“Creative work involves innovation and risk-taking”
Poznań, December 26th, 2018
Based in Poland, Kreatik is a young and dynamic digital agency with the mission of creating marketing that sells. It combines a strategic mindset with a creative branding, building the best user experience of a company’s marketing communication.
Among its products, the agency builds websites and applications, does UX/UI design and research and creates beautiful and convincing video explainers. All key results of products and campaigns are carefully measured.
In an interview with TIA, Kreatik Content Manager Marta Rzymkowska looks into the agency’s creativity culture and the steps taken to maintain it. At the same time, she gives details on the hiring process and the features someone should have to become a team member of Kreatik.
How could you describe the creativity culture at the agency?
Creative work involves innovation and risk-taking, that’s why we are not afraid of reprimand for making mistakes and we don’t hesitate to propose new ideas. We know that every idea matters, and we give ourselves space to not always have right. It encourages creative teams to always do their best work — no mediocrity allowed.
How is that culture cultivated and maintained?
Our agency culture is focused on collective effort and collaboration. It encourages team members to share their best ideas and teach each other. We listen to each other, we ask each other for opinion. We understand how important feedback is. Also, we can’t forget about work-life balance, it is so important to refill the well of creativity from time to time.
What are the skills someone should have to be part of the agency?
We are looking for people who want to learn. Ambition and creativity can’t be missed in our team. At Kreatik we don’t have working hours and the home office can be used almost without constraints, that’s why we value good organization and professionalism above all else.
Could you describe hiring process?
After collecting the best CVs, and sometimes also a portfolio – we organize an interview, where the future employee meets with his potential leader and a person from the HR department. During the interview we try to get to know a person by asking substantive questions, but we also want to check how much a new person would fit our agency personally. We are of course also available to answer all possible questions. After the first stage, we send a recruitment task. The task may be similar to the potential future responsibilities. We pay for each task. After receiving the answer, we choose the person who did the task best and most suits us on this position.
How do you motivate team members to achieve more?
We work on a framework for defining and tracking objectives. It’s called Objectives and key results (OKR) and it has been used by several major companies including Google and Twitter. This way ensures us to work together, focusing our efforts to make measurable contributions. OKRs are typically set at the company, team and personal levels and may be shared across the organization with the intention of providing teams with visibility of goals to align and focus effort.
How important is team work at the agency and how do you encourage it?
Team work is the key in our agency. We support each other, listen to each other, share experiences and we are always ready to help.
What is the communication style within the team? Do you use any apps or tools?
On a daily basis, we communicate through a Slack, on which on individual or corporate channels we talk about projects. We track work hours and tasks in Jira. We also use Gmail. Of course, if we need a consultation, a fresh look or just help we meet in a conference room for a little talk or brainstorming for example.
What piece of advice would you give a recent grad looking to work in digital industry?
Keep learning. Digital continues to be a very competitive landscape, so it’s important to keep pushing every day. The key is to stay humble and show that you’re keen to learn (as you’ll most probably still have things to learn). Polish your portfolio and make sure it’s as relevant as it can be for the role you’re going for.
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