But how can you tell one potential partner from another? Here are some key questions to ask during the selection process:
How do you know you can trust them?
Nothing matters more than this. If you have any doubts whatsoever, walk away. A good first step towards finding a reliable partner is to seek recommendations, demand references, and ask their customers questions like: What are they like to work with? Have they delivered the right outcomes for you? How have they dealt with problems? How collaborative are they?
How good are their technical skills really?
Every potential partner will tell you that they have amazing technical skills. Really, really talented people. The best in the industry. But how do you know how good they are in reality? It’s important to talk to the technical leadership to see if they genuinely understand your technology and what good looks like. It can also be worth interviewing the people who’d be working in your team.
Do they understand how to build secure systems?
Today, all systems need to be secure – and by using tooling as part of the build process, teams can ensure security is embedded throughout the development process. So, are all the people in your partner’s team security aware? And are they given appropriate training on the subject?
Are they focused on delivering value?
Too many near-shore teams will prioritise billable hours over delivering genuine value to their clients. However, for both you and your potential partner, value – rather than actual cost – should be top of mind. In particular, going with the cheapest option might not always result in the best value for your organisation. If your partner doesn’t have the right technical or collaborative skills, for example, poor outputs and delays could end up costing you dear in the long-run.
Is there a commercial awareness right across the business?
The advent of the public cloud has introduced a completely novel dimension to designing new systems. Architectures must be cost-effective in their use of cloud services, which means those designing them must have a current knowledge not only of the services available, but also the pricing implications which may depend on usage patterns.
Are they in a suitable near-shore location?
Here, you’ll need to consider issues like cultural alignment and time zone differences. It’s really hard to make agile development processes work well if your teams’ working days barely overlap or your potential partner doesn’t have an ethos of close collaboration.
Do they have good English language skills that run deep in the business?
Check that everyone speaks good enough English to enable peer-to-peer contact between your team and theirs. If all communication has to go through a project manager, as they’re the only one who speaks your language, misunderstandings and delays will become inevitable.
Do their people collaborate easily?
Having a naturally collaborative culture will make communication at all levels much more straightforward. Everyone needs to be able to communicate easily and transparently so that issues and opportunities can be discussed openly.
The best way to find answers to all the questions above, and reassure yourself that you’re selecting the right partner, is to spend time with them. Find out if they’re happy for you to visit their offices as often as you wish. Insist on meeting the people you’ll be working with – and not just the senior management and sales team – and ask them some tough questions. The more time you spend doing this, the more you’ll find out what the business is really like to work with.
Finally, once you’ve selected your potential partner, or drawn up a shortlist, it’s often a good idea to put them to the test before committing to a contract. For example, you could give them a problem to solve – and even if it’s not a live issue, the way they go about finding a solution can be very revealing as to the way they operate.
Alternatively, you could engage them on a small, live project and measure them on how they handle it. This is a very low-risk way of assessing whether the potential partner is likely to be a good fit for your own organisation. Here at Damilah, we’d be more than happy to discuss any of the above questions with you and explain our ‘partner-shoring’ model to you – where our near-shore team will collaborate seamlessly with you to deliver high levels of shared value.
To find out more, get in touch now to discuss our range of services.
Here’s how you can make it work:
The scale-up challenge
Often private equity-backed owners will be looking to invest in the product to significantly grow revenue. Typically, this may involve transforming a monolithic on-premise software product to a modern SaaS offering, or extending the product into other markets.
Whatever the plan may be, it’s likely to create a need to rapidly expand the engineering team. This could be in terms of head count, and potentially also to bring in new expertise if the scale-up involves a significant technology shift and the necessary know-how doesn’t already exist within the business.
Going outside the business to solve the problem
A highly effective way to solve this problem is to bring in expertise from outside, as hiring and building a team internally can be time-consuming, costly and risky.
That’s why turning to a near-shore partner, with flexible teams and talented people who have done this many times before, can reap big rewards. They will be able to offer, for example, experience and understanding of how to use public cloud in a cost-effective way, how to build cloud-native SaaS products, and so on – while maximising the benefits of modern standards and approaches, such as automation, continuous testing and rapid delivery cycles. This can be a very cost-effective way of putting an outstanding final product into users’ hands as quickly as possible.
