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Written by

Todor Ranchev

Co-Fonder & CEO

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Expert interview with Jahonoro Veselinova, HR and Marketing Director at Mobile Wave Solutions. Learn about key success factors, strategies for diverse teams and approaches to attracting talent in the tech sector.

Jahonoro Veselinova is an established professional with extensive international experience in the field of human resources and marketing. She is a member of the Board of Directors and Director of HR and Marketing at Mobile Wave Solutions , where she successfully leads and supports the development of the company's talent management strategies.

Born in Tajikistan , Jahonoro began her academic journey, graduating with a degree in Management at the Technological University of Tajikistan . She continued her education with a Master of Business Administration (MBA) from CMR Institute of Management in Bangalore, India, gaining extensive knowledge in international business management. In 2016 , Jahonoro continued her education, completing an Executive MBA (EMBA) at the prestigious Cotrugli Business School, which provided her with a strategic edge and a global perspective in business management.

In 2008, Jahonoro moved to Bulgaria, where she began her successful career in various international companies. Today, she is part of the Mobile Wave Solutions team, where her vision and leadership contribute to the creation of a dynamic and productive work environment. Her contribution to building the corporate culture, as well as in staff development and talent attraction, is key to the company's success.

In addition to her professional successes, Jahonoro is involved in various initiatives supporting youth, and women in business and technology. Her motivation and inspiration led her team to achieve sustainable results and innovation.

This year Mobile Wave Solutions celebrated 10 years of successful activity in Great Britain and Bulgaria. What are the key factors for this success and why did you choose Sofia as the main center for your activity?

The success of Mobile Wave Solutions over the last 10 years is due to several main factors:

  • A strong team of talent - we are proud that we have been able to attract and retain talented professionals!

  • Focus on innovation and technology. Our company has always relied on innovative approaches and technological solutions. This allows us to respond to the dynamically changing needs of our clients, offer competitive services in the global market, and attract experienced specialists to our projects.

  • The choice to settle in Sofia. Sofia was chosen for its highly qualified IT specialists, strategic location, and supportive business environment. Over the years, we have been able to build sustainable and trusted partnerships with our customers, which have helped us grow and strengthen our positions in the market. We already have established teams outside of Sofia.

  • Long-term customer relationships

This year Mobile Wave Solutions celebrated 10 years of successful activity in Great Britain and Bulgaria. What are the key factors for this success and why did you choose Sofia as the main center for your activity?

The success of Mobile Wave Solutions over the last 10 years is due to several main factors:

  • A strong team of talent - we are proud that we have been able to attract and retain talented professionals!

  • Focus on innovation and technology. Our company has always relied on innovative approaches and technological solutions. This allows us to respond to the dynamically changing needs of our clients, offer competitive services in the global market, and attract experienced specialists to our projects.

  • The choice to settle in Sofia. Sofia was chosen for its highly qualified IT specialists, strategic location, and supportive business environment. Over the years, we have been able to build sustainable and trusted partnerships with our customers, which have helped us grow and strengthen our positions in the market. We already have established teams outside of Sofia.

  • Long-term customer relationships

This year Mobile Wave Solutions celebrated 10 years of successful activity in Great Britain and Bulgaria. What are the key factors for this success and why did you choose Sofia as the main center for your activity?

The success of Mobile Wave Solutions over the last 10 years is due to several main factors:

  • A strong team of talent - we are proud that we have been able to attract and retain talented professionals!

  • Focus on innovation and technology. Our company has always relied on innovative approaches and technological solutions. This allows us to respond to the dynamically changing needs of our clients, offer competitive services in the global market, and attract experienced specialists to our projects.

  • The choice to settle in Sofia. Sofia was chosen for its highly qualified IT specialists, strategic location, and supportive business environment. Over the years, we have been able to build sustainable and trusted partnerships with our customers, which have helped us grow and strengthen our positions in the market. We already have established teams outside of Sofia.

  • Long-term customer relationships

What is your strategy for creating more diverse and inclusive teams in the IT sector? How does this affect the effectiveness of teams?

Our strategy to create more diverse and inclusive teams in the IT sector is based on expanding the sources of talent recruitment. One of our main approaches is to expand the sources from which we recruit.

In addition to traditional channels, we actively seek talent through platforms that target more diverse applicants, including women in technology, and people from different social backgrounds and cultures. We believe this not only increases the talent pool but also helps us create more balanced and innovative teams.

