“If one unique advantage can make a company stand out, this is the culture and its internal life. And we know the hard work on it starts long before someone signs a contract.” – says Nina Filipova, ICT Strypes’ HR Manager.
We are speaking together just after the 4th consecutive certification of ICT Strypes as a Great Place to Work® – an independent evaluation of our culture and employee satisfaction.
For us this is not just a badge or an award, but a true recognition that comes straight from our people – colleagues and friends at work. We are using this milestone to ask Nina more about the principles of a company culture that empowers people and lets them thrive.
What is most important for a prominent company culture?
I would say sustainability is what has made ICT Strypes a well-established employer brand. This latest recognition is just one proof of consistency. Throughout the years we have managed to maintain our standards, despite the company growing, welcoming new people, taking on new projects, and navigating economic changes, both locally and globally.
And on the other side, this is the 4th time our people vote and rate us as a great employer. This kind of recognition strengthens the brand not only in front of future colleagues, but in front of our clients and business partners.
What are key elements of a company culture that attracts and retains talent?
Culture isn’t something you build over a day. What we have established at ICT Strypes over the years is a culture that feels natural and organic and I genuinely believe that’s what makes people feel at home here. And these are their own words, not mine.
I would say flexibility is one of the keys, as well. Flexibility in working hours, in how we communicate, and in how we organize our work. Then comes the friendship across all levels of the company, which matters more than people might expect.
And finally comes the choice of initiatives to take part in and the incentive to speak up. People are part of the conversation around how tasks are set and distributed. And everyone has their voice heard which makes a huge difference from standard top-down approaches across organizations.
How to maintain trust and transparency in such a big organization with so many different teams like ours?
Trust is built in small steps, over time. And when we speak about HR, that process starts even before someone joins the company, during the recruitment process itself. Being clear, being fast, and being professional in how we communicate with candidates sets the tone from day one.
Once people become part of ICT Strypes, what matters most is communication that flows easily and without hierarchical barriers. We are lucky to have a management team that actively pursues transparency with employees, while at the same time genuinely wanting to hear back from them. We have the goodwill of colleagues toward one another, a strong work-life balance, and real opportunities for development and growth.
If you keep advancing in all of these as your company grows, people just want to stay and grow with you.
All of this sits alongside something I think is easy to overlook: the right to remain yourself. We are not trying to shape anyone into something they are not. If anything, we try to preserve the diversity of who people are.
What is the role of people managers in this journey?
One of the most important things a manager can do is set clear expectations while giving people autonomy. When employees know exactly what is expected from them but have the freedom to decide how to get there, that’s when motivation really comes from within. This is something we believe in deeply and try to apply at every level.
Beyond that managers work to create environments where people can share ideas, raise concerns, or voice criticism. We have an Employee Committee that brings together HR representatives and colleagues from across the company’s main departments. It meets regularly and covers everything from loyalty programs and office changes to training formats and process improvements. This is a space for real, constructive conversation with one main goal: to stay close to our people and let them steer the conversation towards what’s most important to them in every moment.
Which initiatives most strongly contribute to that sense of belonging at ICT Strypes?
I would highlight our charity events, where employees are the organizers and the driving force without ever being asked to do so.
We shall not forget our community groups organized around shared interests or technologies. These could be football tournaments, running competitions, or simply team buildings and office celebrations at our locations in Sofia, Plovdiv, Varna and Burgas.
And then there’s the Employee Committee. Knowing that your ideas about the office, about benefits, about how work is organized, etc. actually get heard and discussed, is what gives you the feeling of belonging to something bigger than your individual role.
What do our people most often mention as the greatest strength of ICT Strypes?
After everything I shared, it is not a surprise that this year’s Great Place to Work survey highlighted “Community” and “Camaraderie” the most, amongst our colleagues’ feedback.
They have mentioned freedom, cooperation, events, care, fun, opportunities for growth and remote work as their strongest reason to feel great at ICT Strypes.
It is truly amazing that even the ones who decide to take on a new journey still outline our culture and the connections built as something they would always miss and would hardly replace.
How is our colleagues’ feedback from the survey used?
It sets the tone for our next engagement initiatives, development campaigns, events and growth opportunities. We use them to hear what matters the most to our people and to make sure they have their expectations met.
Is culture similarity a factor when hiring new talent?
Probably a key one for ICT Strypes. We pay close attention to soft skills during interviews, and often, they are more decisive than technical knowledge alone. Technical skills can be learned and built upon. But finding someone who fits the team, the spirit, the culture … that’s harder to teach. It is why the culture tends to hold, even as the company grows.
Ready to join a team that values work-life balance and supports your personal growth? Explore our open positions here: