“Remote work is greatly beneficial, offering a broader view of the world”

Welcome to our insightful conversation with Krzysztof Słowiński, the founder of Kodlot, a company making waves in the realms of data and cloud engineering. 

As we delve into this interview, we'll explore the inspirations behind Kodlot, the unique challenges in cloud-based solutions: “We can break down a large enterprise into smaller pieces”. 

Krzysztof also dived into the current landscape of decentralised systems and how European companies address AI solutions compared to those in the US: “The primary issue, in my view, is the knowledge gap. We need to prioritise learning and sharing experiences,(...) sparking inspirational dialogues and innovative ideas.”

Our discussion will also touch upon the European approach to AI solutions and the evolving trends in AI business models. “I've observed a dynamic shift in focus areas, from new AI models to the latest in data technology and architecture.”

We'll learn about the core values that Kodlot seeks in its team members and the benefits of embracing global remote employees. “The concept of remote work is greatly beneficial, offering a broader view of the world.”

Finally, we'll gain insights into the unique contributions of Polish engineers in the tech industry and discover the driving forces behind top tech talent today. Join us for an engaging journey into the heart of innovation and expertise with Kodlot.

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Highlights from Krzysztof 

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• Industry Demand vs. Expertise: High demand for data and cloud engineering skills amidst a market expertise shortage.
• Cloud Tech Hurdles: Knowledge and legal challenges impede cloud technology adoption.
• European Decentralised Systems: Technical and organisational hurdles in Europe's decentralised system implementation.
• Talent Sourcing Strategy: Focus on passion, resilience, and learning in engineering talent acquisition.
• Team and Global Diversity: Emphasizes passion, communication, growth mindset, and remote hiring benefits.
• Polish Engineers' Merits: Hardworking and skilled Polish engineers seen as valuable in tech.

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Full Interview

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Could you provide an overview of Kodlot's and how it distinguishes itself from other firms?

Kodlot was established roughly three years ago with a clear objective: to offer professional services in the realms of data and cloud engineering. Our focus has been on delivering expertise and solutions in these rapidly evolving technological areas.

In the industry, we're seeing a significant demand in data and cloud engineering, yet there aren't enough professionals in the market to meet this need. These are areas I've enjoyed working in for the past five years. My goal was to channel my expertise into creating a company capable of providing these services across various sectors and businesses.

Our long-term vision is to act as a catalyst for positive change. We aim to partner with enterprises and companies committed to making a positive impact. Owning a company offers the unique flexibility to selectively collaborate with like-minded organisations.

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What inspired you to start with Kodlot?

My passion for data and cloud engineering, combined with the industry's demand for these skills, inspired the creation of Kodlot. I wanted to transform my experience into a company that could provide expert services in these growing fields, working across various sectors and enterprises.

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What are the main challenges an organisation faces when they are looking to adopt cloud-based solutions?

Cloud adoption challenges can be grouped into several categories. Primarily, there's a significant knowledge and experience gap in this area, which Kodlot is addressing. As cloud technology is relatively new, the development of supporting tools and best practices is ongoing.

My background in software engineering has provided a solid base, as many problem-solving techniques and challenges in cloud engineering are similar to those in software. However, data and cloud engineering have unique aspects that require specific knowledge and expertise.

Blending experience in these new areas with software engineering foundations allows for exciting and advanced developments. Yet, the knowledge gap remains a key issue. Over time, we see efforts like training programs and conferences helping to bridge this gap.

Legal compliance, especially in heavily regulated industries, is another significant challenge. While there are initiatives to ease these concerns, many companies find it difficult to adapt, which can slow the pace of change. It's crucial to remember that cloud solutions are not a one-size-fits-all answer.

In some cases, traditional in-house solutions might suffice, or the cost of cloud architecture might not justify its implementation. Thus, it's essential to assess each case pragmatically. Experienced architects are needed to evaluate whether cloud adoption makes sense in the long term, linking back to the importance of closing the knowledge and experience gap.

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Experienced architects are needed to evaluate whether cloud adoption makes sense in the long term.

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What’s the current state of decentralised systems adoption?