Inclusion for us means not only hiring a diverse workforce but also creating an environment where everyone feels supported and valued. We actively work to build an inclusive culture through unconscious bias training, mentoring programs, and creating feedback channels that allow every employee to express themselves freely. Also to ensure that all team members have equal development opportunities, we implement transparent and fair processes for employee promotion and evaluation. These processes are based on objective criteria and results, which ensures equal chances for everyone, regardless of their demographic affiliation.

And last but not least, we believe that diversity starts with leadership. We encourage our leaders to be models of inclusive leadership, creating teams where diverse perspectives and experiences are valued and used to improve results.

What is your strategy for creating more diverse and inclusive teams in the IT sector? How does this affect the effectiveness of teams?

Our strategy to create more diverse and inclusive teams in the IT sector is based on expanding the sources of talent recruitment. One of our main approaches is to expand the sources from which we recruit.

In addition to traditional channels, we actively seek talent through platforms that target more diverse applicants, including women in technology, and people from different social backgrounds and cultures. We believe this not only increases the talent pool but also helps us create more balanced and innovative teams.

Inclusion for us means not only hiring a diverse workforce but also creating an environment where everyone feels supported and valued. We actively work to build an inclusive culture through unconscious bias training, mentoring programs, and creating feedback channels that allow every employee to express themselves freely. Also to ensure that all team members have equal development opportunities, we implement transparent and fair processes for employee promotion and evaluation. These processes are based on objective criteria and results, which ensures equal chances for everyone, regardless of their demographic affiliation.

And last but not least, we believe that diversity starts with leadership. We encourage our leaders to be models of inclusive leadership, creating teams where diverse perspectives and experiences are valued and used to improve results.

What is your strategy for creating more diverse and inclusive teams in the IT sector? How does this affect the effectiveness of teams?

Our strategy to create more diverse and inclusive teams in the IT sector is based on expanding the sources of talent recruitment. One of our main approaches is to expand the sources from which we recruit.

In addition to traditional channels, we actively seek talent through platforms that target more diverse applicants, including women in technology, and people from different social backgrounds and cultures. We believe this not only increases the talent pool but also helps us create more balanced and innovative teams.

Inclusion for us means not only hiring a diverse workforce but also creating an environment where everyone feels supported and valued. We actively work to build an inclusive culture through unconscious bias training, mentoring programs, and creating feedback channels that allow every employee to express themselves freely. Also to ensure that all team members have equal development opportunities, we implement transparent and fair processes for employee promotion and evaluation. These processes are based on objective criteria and results, which ensures equal chances for everyone, regardless of their demographic affiliation.

And last but not least, we believe that diversity starts with leadership. We encourage our leaders to be models of inclusive leadership, creating teams where diverse perspectives and experiences are valued and used to improve results.

In a time when everyone is hiring, MWS has managed to not only retain employees but also grow their teams - how have you achieved this?

At MWS, we believe that employees are our most valuable asset. That is why we have built a supportive corporate culture, development opportunities, and flexible working conditions. Internal referrals also play an important role in expanding teams.

These approaches have not only helped MWS to retain its best talent but also to attract new people who see the company as an opportunity for development and stability. We've been able to build an environment where people are motivated to stay and contribute to our success while continuing to grow our teams.

What's your secret to hiring Senior Developers? Are you using special strategies, platforms, and tools to discover experienced candidates?

Hiring Senior Developers requires a targeted and strategic approach, and we at Mobile Wave Solutions (MWS) have developed several key tactics to find and attract experienced professionals:

Building a strong employer brand
One of our main focuses is building a reputation as an employer of choice in the technology sector. We strive to build a brand that demonstrates our commitment to innovation, flexibility, and the professional development of our employees. Senior programmers are not only looking for competitive compensation but also opportunities for growth, challenging projects, and an environment where their expertise and opinions are valued. We actively use platforms specialized in the technology sector such as Dev.bg and LinkedIn to identify and attract experienced programmers.

Referral networks play an important role in hiring Senior Developers. We encourage our employees and partners to recommend talented people. Referrals from trusted sources are one of the most effective means of finding qualified and experienced staff.

In the selection process for Senior positions, in addition to technical skills, we pay particular attention to the cultural compatibility of candidates. We are looking for professionals who not only have the necessary technical expertise but also share our values ​​of teamwork, mentorship, and continuous development. We use a combined approach in the interview process – technical tasks and cultural fit conversations to ensure that candidates will fit in well with the team.

These strategies allow us not only to find technically qualified senior developers but also to attract candidates who share our long-term goals and culture. This ensures that they will not only successfully integrate into the team, but also contribute to the sustainable development of the company.