Tatiana Zinchenko, Slotegrator’s HRD, on building and supporting a global team

Long-term success is built on a solid team, especially in a rapidly expanding, global tech company. At Slotegrator, team support goes far beyond standard HR procedures. The company, which employs nearly 500 people across multiple countries, places a high priority on professional development, shared culture, and transparency. In this interview, the HR Director of Slotegrator, Tatiana Zinchenko, describes how these principles are implemented in day-to-day operations.

SLOTEGRATOR: Tell us about the Slotegrator team. What is it like?

Tatiana Zinchenko: The three words that best describe the Slotegrator team are diverse, talented, and growing.

As a proudly international company, we have team members from all over the world. But despite this, we operate as a unified system where each department has its own priorities. We always maintain transparent communication and collaborate toward common goals.

It is crucial for us to build and maintain a strong, client-oriented ecosystem to support our partners, and you can’t do that without a deep roster of talented professionals. Core roles include developers, QA specialists, product and project managers, sales and account managers, and customer support, and we make sure to hire the best possible candidate for each role.

We’ve grown a lot since our foundation 13 years ago, and our team now consists of almost 500 employees. We have an IT unit and a Business unit located in Prague, as well as more team members spread across different countries.

S: How do you maintain a unified culture in an international company?

TZ: Being an international company can indeed present some challenges. But we’ve still found some very effective ways to maintain a unified working culture.

It helps that we are a team of like-minded professionals. We understand that each individual contributes to the company’s overall success. We have shared values and operational principles that we consistently communicate during onboarding and throughout internal interactions.

Company-wide communication keeps everyone marching to the same drumbeat, so we use corporate chats for important or interesting news. Additionally, each team has informal chat groups — we call them “virtual coffee corners.” We also have some shared rituals to keep team members on the same page: Town Hall meetings, cross-functional demos, and regular retrospectives within each team.

Offline corporate events have a particularly strong positive impact. Twice a year, we organize company-wide events, which remote employees can also attend. Teams working from the Prague office have additional opportunities for team-building activities.

Starting last year, we also began hosting local corporate events in countries with the largest concentrations of our employees to strengthen connections between team members in the same location.

S: Which initiatives help you retain technical talent?

TZ: Employee retention is a huge priority for us. Once we’ve found and recruited the best possible team members, we do everything we can to retain them. A strong team is a must if you aim to respond quickly to client needs and offer solutions based on modern technologies (which, it goes without saying, we do).

For us, professional growth is not just an abstract idea. We value every employee’s ambition to develop, and actively encourage internal promotions. Making sure employees know they have a bright future at your company is great for building loyalty. We also want to encourage professional development, so employees have access to learning opportunities, including internal meetups, reimbursement for external courses, and certification programs for our internal talent pool.

We also appreciate candidates who are ready to embrace our core values and bring new ideas to the table — the company is always open to employee initiatives, and keeps an open dialogue with each team member.

You can’t overstate the value of stability in a company. That’s why we focus on being consistent and reliable: we have a well-established onboarding process, performance review, rotation, retention, and promotion program, regular eNPS assessment.

And of course, in the end, employee satisfaction is about more than just what happens during working hours. That’s why we support work-life balance through flexible schedules and an employee benefits program.