An added advantage can be the way in which you can easily scale the development team up or down. For example, a private investor may often begin to reduce their levels of investment after year two or three as they look to grow their bottom line prior to exiting after five years or so. In turn, that may require a scaling back of the engineering team, which is harder to do if it involves laying off internal employees.
Setting up autonomous teams
None of this is likely to work well unless you create autonomous teams that remove as many dependencies as possible – as dependencies are the biggest productivity killer when it comes to software development. If completing a task depends on input from another team or individual, working at pace frequently becomes impossible – which is exactly the opposite of what a major scale-up needs.
Instead, an autonomous team will have all the skills and experience necessary to forge ahead successfully and at pace. They will be able to handle everything from talking to end users about their needs, and creating a roadmap and product strategy, right through to production and deployment, with all the necessary DevOps, engineering, testing, and product people in between that are required to get the job done.
The Spotify model
In my opinion, autonomous teams are the only way to scale rapidly – and using the Spotify model is an example of a good way to build and maintain such teams.
At the top, there is a tribe leader, who may be responsible for multiple teams, each one containing all the skills necessary to complete a project. The tribe leader is empowered to make decisions and move people around their teams as necessary.
Then, across those teams, there are special-interest groups called guilds. These are collections of people who have the same areas of expertise, and they are used for sharing knowledge and advice across teams. Each guild will have a leader, who is a specialist in their field, but may not be from the management team.
And there are also chapters, which are a way of managing and mentoring individuals, without the need for multiple layers of line management.
Overall, this model is an effective way of running large teams, because the CTO can focus on supporting the tribe leaders and then only managing by exception – in other words, not having to focus too much on details unless there is a specific problem, in which case they can go in deep to help find a solution.
Leveraging the benefits of near-shoring
The crucial factor to bear in mind throughout all of the above is that it is not necessary for an team to be physically co-located. As long as its members have the necessary autonomy and the ability to collaborate seamlessly, they can be anywhere. This allows you to leverage the cost and flexibility advantages of partnering closely with a near-shore company – or ‘partner-shoring’, as we like to call it.
Over the years, I’ve helped many businesses to rapidly scale up and significantly increase their value by deploying these methodologies.
To find out more about how we at Damilah can help you to do the same, get in touch now to discuss our range of services.
Iain Bishop, founder and CEO, Damilah
Or maybe you’ve engaged a far-shore ‘partner’ in India who always says everything is fine and on time, but frequently delivers late and with sub-standard quality.
These are, of course, generalisations – but they have happened too frequently to me, and others I know, to be outliers.
Either situation is extremely frustrating, potentially costly, and will fail to produce the kind of results that you and your organisation require. That’s why, at Damilah, we have developed the ‘partner-shoring’ model – a different way of approaching near-shoring.
What do we mean by partner-shoring?
Using this model, the client and supplier work seamlessly together towards common goals. Some people in the team may be from the client side, some from the supplier – but to an outsider it should be virtually impossible to tell which is which. That’s because they collaborate as genuine partners to build the best possible product within the constraints set by the business.
The teams are also fully autonomous, containing all the skills necessary to deliver the products end users are looking for. This maximises productivity by removing as many dependencies as possible, which often tend to slow progress.
How does partner-shoring work in practice?
Here’s a good example of the collaborative culture we foster at Damilah. With one of our clients, the autonomous team is led by a triumvirate comprising a product manager, an architect and a delivery manager. One of those roles is provided by the customer, the other two by us. But they are all equal in status – and we call them the Three Amigos, as they work so closely together on projects.
The product manager aims to create the ideal product to meet customers’ needs. The architect works out how to do this, the challenges involved, and how long it will take. And the delivery manager looks after putting the plan together and ensuring everything is delivered on time and of high quality.
Above all, the Three Amigos are mature and experienced people, equals who are constantly working together on discovery, understanding what needs to be built, and prioritising work based on business needs, difficulty and time requirements – without the traditional ‘them and us’ client and supplier relationship.
Why does it require a near-shore team, rather than a far-shore team?
We believe this gives our clients the best of both worlds.
In the first instance, you can leverage the cost benefits of working with an off-shore team. But, at the same time, this kind of partnership is hard to achieve when the teams are far apart in geography, time zone and culture. On the other hand, if the people involved can spend time face to face, working together, planning, resolving challenges – and even socialising – then positive working relationships will form and truly enable close collaboration and velocity.
