HR Is Much More Than Recruitment
Many people imagine HR in a tech company as mainly recruiting developers. What does your role at IceWarp actually involve?
“It’s difficult to completely separate the role from ‘putting out fires,’ because there is always at least a small one burning somewhere. Fortunately, I’m not alone in handling it.
We cover a surprisingly wide range of activities, from managing contracts for employees and contractors and preparing payroll data to controlling invoices, implementing internal systems, and helping colleagues navigate them.
Then there is the strategic side—designing processes across the company, supporting managers with feedback, setting fair compensation models, and ensuring compliance with regulations like the new EU directives on pay transparency. We also ensure that offboarding processes meet strict security and audit requirements.
And sometimes, HR deals with things that seem trivial, like missing lactose-free milk in the kitchen or lighting issues in the office. But what one person waves off as a small detail can matter a lot to someone else. Ultimately, HR is mostly about communication and explaining things from different perspectives.”
Why Recruitment Still Matters, Even for a Head of HR
You started your career in recruitment nine years ago. How does that background help you in your current position?
“It might sound like I only focus on strategy now, but IceWarp is still a mid-sized company where a hands-on approach is essential.
I still participate in recruitment, and it is absolutely crucial, because hiring the right people is how you bring true experts into the company. People who not only have the skills but also fit well with the team and can move the whole organization forward. I have always seen recruitment as one of the most critical tools for a company’s growth, and over time, I’ve only become more convinced of that.”
Competing for Talent Without Corporate Budgets
The competition for IT specialists in the Czech Republic is intense. How do you attract senior candidates who often have offers from global corporations?
“Our biggest advantage is the product itself. IceWarp is a Czech creation with a strong story behind it, built without external investment and used by organizations around the world. That resonates with many candidates.
Of course, we can’t always compete with large corporations on salary alone. But where we often have the upper hand is flexibility, the ability to influence real decisions, and the opportunity to shape the product and company.”
Driving Change Inside the Company
You’ve been at IceWarp for about two and a half years. What changes are you most proud of?
“One major improvement was introducing structured employee feedback collection and using that data to adjust our organizational structure. We added KPIs into the compensation model, introduced a new ATS system, and successfully filled several key leadership roles, including the Heads of Support and Direct Sales.
I’m also proud of our progress in diversity. Today, women represent nearly a third of the IceWarp team, which marks a significant improvement.
Another project worth mentioning was reorganizing our contract management. A colleague did an incredible job aligning our physical and digital documentation so everything matches perfectly. All these changes influence not just operational performance, but the company culture as a whole.”
Skills vs. Potential
There’s a saying: “Hire for skills, fire for attitude.” How do you balance this?
“I look at it a little differently. Skills are important, of course, but they can be learned. I encourage our managers to focus on how quickly a candidate can learn and whether they are motivated to grow.
Personally, I prefer hiring someone with curiosity and potential over someone who already has the skill but isn’t excited about the work anymore. People who grow together with the company often value their position much more.
As for cultural fit, there is no trick. It is mostly about chemistry and transparency. I try to be as open as possible during interviews, and that usually encourages candidates to be open as well. Either it clicks, or it doesn’t.”
Data Is Becoming a Key Part of HR
You emphasize HR analytics and data-driven decision making. How does that work in practice?
“The entire company is currently going through a shift in how we approach data and how we use it. Sometimes even small insights can be powerful.
For example, during interviews with developer candidates I often mention that the average tenure in our development team is five years. If we exclude the most recent wave of new hires, it’s actually almost eight and a half years.
That number alone usually raises eyebrows, and it says a lot about the stability of the team. Beyond internal metrics, we also work extensively with market and salary data when evaluating new hires or adjusting compensation.”
AI as a Tool, Not a Replacement
Artificial intelligence is the number one trend in technology these days. Do you use AI in HR processes?
“Absolutely, and it doesn’t replace the human side of HR, it actually complements it.
AI helps us with operational tasks, analysis, and communication. That frees up time so we can focus on what really matters—working with people.”
The Strangest Interview Experience
We’ve talked about strategy, data, and AI. But at the end of the day, HR is about working with people, and people can be unpredictable. What’s the most unusual interview situation you’ve ever experienced?
“Once, a candidate arrived for a fairly senior interview...with his wife. We suggested she could wait in another room, but that offer was firmly rejected.
So the interview ended up being conducted with both of them or rather, mostly with the wife speaking. That is probably the most bizarre situation I have ever experienced personally.”
IceWarp’s Culture in One Word
To wrap up our conversation, let’s try to capture the essence of working here. How would you describe IceWarp’s company culture to someone from the outside?
“I don’t usually like this word, but here it fits. It’s simply a normal environment.
Most things are based on agreement between managers and colleagues, from where you sit to what hardware you use or how often you come to the office. There is a lot of flexibility and open communication.
And recently, I’ve also noticed a growing number of dogs in the office, which probably says something about us being a down-to-earth Czech company.”