Implementing decentralised systems presents a substantial technical challenge, especially when scaling up. However, there's also an organisational challenge. Increasingly, it's recognised that to support effective decentralised systems, organisations need to adopt a cross-functional team structure. This ensures each department involved in the decentralised platform has the autonomy and necessary skills to contribute equally, avoiding reliance on a centralised team which could negate the benefits of decentralisation.

For enterprises, adopting decentralised systems is not a short-term endeavor. It's a long-term strategy that likely needs to be implemented gradually, where initial proofs of concept and viability tests demonstrate tangible value. This requires consensus on a shared approach and goals. Realistically, for global companies, aligning all aspects of such a transformation could take years.

At Kodlot, our focus is primarily on the technical aspects of this transition, as organisational change management falls outside our domain. Estimating the complexity and time frame for establishing a fully decentralised platform at an enterprise scale is challenging, given the multifaceted nature of such an undertaking.

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What about if we focus on the European landscape?

In the European business landscape, there's growing interest in decentralised approaches due to their perceived benefits. Essentially, this approach allows large enterprises to be segmented into smaller, more manageable units. Each unit, like a sales department, is responsible for creating and managing its own data products using specific tools and platforms. These data products can be exchanged among departments, enabling them to build upon each other's outputs.

However, implementing this system on a large scale involves significant challenges in data governance, quality, and standardisation. The goal is to achieve autonomy in these processes and embed them in code, requiring a consensus on what this means for the entire enterprise.

Despite these challenges, the appeal of decentralisation is clear and parallels the benefits we've seen in software through microservices. We anticipate a shift towards this model, but the extent and speed of this transition are uncertain. It's not a universal solution; smaller companies, for instance, might not benefit as much from such a change.

Therefore, when considering cloud adoption or any technological shift, a pragmatic approach is vital. Companies need to assess whether the change will bring tangible value to their operations.

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Companies must invest in ongoing education to keep employees updated with industry developments.

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In your opinion, how do European companies address AI solutions compared to those in the US?

In this area, I don't consider myself an expert, but it seems there's a notable gap in innovation. A select few large companies have been leading innovation in data and AI for over two decades, perhaps even 20 to 30 years. Pinpointing the start is tricky as it wasn't widely publicised initially. These companies now have a significant advantage.

The primary issue, in my view, is the knowledge gap. We need to prioritise learning and sharing experiences. This can happen in various settings, like meetups, conferences, or even within our own companies, sparking inspirational dialogues and innovative ideas.

Being proactive and engaging with what's happening beyond our immediate environment is crucial. Regular knowledge exchange with colleagues is a daily practice to encourage innovation. European companies, in particular, could play a significant role by supporting these activities. Allocating budget for employees to attend relevant conferences, both within Europe and internationally, is vital. Such experiences offer exposure to cutting-edge innovations, networking opportunities, and can be a source of inspiration and positive change.

It's essential for companies to continue investing in education and learning, providing employees the chance to stay abreast of the latest developments in the field.

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What trends do you expect in AI business models and the market in the next few years?

That's indeed an intriguing question. As a regular attendee at European conferences over the past three years, I've observed a dynamic shift in focus areas, from new AI models to the latest in data technology and architecture.

What's particularly noticeable is the pace of change, accelerating not just over the years but arguably over decades since the advent of computers. This isn't a gradual change; it's more of a rapid, year-on-year evolution.

Predicting even a year ahead is challenging for me. For instance, at a recent conference in October 2023, the spotlight was on large language models and generative AI. Will this be the same next year, in October 2024? It's tough to say with certainty.

The past has shown us that focus areas in AI are continuously evolving, and the rate of innovation is quickening. Therefore, making any predictions is quite difficult for me, and I refrain from doing so.

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We seek someone passionate about problem-solving, with strong communication skills and a dedication to continuous learning.

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 How to Spot Great Engineering Talent?

Locating talented individuals in engineering can be somewhat challenging, as many engineers tend to be introverted. They often prefer not to engage in social events like meetups or conferences, which can make traditional, face-to-face recruitment methods less effective in this field.