If your European-based team has to travel for an entire day to reach a remote part of the world, then suffer from jet lag, they will probably be reluctant to visit their partners very often. And that’s not to mention the difficulty of getting expensive travel costs approved. As a result, the kind of closeness and effective teamwork that comes from frequent contact is unlikely to arise. On the other hand, if the partner is just a few hours away, with a one-hour time gap, it can make all the difference.
Furthermore, although there may be some minor cultural differences between teams in the UK and, say, Eastern Europe, these are likely to be far less pronounced than between the UK and South or East Asia.
What are the main benefits of partner-shoring?
Working with a partner whose team feels like an extension of your own, and is fully aligned with your own business requirements and goals, allows you to successfully leverage the advantages of near-shoring with a company that is already established in the overseas market.
That means your partner can ensure people are rewarded appropriately while you also benefit from their deep market knowledge and understanding when it comes to aspects such as local regulation and cultural differences. In other words, you can build confidence in the process, the people and the location with minimal risks.
There are also the benefits of reduced churn that tend to come from a well-run near-shoring operation. In many Indian off-shore firms, for example, it’s common to see annual employee turnover at rates as high as 25% or 30% – whereas our Damilah team in North Macedonia has a rate of around 2% on average.
And, last but not least, there are the advantages of transparency. If a development team works as a black box – where the client knows very little about what’s going on until the product is delivered – you’ll frequently hear that everything is going well… until the day of delivery. And then you might hear that there’s been a problem – and delivery will be delayed for a month or three.
Such issues are common among teams in geographies like India, where culturally people are reluctant to deliver bad news. On the other hand, European teams tend towards more transparent working practices. This makes it easier to be aware of problems as they arise, allowing you to find a solution – such as prioritising certain features or narrowing the scope – while still hitting the delivery date, rather than being trapped in a last-minute situation where you have no way out.
If you’d like to find out more about the ways partner-shoring could benefit your business, and how Damilah can help, get in touch now to discuss our range of services.
Iain Bishop, founder and CEO, Damilah
Top Product Leaders at the Product Management Festival
We are proud that our principal product owner, Olgica Strezoska, was recognised as one of the Top 30 Women in Product 2024 at the Product Management Festival in Zurich. This event brings together over 1,000 leaders in product management to share ideas, learn, and shape the future of their organisations. Olgica’s achievement reflects our commitment to excellence and innovation in product development.
Gaining Insights at Automation Star Berlin
Our Quality Assurance team attended Automation Star Berlin to dive into the latest trends in automation. They had the chance to meet industry experts, learn about new tools and technologies, and bring fresh ideas back to the team. This experience helps us stay at the forefront of automation practices, ensuring we continue to deliver the best solutions to our clients.
Connecting at the Bett EdTech Event
Our product owners took part in Bett, the largest education technology event in the world. Together with our client ParentPay, they visited schools and met with education leaders to understand the latest trends and challenges in EdTech. This helps us keep our finger on the pulse of what’s happening in the education sector and ensure our solutions meet the needs of schools and students.
Learning at Expo QA Madrid
The Quality Assurance team also participated in Expo QA Madrid to explore the latest developments in software testing and quality assurance. They attended workshops, listened to talks from top experts, and connected with professionals from around the world. This event was a great opportunity to bring back new knowledge and skills that will help us enhance our quality practices.
Engaging at the AI Tech Summit
We also made our mark at the AI Tech Summit, where our team engaged with the latest advancements in artificial intelligence. This event helped us explore new ideas, connect with other tech enthusiasts, and understand how AI is shaping the future of technology. We are committed to staying at the center of these conversations and being part of the change.
Exploring Trends at The Product Discovery Conference
Our Product Owners attended The Product Discovery Conference in Amsterdam, where they joined industry leaders to discuss the latest trends in product development and innovation. Events like these ensure our team stays ahead of the curve, continually learning new ways to bring value to our clients.
Diving into Tech at WeAreDevelopers World Congress
Our team also took part in the WeAreDevelopers World Congress in Berlin, an important event for the tech community. Here, our team members learned about the newest trends in software development and connected with experts from around the globe. This experience helps us stay on top of industry trends and maintain a culture of continuous growth.
Committed to Continuous Learning
Participating in these important industry events shows our dedication to continuous learning and growth. By staying connected with what’s happening in the tech world, we ensure our team is always equipped with the latest knowledge and insights. This commitment allows us to keep delivering innovative solutions and remain at the forefront of our industry.
