When you say “career change,” most people imagine a carefully planned step. But in Bára’s case, it was different. She was working as a marketing specialist at IXTENT when she was offered the chance to take on a completely new area – HR. No processes, no structure, no model. Just a challenge and an opportunity to create something that did not yet exist in the company. In this interview, Bára talks openly about why she accepted the offer, how marketing intersects with HR, and how she recognizes a person who “fits into the team” not only professionally but also personally.
What was your professional path to IXTENT?
My journey to IXTENT actually began a long time ago – in the early 1990s, when my dad bought his first desktop computer 🙂 . That was when I first got a glimpse into the world of IT, and I was so fascinated by it that a few years later I decided to study Information Management at the University of Hradec Králové.
During my studies, I started working as a marketing assistant at a small advertising agency, where I got my first taste of what working in marketing entails – I prepared promotional materials, helped organize events for clients, and assisted with the creation of advertising campaigns. I enjoyed this work so much that I decided to continue in marketing after graduating from college.
When an opportunity arose to become a marketing specialist at KOMIX, a large systems integrator, I did not hesitate. I had the chance to continue working in IT while developing my skills in marketing.
How would you describe IXTENT’s corporate culture and how does HR contribute to its development?
IXTENT is a relatively small company with around fifty employees, where we all know each other and meet every day in the office. This creates a very friendly and informal atmosphere – people are close to each other, they regularly help each other, and they are not afraid to ask for advice. Mutual trust, openness, and willingness to cooperate play an important role in this.
In a company of this size, the work of an individual is never lost – everyone influences the work of others, and with that comes a certain degree of responsibility.
The task of HR is to maintain and develop this atmosphere – to create conditions so that everyone can do their job to the fullest, feel part of the team, and see that their efforts are meaningful.
What do you enjoy most about being an HR manager?
HR is primarily about people – their work, development, and satisfaction. I find it most fulfilling when I see that my work has a real impact – for example, when we manage to improve a process that makes people’s work easier, or when colleagues themselves say that something we have introduced has really helped them.
HR is an incredibly broad field, and that is what I enjoy most. It covers many areas – from recruitment and development to corporate culture. Because I am alone in this position, I cannot be an expert in every area, but that is what motivates me – I am constantly learning new things, trying different approaches, and looking for what will be most beneficial for the company.
What principles are key for you when selecting new people for the team?
When selecting new people for the team, it is crucial for me that they fit in with us both personally and professionally. It is not just about knowledge or experience – those can be acquired. Much more important is their attitude toward work, their desire to learn, take responsibility, and be a team player.
I also pay attention to how the candidate thinks, how they communicate, and what really motivates them. Whether they have an inner desire to do things well and move forward. I appreciate it when they have already been in specific situations where they have demonstrated their approach – for example, by completing a difficult task or actively seeking solutions to problems.
I believe that when a person’s values align with the company’s culture, a collaboration emerges that makes sense for both sides.
Which HR project or initiative are you most proud of lately?
I consider a systematic approach to people development – from recruitment and onboarding to performance evaluation and talent management – to be one of the most important topics at IXTENT. There is always room for improvement, but I am glad that we have made further progress in this area. We have transformed HR processes into comprehensible tools and documents that help not only managers but also employees themselves to better understand where they want to go professionally and how they can get there.
I am also very pleased with internal events such as Lunch & Learn, which naturally connect people across teams and encourage the sharing of know-how. When I see colleagues coming up with ideas of their own that they would like to share with others, I take it as proof that our efforts to develop and foster an open corporate culture are worthwhile.
How do you manage to balance your demanding job with your family and personal life?
Probably every working parent knows that it is not always easy. Today’s world places high demands not only on our performance at work, but also on how we perform in our role as parents. Personally, good planning helps me a lot – I try to divide my time so that I can manage my work, children, partner, and a little time for myself. 🙂
The fact that we have a healthy approach to work-life balance at IXTENT also plays a big role. Management understands that work is important, but that it is equally important to have time for family, hobbies, or simply relaxation. The company therefore supports working parents and anyone who needs greater flexibility – whether through reduced working hours, the option to work from home, or adjusting working hours to suit their current life situation.
What is your life motto?
I am not sure if I have a life motto per se, but I often say to myself: “Nothing is ever as bad as it seems.” It helps me deal with some tense situations with greater perspective.