When I look for engineers, I prioritise passion. This includes an innate drive to solve problems, a resilience against daily challenges, and a motivation that comes from within. Effective communication skills are also key – the ability to clearly articulate problems, both in writing and speaking, and to adjust one's language based on the audience.

Another crucial quality is a willingness to learn. This growth mindset involves recognising that perfection isn't necessary, but a commitment to continual learning is. It's about understanding the current capabilities of the technology at hand, and being curious about its potential future applications. So, in summary, the ideal qualities I seek are a passion for problem-solving, strong communication skills, and a commitment to continuous learning and growth.

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Do you have global remote employees? What are the benefits to you?

Last year, we began exploring remote hiring and now have a team member in Poland. As a Polish-founded company operating from Denmark, turning to the Polish market feels natural. We value the contributions of Polish engineers highly.

There are many commendable qualities inherent to the Polish workforce. This doesn't mean we exclusively hire Polish employees; rather, it’s a nod of appreciation to our roots. Another key aspect is our eagerness to engage globally, enjoying the diverse perspectives brought by international talent.

The concept of remote work is greatly beneficial, offering a broader view of the world. Yet, we believe in a balanced approach. Having a physical office for face-to-face discussions and fostering personal connections among team members remains important. It's crucial not to overlook these human interactions that strengthen team bonds.

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A key aspect is our eagerness to engage globally, enjoying the diverse perspectives brought by international talent.

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As a company with Polish origins, what unique values do you believe Polish engineers bring to the table, especially in comparison to their international counterparts?

As a Polish company, we often overlook certain values when discussing Poland, perhaps because the focus might be elsewhere. However, in the realm of engineering, Polish engineers are notably hardworking across various domains. This attribute is crucial in engineering, where problems often require time and persistence to solve. The passion and determination to overcome challenges are traits commonly seen in Polish engineers.

This work ethic is something we increasingly recognise and take pride in. It’s a quality not exclusive to Poland, but certainly prevalent and worthy of acknowledgment. Poland has developed significantly, boasting proficient English skills and robust infrastructure, positioning us competitively alongside other European countries. It's essential for us to recognise our strengths and not feel inferior when engaging with international counterparts. We stand as equals, ready to contribute significantly to the European market.

Remembering our heritage and the positive attributes we bring is important. Poland has always had a strong work ethos, a trait I've consistently observed in the Polish engineers I've interacted with.

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Polish engineers are notably hardworking across various domains.

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In your opinion and as Data & Cloud Engineering, what drives you and the top tech talent nowadays?

For me, there are three main drivers that fuel my motivation. Firstly, I have a deep passion for problem-solving, which is fundamental to my approach. In my software engineering days, I constantly sought new challenges. When I realised the limitations within that domain, I began exploring emerging fields like data engineering, once known as big data. The potential to tackle significant problems, requiring both learning and adaptation, was incredibly appealing. This led me to transition into cloud engineering, where the complexity and abundance of new problems offer similar motivation.

Equally important to me is sharing knowledge. Whether it's through meetups, conference talks, or small study groups, I find great satisfaction in supporting others' learning and growth. This aspect of sharing and teaching is a key part of my motivation.

Lastly, the drive to create a positive change underpins why I founded Kodlot. It's about investing energy not just for personal gain but to build something meaningful. Traditionally, engineers were recognised for their skill and artistry in constructing physical bridges. In today's digital age, engineers are celebrated for their capacity to craft cutting-edge digital data platforms that connect intricate data sources, transforming them into valuable resources.

In the digital realm, the results might be less tangible, but the sense of creating something meaningful remains. My motivations lie in tackling technical challenges, fostering growth in others, and contributing positively to the world.

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What's Next?

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Kodlot's global remote hiring strategy and their value for diverse perspectives align with Teamed's dedication to democratising employment and fostering a globally diverse workforce.

The discussion about the need for passion, effective communication, and a growth mindset in team members reflects the kind of talent Teamed can help source and manage. By facilitating connections with skilled professionals from various backgrounds, Teamed can support companies like Kodlot in overcoming industry challenges and achieving their long-term visions.

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