Why soft skills matter
Soft skills are the non-technical abilities that define how we interact, communicate, and solve problems. These skills are crucial for creating a positive and productive work environment where everyone feels valued and motivated to contribute. The soft skills training program is designed to enhance communication, foster teamwork, and promote continuous learning and growth for all employees.
A multi-faceted approach to soft skills
Different roles require different skills, so the training program is structured to meet a wide range of needs. The approach is multi-layered, including in-house workshops, offsite sessions, and ongoing learning opportunities through the Learning Management System (LMS).
Presentation skills for new starters
Every new employee starts their journey with a Presentation Skills Training workshop. This session is more than just public speaking; it’s about breaking down barriers and building connections right from the start.
In this interactive workshop, new team members engage in practical exercises to get to know each other while learning to present their ideas clearly and effectively. The focus is on storytelling, crafting compelling messages, and using body language to enhance delivery. Personalized feedback helps everyone improve their style and adapt to different audiences, whether speaking in small meetings or larger settings.
By the end of the session, each new starter feels more confident sharing ideas, contributing to discussions, and presenting their work.
Regular Soft Skills Workshops: Building better team players
The Regular Soft Skills Training Program covers essential skills needed for everyday success at work. These workshops are hands-on, engaging, and designed to encourage learning by doing. Here’s a closer look at what’s included:
- Feedback & Coaching: Learn how to give and receive constructive feedback that is specific, actionable, and supportive. This workshop helps people understand feedback as a tool for growth and how to deliver it in a way that builds relationships.
- Time Management & Meeting Skills: Learn strategies for managing time effectively and contributing productively in meetings. This module covers practical techniques like prioritizing tasks, setting clear objectives, and ensuring meetings are efficient and respectful of everyone’s time.
- Mentorship & Guidance: Understand how to be an effective mentor or mentee. This workshop explores the dynamics of mentorship and how these relationships can drive growth and development for both parties.
- Conflict Resolution & Problem Solving: Learn tools and strategies for handling conflicts constructively, focusing on communication, empathy, and finding win-win solutions. This training involves real-life scenarios, group discussions, and role-playing exercises.
- Emotional Intelligence & Self-Awareness: Develop self-awareness and learn how to manage emotions effectively. This module includes exercises like mindfulness meditation, reflective journaling, and empathy mapping to build stronger relationships and create a more inclusive workplace.
These workshops use a blended learning approach: theoretical content is delivered through the LMS before the sessions, so workshop time can be dedicated to dynamic, interactive activities like role-playing and group discussions.
Offsite Workshops: Deeper learning and connection
In addition to in-house sessions, offsite workshops are organized to dive deeper into complex topics like leadership, communication, and team dynamics. These sessions bring together Development Managers (DMs) and Team Leaders (TLs) to encourage creative thinking, collaboration, and deeper understanding.
Offsite workshops cover areas such as:
- Leadership and Team Collaboration: Explore different leadership styles and learn how to build trust and foster collaboration across teams. Exercises help participants practice communication skills and develop strategies to enhance teamwork.
- Problem Solving and Stakeholder Management: Learn how to navigate complex problems and manage relationships with various stakeholders. This session focuses on identifying root causes, generating creative solutions, and communicating effectively to achieve goals.
These offsite sessions provide a change of scenery that encourages fresh thinking and engagement. By stepping away from daily routines, participants can immerse themselves in learning and return with new insights and skills.
Leaders as Coaches: Coaching skills for all levels
Every leader is also seen as a coach. The Leaders as a Coach series helps leaders at all levels—from DMs to Team Leaders and Product Owners (POs)—develop coaching skills to support their teams.
This series includes three levels:
- For Delivery Managers: Focuses on building psychological safety and trust within teams, and effective communication with stakeholders.
- For Team Leads and Product Owners: Provides middle managers with tools to manage team dynamics, resolve conflicts, and foster a culture of collaboration.
- Advanced Level: Uses advanced coaching techniques like Neuro-Linguistic Programming (NLP) to enhance leadership skills and effectiveness.
These workshops cover key areas like situational leadership, trust-building, and group coaching, ensuring that leaders are well-equipped to support their teams.
Benefits of soft skills training
The soft skills training program has brought significant benefits. Employees feel more confident in their communication, better equipped to handle conflict, and more engaged in their work. Teams collaborate more effectively, and managers are better able to lead with empathy and clarity.
