Developing a tech company

Developing Esoft towards becoming a tech company

This article is written by our CIO of Esoft Group, Michael Sloth. Michael started at Esoft in January 2018. His most important job is to find the best tech talents in the field and to make Esoft grow and shine on our journey towards becoming a tech company. But how do you develop a tech company? And where do you find the right talent to join you on this journey? Find out in this article.



The search for the best tech talents

When I search for tech talents, I use a ton of different paths and channels to get talent leads. I have a lot of meetings with relevant individuals. It is an ongoing and extremely interesting task because I get to meet some great and inspiring people — and sometimes I am lucky to have them on board as real Esofters!
Besides our own search and network, Technology Denmark is one of the channels I. Among many others are:

  • Erasmus program:


Academia — usually through professors at different faculties. Below are the ones I mostly collaborate with:

  • Copenhagen University (DIKU)
  • IT University Copenhagen (Computer Science)
  • DTU — Denmark Technical University (Digital Media Engineering)
  • SDU — Southern Denmark University (Computer Science, Software Engineering)
  • Athens University of Economics and Business



Besides this, I use Stack Overflow, Hello Talent, LinkedIn talents, and LinkedIn Posts on relevant topics. I rarely use traditional recruiters.

But that being said, one of the best ways to get employee leads are through existing employees, that recommend working at Esoft to their network. This warms my heart and tells me we are on the right path in creating an inspiring and fun workplace, where we not only have fun but also work with the newest technologies.

I believe — Technology and the inside abstraction level are a main driving force in order to get the real “techies” on board and retain them, as they are eager to learn and grow as much as possible.

The recuitment of “Barnie”

I meet Barnie at an event at SDU (University of Southern Denmark) and at that time he already stood out, compared to the other candidates I meet. Then I meet Barnie again at the Tinderbox Tech Talent event, and I got him recommended by a professor from Software Engineering at SDU. We soon started a dialogue and initially made an agreement on Barnie doing his Master here at Esoft, working with Machine Learning/Deep Neural networks.

Technology Denmark are one flavor in the recruitment process or talent awareness process — they do a great job, but they are just one angle to the recruitment process for us. There is an intense environment happening right now in Odense, Denmark, and my aim is to get skilled students and scientists closer to us here in Odense. Odense will be known for H.C. Andersen, Robotics and Software. Therefore, we have to create awareness of this throughout all of Denmark and Technology Denmark are certainly helping with that.

Esoft – a real tech “Swan” 

The Esoft journey towards a competent/strong/skilled tech. company is certainly one of my “darlings” and something that originally made me choose to work for this inspiring company, that technically has been a sleeping beauty for the past years.

At Esoft, we have every possibility of turning ourselves into a real “tech swan”. We have a ton of data, that has been harvested for the past many years.

Exactly that data will be the fueling part for our new future data driven Esoft, data driving in a software robotic sense, where we are to automate many of our manual processes by moving them into a service oriented IT platform. Utilizing a more scalable business, where we can grow our business both horizontally and vertically.

We have created significant results over the last few months, these are to be industrialized in Q2 in 2019, and further in Q3. In Q3 we are changing our approach by taking the development of our AI services to the next levet — exact details on that are kept between me and my team, more about that in a later blog post.
I still have not touched upon the cultural aspects in the transition process, that is an even bigger challenge and extremely important and interesting, where trust is the overall foundation for reducing social complexity (Niklas Luhmann) — that in a later post.. Stay tuned.

Written by Michael Sloth, Group CIO




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