VRIJEME JE ZA GOSPODARSTVO Igor Koržinek

Guest Igor KoržinekHosted by Darko BukovićMay 3, 2026

Igor Koržinek

About this episode

What you'll hear in this conversation

A company that triples its revenue in a single year might seem to have executed a flawless, multi-year strategy. But for Igor Koržinek, Managing Director of Spirosoft Solutions in Croatia, the reality was "completely unplanned." This rapid expansion, culminating in a prestigious 'Golden Balance' award, reveals a different path to growth. Igor's experience leading the Croatian arm of a Polish IT firm, Spirosoft, offers a window into how significant scale can emerge from unexpected opportunities. It is also shaped by a distinct approach to talent acquisition in a fiercely competitive market, and a leadership culture built on trust rather than fear. This conversation explores how to attract and retain high-performing teams, and why sometimes, the greatest successes are the ones you never saw coming.

Insights from the conversation

What to take from this episode

Tripling revenue in a single year and receiving the 'Golden Balance' award was, as Igor Koržinek puts it, "completely unplanned." Significant growth isn't always the product of a meticulous plan; sometimes, the most substantial gains arise from unexpected opportunities that demand quick adaptation, proving that not every win needs to be forecasted.

Spirosoft's internal recruitment team often comprises individuals from social sciences backgrounds who "don't have a fear of direct approach" and "enjoy technology." For highly technical roles, the best recruiters aren't necessarily technical experts, but rather people with strong interpersonal skills, genuine curiosity about new technologies, and a proactive approach to finding talent.

When interviewing candidates, Spirosoft is transparent, describing "all the advantages and disadvantages" of working there. Openness about a company's challenges, not just its benefits, builds stronger trust with potential hires and attracts candidates genuinely interested in contributing to solutions.

Over 50% of Spirosoft Solutions Croatia's team is under 30, choosing to "stay here and work for a foreign company." For young talent, the draw is often global exposure and challenging work, not necessarily a foreign address. Offering international projects and standards within their home country can powerfully retain local expertise.

The Polish co-founders of Spirosoft aim for company improvement "through conversation, fun, and stories," rather than through penalties or fear. A culture of continuous improvement is built on positive engagement and open dialogue from the leadership down, fostering an environment where people feel safe to contribute.

After a successful exit from a previous startup, Spirosoft's founders started their new venture with the specific goal to "fix some mistakes" from their prior experience. Second-time founders with previous success often don't just repeat a formula; the capital and confidence from a past exit allow them to iterate, address prior shortcomings, and build a more robust venture.

Spirosoft's name, derived from the cartoon character 'Spyro,' was chosen without the founders "thinking about it for months." Not every foundational decision, even something as central as a company name, needs extensive deliberation. Sometimes, a simple, un-overthought choice can stick and become part of the brand's story.

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ScenariosBusiness challenges CardsEducational cards TimelineTopic evolution