It’s Employee Appreciation Month, and Testronic is celebrating the achievements, expertise, passion and commitment of the teams and individuals that make the company what it is – and not just during this month, but throughout the year. We are proud of the contributions made by our staff around the world, and we continue to work hard to attract the best talent and then champion them throughout their careers. Here we talk to our Global Recruitment Director Izabela Szczurska about how we do just that…

Tell us about your role at Testronic.

I joined Testronic in November 2022. As Global Recruitment Director, my mission is to attract, hire, and retain the best talent in the industry. Testronic is a global leader in QA and Localization, which means we need specialists who are not only skilled but also passionate about games and technology. My role involves strategising recruitment initiatives, fostering strong talent pipelines, and ensuring we create an inclusive and engaging workplace where our employees can thrive.

What are the key challenges and opportunities in recruiting for a QA and Localization specialist like Testronic?

The games industry is evolving rapidly, and recruitment in QA and Localization comes with its own unique challenges. The demand for highly skilled professionals continues to grow, yet competition for talent is fierce. One of our biggest challenges is identifying candidates who have both technical expertise and a deep understanding of the nuances of localization and quality assurance.

However, this also presents an exciting opportunity. We have the chance to shape the future of games by bringing in diverse talent from around the world, ensuring that games are not just technically sound but also culturally relevant. By leveraging innovative hiring strategies and building strong relationships with industry professionals, we continue to set new standards in recruitment excellence.

What changes have been made to the recruitment process at Testronic?

Candidate experience. We have implemented several enhancements to make the process smoother, more inclusive, and engaging for prospective employees:

Streamlined application process: We’ve changed our application system to reduce unnecessary steps to ensure candidates can apply with ease, to improve communication with our candidates and to simplify the whole process.
Enhanced communication: Clear, timely, and transparent communication throughout the hiring journey to keep candidates informed and engaged.
Structured interview frameworks: Standardised assessments to ensure fairness, inclusivity, and the best hiring decisions.
Candidate-centric approach: Personalised feedback, interview coaching for our Hiring Managers, and a strong emphasis on making the process a positive experience.
Diversity and inclusion focus: Actively working to remove biases in hiring and attracting talent from a wide range of backgrounds.
By continuously refining our recruitment strategies, we ensure that candidates not only see Testronic as a great place to work but also experience our values from the very first interaction.

In your opinion, what are the most important things that a company can do to show their appreciation of their teams and individual employees?

True appreciation goes beyond standard rewards; it’s about making employees feel genuinely valued and connected to the company’s success. Here’s how companies can achieve that:

1. Empowering employees with trust and autonomy – Giving employees ownership over their work, trusting their decisions, and involving them in key projects shows confidence in their abilities and contributions.
2. Providing tailored rewards and incentives – Recognizing that different employees value different things – some may prefer financial bonuses, while others appreciate additional time off, professional development opportunities, or personalized gifts.
3. Creating a culture of everyday recognition – Small, consistent gestures like spontaneous thank-you messages, peer-to-peer recognition programmes, and leadership acknowledgment help build a culture of appreciation rather than relying only on annual awards.
4. Encouraging passion projects – Allowing employees to explore innovative ideas or contribute to projects outside their usual scope shows appreciation for their creativity and expertise.
5. Supporting personal and career aspirations – Helping employees reach their personal goals – whether through mentorship, cross-functional experiences, or skill-building opportunities – demonstrates a long-term investment in their success.
6. Celebrating the person, not just the work – Acknowledging birthdays, life milestones, or personal achievements fosters a sense of belonging and emotional connection with the company.

By embedding appreciation into the company’s culture through trust, recognition, and personalized support, organizations can create an environment where employees feel valued every day – not just during performance reviews.