Zils

BACKGROUND

Please describe your company and your position there.

We create entertainment platforms for global customers. I head the IT department.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Zils, and what were your goals?

Our cooperation with Artur (Owner at ZILS) ranged from managing the frontend development department to being a crucial member of the backend team.

SOLUTION

How did you select this vendor and what were the deciding factors?

Artur has been with our company almost from the beginning. We started small, had a handful of trusted friends and friends' friends. Then grew very quickly in a span of 6 years.

Describe the scope of work in detail, including the project steps, key deliverables, and technologies used.

Artur was working in an agile development both as a team leader (PO) and a team member. He was responsible for testing and delivering numerous solutions, which have been live for several years now.

How many people from the vendor's team worked with you, and what were their positions?

There was only one person from the vendor, Artur. He was the head of the frontend development team, which had 7 members. Later, we needed a very experienced developer for the backend team, the role which he exceptionally filled.

RESULTS & FEEDBACK

Can you share any measurable outcomes of the project or general feedback about the deliverables?

Our solution which started from scratch now covers around 7% of the Polish sports-betting market. We host big events (that boost our traffic by around 600-1000%) bi-annually, which shows the scaling of the project works, for large volumes as well.

Describe their project management style, including communication tools and timeliness.

We used the agile development strategies, Slack communication platform, JIRA change management, TEMPO time tracking, Confluence for internal wikis, in-person, and video conferencing was heavily relied upon.

What did you find most impressive or unique about this company?

Artur was one of the most skilled, orderly, and comprehensive developers I had the pleasure of working with. He took his role as a team manager very seriously, being harsh and firm when the situation called for it. As a subordinate, he had a very good grasp of what the management requires, having a clear view of the company's global policy, despite not being a manager himself. He reported his team's accomplishments in a consistent, systematic, and clear way to his superiors.

Are there any areas for improvement or something they could have done differently?

I don't have anything readily available.