For example, after the conflict resolution workshop, a team was able to navigate a challenging project where differing opinions could have caused a standstill. Instead, they used the skills learned to facilitate open dialogue and reach a consensus that satisfied everyone.
Continuous learning and growth
Soft skills development is an ongoing journey. The training programs are regularly updated to meet the evolving needs of employees and the challenges of the modern workplace. New modules are being developed to cover emerging topics like remote team management, cross-cultural communication, and digital collaboration.
Our soft skills training is just one of the many ways we invest in our people, ensuring that every day is an opportunity to grow and succeed.
Fun at the pool tournament
Our pool tournament was a hit. After work, the team gathered for some casual games, a lot of fun, and just the right amount of friendly rivalry. It was a great way to show off some hidden skills, and enjoy time together outside of our usual work setting.
These kinds of events aren’t just about winning or losing; they’re about getting to know each other better, breaking the routine, and having a bit of fun. Plus, it’s always good to see who’s got the best pool skills in the office!
Staying active with summer challenges
Alongside the pool fun, we’ve also had our summer challenges to keep everyone moving. Whether it’s teaming up for a group challenge or competing individually, these challenges are all about staying active and enjoying some friendly competition.
It’s not so much about who comes out on top, but more about getting involved, staying healthy, and maybe pushing ourselves a little more than usual. It’s a simple way to stay motivated and connect with colleagues in a different way.
Keeping things light and fun
Events like these are great because they break up the routine, give us a chance to relax, and add a bit of fun to the workday. They’re about the small moments that make our work life better—whether it’s a laugh over a game of pool or a bit of friendly rivalry in a summer challenge. It’s these little things that help us stay connected and make work a bit more enjoyable.
Promoting our Graduate Programme
At the job fair, we showcased our structured four-month Graduate Programme, which focusses on mentorship, continuous learning, and hands-on experience. The programme is designed to provide recent graduates with the skills and support they need to start their careers with confidence. Graduates have the chance to work closely with experienced mentors, participate in training sessions, and gain practical experience on real projects.
This approach reflects our commitment to helping new talent grow and thrive. We believe in investing in people from the beginning, providing a clear path to rewarding careers in the tech industry, and building a strong foundation for future success.
Sharing our culture and values
The job fair also gave us the opportunity to share insights into our company culture and values. We emphasized our focus on teamwork, innovation, and personal growth, as well as our commitment to creating an inclusive and supportive environment where everyone can succeed. It was inspiring to meet so many enthusiastic students eager to learn more about what we do and how they can be a part of our team.
Open Day for Students: Welcoming future tech leaders
We also held an Open Day at our offices, where we welcomed groups of students interested in our Graduate Program. During these days, students got a firsthand look at our work environment, met team members, and learned about the opportunities available to them.
We were thrilled to see so many young talents come through our doors, full of curiosity and excitement about their future careers. The Open Day was an excellent opportunity to show our dedication to nurturing future tech leaders and to answer any questions students had about starting their journeys with us.
Looking forward to the future
We are excited to welcome the next generation of graduates who will contribute to our company’s success and drive innovation forward. Our participation in events like the Kontakt Job Fair and our Open Day reflects our ongoing efforts to connect with emerging talent, share our passion for technology, and provide opportunities for growth and learning.
Thank you to everyone who joined us and made these events so special. We look forward to seeing new faces and building the future together!
Crossing the finish line at the Wizz Air Skopje Marathon
Crossing the finish line is an incredible feeling, filling everyone with pride and a sense of achievement. Every step during the race is a testament to pushing limits and striving for our best.
Participating in the marathon is more than individual accomplishments; it’s about coming together as a team. There’s constant support, encouragement, and celebration of every small victory along the way. We challenge ourselves, set new goals, and find joy in running side by side.
The excitement of running together keeps us motivated to stay active, healthy, and connected. We’re already looking forward to more running events and challenges in the future!
Celebrating women’s strength at the Avicena Women’s Race
The team also proudly joins the Avicena Women’s Race each year, an inspiring event that celebrates the strength, resilience, and spirit of women in sports. The atmosphere is always buzzing with energy as women of all ages come together to run and support each other.
It’s inspiring to see so many strong, determined women on the track, each running for her own reasons. This race is about more than just running; it’s about supporting women, building confidence, and enjoying the camaraderie of a healthy and positive activity.
