungry for knowledge – about your company and what it offers, about your competition and the market you operate in. Having this curiosity for the world they are in will empower your recruiters to effectively understand their audience (highly sought-after IT talents) and communicate your organization’s unique benefits and opportunities. As in all areas of life, automation is making inroads in recruitment processes as well. This should be welcomed with equal parts enthusiasm and caution. To the first point, automation can speed up processes and make them smoother, especially in terms of making it easier for candidates to track their progress through the various stages of recruitment. If done well, automation can enhance the experience and make it more rewarding. However, direct contact with candidates is essential, and automation cannot replace this human contact. Technology should augment human capital, not replace it.

Eliminate organizational silos and align recruitment, business, sales and marketing

It is an indisputable fact that information silos can cripple organizations. That’s why it’s so vital to have a clear understanding between your talent acquisition team, external clients and internal stakeholders like project managers and hiring managers. Without everyone aligning on needs, requirements and goals, time, energy and resources will be wasted, and targets will not be achieved.
Central to ensuring a cohesive strategy across departments is communication, and specifically a feedback loop that delivers relevant information in a rapid manner to the right people. Are suitable candidates being selected for the right roles? If not, why? What are actionable items and how can the talent team modify its approach? Can the desired candidate’s profile be adjusted? Should a requirement be ignored, or criteria exchanged as a means of increasing the pool of applicants? Answering these questions requires the active participation of all parties.
Processes can always be improved, and recruitment is no exception. Engage in open discussions with the departments you’re trying to find people for and establish the strategies which are working well and those which could better. Analyize data, measure your effectiveness and verify that the tools you are using are the best. If not, don’t be afraid to try different ones.Honesty is the best policy, in recruitment as in life.

Employee working on computer in Software Mind office

The American comedian Groucho Marx once said “The secret of life is honesty and fair dealing. If you can fake that, you’ve got it made.” Of course, the real measure of a company is not having to fake it. If your company has established a culture that emphasizes values that are authentic and support its mission and vision, then there will not be a need to be misleading.
Your company’s culture and the benefits you offer should speak for themselves. Don’t exaggerate and don’t make promises you can’t keep. Even if this deception works in the short-term (and you can hire a few candidates), the long-term reputational harm it can cause is not worth it. According to Glassdoor, 50% of candidates say they wouldn’t work for a company with a bad reputation, even for a pay increase. As well, sugar-coated phrases might not stand up to scrutiny, and experienced candidates will call your bluff.

Beyond working on cutting-edge projects with interesting clients, developing news skills and receiving adequate financial; compensation, today’s IT talents want respect. The best way to demonstrate respect is by being authentic in how you represent the company and genuine in how you form relationships.

Without having these strong fundamentals, your talent acquisition team will not be able to compete in today’s hyper-competitive market. The importance of having the right people with the right skills to do the right job at the right time, combined with a lack of IT talent and cutthroat competition to secure these engineers, means more and more companies are turning to external software developers, like Software Mind, who can deliver dedicated development teams. Get in touch with our experts to find out how you can secure the talent you need to increase your scalability, ramp up your software delivery and get your solutions faster to market.

Maciej Matkowski - Head of Talent Acquisition at Software Mind
Author: Maciej Matkowski

Bio: As Head of Talent Acquisition at Software Mind, Maciej oversees the team in charge of recruiting talent for a rapidly expanding organization. A wide industry background and experience as a vendor, headhunter and account manager empower Maciej with a comprehensive understanding of all sides of the recruitment process. Passionate about helping IT experts find their dream job, Maciej believes in augmenting a human approach to recruitment with data-driven strategies that leverage cutting-edge innovations to enhance recruiters, not replace them.

Software Minders come from diverse backgrounds and can be found across the globe. We have common values, but different experiences and opinions. We’re proud of the amazing talents we have and want to shine the spotlight on our team, one Software Minder at a time.

Piotr getting ready to catch up with a client in California

1. Could you tell us about yourself and what you like most about what you do, in a few sentences?
I’ve been interested in computer science since I saw a computer for the first time. In primary school I coded in Pascal, then switched to Delphi, finally to c#. Javascript is ok in my book (did some node.js and angular development). I switched my career to management because I noticed a big gap between the business perspective and IT crowd perspective. Thought I could help to close it a little bit. Still trying…

2. Why do you believe in Software Mind’s ability to engineer impactful software?
I believe in Software Mind’s ability to create better developers.

3. What gets you most excited about starting your workday?
Having a problem to solve. Singular. Trying to tackle too many problems at once will make you miserable, not motivated 😉

4. Why is it important to work for a company that provides purpose and encourages development?
Why do things that do not have purpose (that you are aware of) and which do not help you learn from what you are doing (yes, you get paid but also you “lose” 1/3 of your life working)?

