The job market has changed significantly in recent years. Based on your experience, what are IT professionals looking for most today?
DK: Everyone has grown accustomed to flexibility, wellbeing, and working from home. However, that means something different to everyone. For some, flexible working hours are enough to pick up the kids; someone else likes to go for a workout in the middle of the day, and another person feels more efficient in the peace of their home than in the office. The key is an individual approach – discussing the candidate's expectations and finding a path that suits both parties.
BP: I would add that authenticity is becoming increasingly important to people. At our company, I see it as a huge benefit that we don’t pretend to be something we’re not. Even after 35 years, we maintain an environment where things are solved directly "from desk to desk" rather than through a dozen levels of approval. That combination of a large company's strength and a human touch is a rarity today.
EV: Several generations are meeting in the market, and each has different drivers. In general, IT specialists are united by the desire to be part of a meaningful project and to work for a forward-thinking employer with modern technologies. They want a "green light" for education and personal development. Moreover, in today's turbulent times, stability is coming back into fashion. We have a 35-year tradition and are a Czech family-owned company – in times of uncertainty, that is a huge selling point. Sometimes even details decide: the speed of the recruitment process, reviews on Atmoskop, or even the possibility of parking in our garages.
It’s a relatively common perception that stability equals boredom. How do you see it at your company?
HS: For us, stability doesn’t mean stagnation, but rather a secure foundation for growth and self-fulfillment. Our long-term projects for the public sector are very dynamic thanks to ongoing digitalization. This, of course, opens the door to the latest technologies. And it’s not just about government projects – we are constantly working on the development of our other products, whether it’s the HR system OKbase or the Checkbot app, which we are using to gradually conquer foreign markets.
EV: A long-term project doesn’t have to mean routine. For it to hold its own on the market, we must innovate it continuously. Colleagues who have been with us for decades often say they feel as if they’ve moved through several different positions, and often that is exactly the case. I’ve been in my role for nine years, but thanks to the company growing from 150 to 550 employees, my work today is a completely different discipline compared to when I started.
OKsystem won the Czech Leader 2025 award last year. Does this mean anything for the company’s internal cultur?
EV: We see it as a signal that we are on the right track. We want to continue being the first choice for both our customers and top IT talent. Awards like this are a reward for the energy that everyone puts into the company.
DK: It is an award for all of us. Ranking in this survey is both a commitment and a motivation at the same time. It shows us that we are doing our jobs well. However, corporate culture isn't built on awards, but rather on our daily approach. At HR, we are pleased, for example, by the fact that our people want to meet up even after work—for sports, charity projects, or just for a coffee.
How do you manage to keep people in your team for ten years or more? That is almost a rarity in IT.
HS: Our motto is: With us, you can grow (and flourish) in peace. We give people room to grow without the need to change companies. If someone feels they need a change, they can switch between projects or adjust their working hours. A person's needs at twenty-five are different from those at fifty, and we try to respect these life stages. We support parenthood, offer part-time positions, and invest in the education and development of our people.
BP: Trust is key. In HR, we view employees as partners. Low turnover is the result of people feeling safe and respected here. They aren't just "resources" to us, but long-term partners. Investing in their onboarding, individual development plans, and regular feedback pays off over time because people have no reason to leave.
EV: Sometimes the reasons why people stay are actually quite simple. From feedback, we know that people appreciate, for example, that in 35 years, a paycheck has never been late, or that we communicate the company’s economic situation and direction transparently. In Atmoskop reviews, a recurring positive is that we employ top specialists in their fields who are reliable colleagues. That is perhaps the best testament to our recruitment process.
A diverse range of benefits is standard today. What do you think is your biggest "hit"?
DK: We bet on the fact that everyone can find something for themselves. We have a broad age range here – from students to retirees. Everyone appreciates the six weeks of vacation and the flexibility. A big hit is our company canteen with free hot drinks, which is a benefit that might sound ordinary until you lose it. For some, it’s our internal training center, OKškolení, where employees can learn new things and move forward professionally, even if they’ve been sitting at the same desk for ten years. And for those who commute by car, parking directly in the building is a huge plus.
BP: Different strokes for different folks. Athletes love the Multisport card and on-site yoga, while foodies enjoy our opulent company breakfasts. Just as a point of interest – over 150,000 coffees are made on our main coffee machine every year. That says something. But in my opinion, the most important benefit is the peace of mind to work and the knowledge that you can rely on the company even during a personal crisis.
HS: We’ve even encountered people for whom benefits aren't important at all. In one survey, for example, we learned that we have too many benefits and should actually cancel them.
When you speak with selected candidates during interviews, what is ultimately the "deal-breaker"—the reason they choose OKsystem?
HS: Often, it’s the speed and the human touch of the recruitment process. For most positions, we only have one round of interviews. Candidates meet their future supervisor right away; we don’t put on an act, and we don’t drag things out unnecessarily. People feel that they won't just be an anonymous cog in the machine here, but that their voice will truly carry weight.
EV: I’ve experienced several times that the deciding factor was the fact that we are a Czech company and that our systems actually help millions of people. We also have a great referral system in place—our people know we wouldn't make them work with someone who isn't a good fit on a personal level. Fair treatment and a good reputation on the market are our strongest cards.
The IT market is often divided into small startups and large corporations. Where on this scale would you place OKsystem?
DK: Both large multinational corporations and small startups have their pros and cons. It’s always about the people. We try to take the best of both worlds – the processes and stability of a major player, combined with the flexibility and relationships of a small firm. If anyone is hesitating, I recommend checking out Atmoskop, where employee reviews earned us a spot on this year’s Employer of the Year shortlist. That is the best insight into our true DNA.
EV: I often hear prejudices like, "It's a Czech company, I won't learn any languages there." That certainly doesn't apply to us; we have projects abroad where English is our daily bread. Similarly, there are innovative traditional companies and, conversely, conservative startups. My advice is: don't give in to labels and stereotypes. Come and see for yourself, talk to your future colleagues, and you’ll see. Stability isn't boring; it’s the freedom to focus on what you enjoy without the fear of what tomorrow might bring.
You can read the full interview in Czech on the COMPUTERtrends website.