We cheer on all the incredible women who run with passion and purpose. Their spirit reminds us how important it is to support each other, set goals, and have fun along the way.
Committed to staying active and healthy
Taking part in events like the Wizz Air Skopje Marathon and the Avicena Women’s Race is not just about running; it’s about fostering a healthier lifestyle. By encouraging running and fitness, we aim to inspire everyone to stay active and make positive choices.
These events reflect our commitment to promoting well-being, teamwork, and a positive mindset. They remind us that every step brings us closer to our goals—both on the track and in life.
Let’s keep running, smiling, and chasing our dreams together. Stay tuned for more adventures and challenges as we continue to enjoy running and staying fit as a team!
Pink October: Coming together for breast cancer awareness
During Pink October, which focuses on breast cancer awareness, we organized an educational session to talk about the importance of early detection in fighting this serious health issue. The session shared important information about breast cancer, how it affects women around the world, and why early detection is so crucial.
The goal of the event was to give team members practical advice on how to recognize early signs, understand risk factors, and take steps toward regular screening and prevention. It was a powerful reminder that by being proactive and aware, we can protect ourselves and our loved ones.
We were glad to see so many team members participate, ask questions, and share their own experiences. It showed how committed we all are to promoting health awareness and supporting each other in staying healthy.
Movember: Focussing on men’s health
While Pink October raises awareness about breast cancer, Movember shines a light on men’s health, covering issues like prostate cancer, testicular cancer, mental health, and suicide prevention. These topics often do not get enough attention, and Movember is all about changing that.
Informative sessions on men’s health are organised to discuss the importance of preventive care, healthy living, and mental wellness. The aim is to reduce the stigma around men’s health issues and encourage open conversations about concerns and experiences.
Talking about men’s health
These sessions create a safe space for discussions about men’s health, which can often be challenging to address. Topics include the importance of regular check-ups, recognizing signs and symptoms of common men’s health problems, and understanding how lifestyle choices affect overall well-being.
Mental health is also a focus, emphasizing that it is just as important as physical health. Many men face mental health challenges, but these are often overlooked due to social pressures to “stay strong” or “tough it out.” Creating an environment where talking about mental health is normal helps encourage seeking help and support when needed.
Simple tips for a healthier life
The sessions go beyond raising awareness, also offering practical advice for everyday life. Tips are shared on healthy eating, regular exercise, managing stress, and getting enough sleep—all crucial for maintaining good health.
Team members leave with a clearer understanding of the importance of regular health check-ups, self-exams, and knowing when to consult a doctor. The hope is that this knowledge will inspire everyone to take charge of their health and act early, which can greatly impact outcomes.
A Commitment to health and well-being
Our involvement in Pink October and Movember is just one way we work to create a healthier, more informed community. By raising awareness and providing education on important health topics, we empower everyone to make informed decisions and prioritise their well-being.
Building Connections and Having Fun
Set against the stunning backdrop of Greece’s beaches and clear blue waters, our teambuilding events are filled with fun activities and moments to connect. From friendly beach games that bring out our competitive sides to exploring the beautiful local surroundings, there is always plenty of excitement and enjoyment. These events allow us to relax and enjoy each other’s company outside of the usual work environment.
Each activity, whether it’s a game on the beach or a shared meal overlooking the sea, helps build deeper relationships and fosters open communication. It’s these shared experiences that help strengthen the sense of belonging and teamwork among all members, making us feel more connected and united.
Why Teambuilding Matters
Teambuilding events like our summer gatherings in Greece are an essential part of our company culture. They provide a much-needed break from daily routines and allow us to focus on what really makes us strong: trust, camaraderie, and collaboration. Spending time together in a relaxed environment boosts morale and reminds us of the value of working together.
These events also break down barriers and allow us to appreciate each other’s unique strengths. Through fun challenges, group activities, or simple conversations by the water, we learn more about one another and build a supportive, productive environment where everyone feels valued.
Looking Forward to More Adventures
We are grateful for the incredible experiences we share each year in Greece and for the opportunity to grow closer as a team. These teambuilding events are essential for nurturing a strong, connected, and motivated workforce. They remind us that by supporting each other, celebrating our successes, and enjoying time together, we can achieve great things.
Here’s to many more unforgettable moments, shared laughter, and continued success together in the years to come!