Piotr with Software Minders in California. L- R: Xavier, Wojciech and Grzegorz

5. What’s your favorite part about being on the Software Mind team?
Being part of a team with great people.

6. What are the highlights of your job?
Emails? Kidding. Meeting new people and solving problems (the later hasn’t changed since my early days as a developer)

7. If you could only listen to one song while you work, which one would you choose?
Anything by Dead Can Dance (great “work music”. Seriously)

8. Best snack while working?
Wasabi peanuts (makes you as sharp as a razor)

Checking out San Francisco Bay with Software Mind CEO Grzegorz

9. Describe your job in 3 words.
Mistake, learn, repeat

10. What’s the worst thing you’ve spilled on your laptop?
Ha, I’ve never spilled anyth… oh wait. Cuba libre.

11. Most used app on your phone?
Facebook, GraphicAudio (SF audio books), inPost

12. Describe the rest of your career in 5 words.
We will do amazing things

13. Edison or Tesla?
Graham Bell

14. Tabs or spaces?
Spaces, take one step at a time instead of one big leap in an unknown direction

Taking a break with Xavier

15. Which animal would do your job the best?
Eeee… a parrot?

16. Is the battery half full or half empty?

Half full, I charge it quite often 😉

17. Favorite show to binge watch?
Old anime TV series (90s and early 00s)

18. What words do you overuse?
Sunshine, basically

19. Is it ok to put pineapple on pizza?
Oh yes. I love Hawaiian-style pizza.

Interested in working with Piotr?
Check out our job offers: https://careers.softwaremind.com/

Working remotely from seaside locations surrounded by palm trees doesn’t surprise anyone anymore. Yet workation opportunities rarely feature among employee benefits offered by companies. When you work at Software Mind, you can take part in the Work n’ enjoy program and join your team calls from an apartment in Tenerife or Croatia!

What’s it like to work during such a two-week trip? How can you spend your free time there? What should you do before the trip? Our Software Engineer Mateusz Nowak, who had his first Work n’ enjoy workation in Tenerife earlier this year, shares his impressions and tips. Read the interview and see what your next trip could be like!

Q: You were recently in Tenerife and I’d like to ask you first – how did it happen that you landed there? Where did the idea for the trip come from?

MN: The company information came by email; I had to fill in a form and choose a date that suited me. The idea was cool, so there was no doubt that I had to pack and go!

Q: What was your impression of Work n’ enjoy? Are you satisfied with this trip?

MN: Yes, I am very pleased. I liked everything; the possibility of working from a different, fun and warm place is great. I liked it so much that my fiancée and I have already booked an apartment in Croatia for a private workation.

Q: What other advantages do you see in this program? What did this trip give you?

MN: The possibility to visit places where I probably wouldn’t go myself. I can work normally, I don’t have to take a vacation and I can visit some cool parts of the world. That was also great. The sun, weather, swimming in the ocean made this trip more attractive, because after work you could go to the beach, relax, eat good food and drink good wine. It was really fun, very positive.

Q: How did you organize your work? Did you have any organizational problems or difficulties while working?

MN: No, the only difficulty in the beginning was that the time zone is slightly shifted and you have to get used to it, but it wasn’t really a big problem, because it’s only an hour. Besides, there was a desk, an armchair and internet, you don’t need more. Everything was fine.

Q: Many people wonder if in such very attractive circumstances it is possible to focus 100% on work. How was it in your case?

MN: You know, the first day is a challenge, because there’sa new environment and you need to absorb everything, but after this one day, when we got used to this new reality, it was okay. There are duties and tasks that must be performed and you have to remember that this is not a vacation. I had no problem with that. Everyone who was traveling at the same time was also working, so it made things easier.

Q: How did you spend your time after work?

MN: In different ways, actually. After work, on a working day, we either just went to the beach or stayed in our apartment, we went swimming, I went jogging along the ocean, but we also had some smaller trips, kind of “everyday duties,” such as shopping. When it was after work, on a weekend or on the long weekend in May, as it happened, we were just visiting the island, going to various places – to the mountains, visiting cities, to the ocean…

Q: So I understand correctly that you would like to go again if there was an option?

MN: Yeah, it would be great! I would probably like to go somewhere else now, although I would also like to go back to Tenerife.

Q: How attractive do you think it is for the IT industry?

MN: I think it’s very attractive and that it could actually be permanent. I imagine it could be “another Multisport”!

Q: And the last question, could you give some advice to people who are still considering signing up for Work n’ enjoy?

MN: Just don’t think too much, just book an appointment and go because it’s great. It’s also good to prepare a list before the trip, what you would like to see in the area you are going to, check if a car will be needed, as in Tenerife, how much it costs. It’s just worth seeing in general what there is to see and preparing a little.