Meet Stephanie – Business Intelligence Developer

  1. What’s your Tipico story?

I started at Tipico around 10 years ago, back in March 2011 as a Data Engineer for the Bookmaking team.  I am now working as a Business Intelligence Developer for the Data Tribe where I analyse and transform data into reports and visualisation dashboards by helping our stakeholders to get the best insights when making business decisions.

 

  1. What was your first impression of Tipico?

When I joined Tipico I was still a student during my final year of my bachelor’s degree, seeking to start my career.  I was grateful that I was given the opportunity to work on flexible hours and gain first hands-on experience when just starting out. I also noticed that, Tipico as a company, not only focuses on the employee achieving the task but also gives us the opportunity to gain knowledge by learning different methodologies and systems, this is all part of who we are – we believe in progress.

 

3. Mention your best moments working here.

So far, there have been a lot of great moments while working here. The best has been seeing the company grow, starting from a small office in Malta with only around 30 employees, to a market leader in Germany, with different office locations around the world and hundreds of employees.

 

  1. What challenges do you face?

We believe in tech and innovation; we like to be one step ahead and find better ways of doing things, spending time learning on new integrations and new tooling systems, while working with tight deadlines is one of my biggest challenges.

 

  1. What is special about Tipico?

Working at Tipico is about working as a team, each with different skills and personalities. Everyone is there to help each other in achieving our goals by sharing knowledge on different areas of the business. This is what makes the work environment fun! Something else that comes to mind, are the events that are organised from time to time which helps us get to know our colleagues more, in a fun way.

 

  1. What’s your daily pitch like?

I start my day with a daily meeting with the team to discuss what was done the previous day and what work will be done during that day.  We work in Sprints where we have a board including the items that need to be worked on during the 2-week period.  I spend the rest of my day, working on producing reports and dashboards to benefit the business.

 

  1. What do you look forward to when you walk into our offices?

Right now, the one thing I am really looking forward to is going back to the office and meeting my colleagues and interacting just like pre – Covid times.

 

  1. As you know we love sports.. which is your favourite?

My favourite sport is trekking, you focus less on other things and more on where the next step should be, since the terrain is not flat.  During this time of social distancing, it gave me the opportunity to explore more of Malta’s hidden gems.

 

  1. What is your one piece of advice for anyone interested in being part of our game?

Tipico is about working together as one team, and that is how we work, together we achieve our goals 🙂

 

Meet Agnieszka – Product Manager

  1. What’s your Tipico story?

I’m working as a Product Manager in our Bookmaking tribe, part of the Backend and with my two teams I’m responsible for providers’ and sports’ integrations. I started in February 2019 with no knowledge of sports betting and all processes that are behind it. After more than 1 and a half years on board I have gathered the foundation, I am still learning every single day about the industry and being challenged in my product development area with the new features coming in.

 

  1. What was your first impression of Tipico?

That the workplace is full of passionate people and that the company is actually bringing the “agile” mindset to life, not only in its daily work but also in the recruitment process.

 

  1. Mention your best moments working here.

I have had a good mix of both personal and work-related moments! Work-related ones like… Every project that goes live on Production and seeing it’s influence on Tipico’s figures. Getting rid of arising production issues together and achieving progress across the Tribe and Organisation. Personally, I enjoyed the onboarding process and getting to know the business from different perspectives, our Bubbly Fridays at the Munich office, my onsite visits to Poland to get to know my developers better and last year’s Summer Party – it was fun getting to know colleagues in person after only talking to them on Slack. During these times, I also have to mention the quick reaction of the company and adjusting to “corona times’’.

 

  1. What challenges do you face?

It’s my first Backend Product manager position so understanding this area is a challenge, but I’ve improved my knowledge a lot. I’m happy to work with people, who are ready to help and explain (sometimes, yet again) the very same problem. I started with no knowledge of sports’ betting or what trading actually means, now I have gathered a good knowledge base, however I’m still learning every single day. That’s challenging. That’s fun. As far as product development is concerned, I may say that Tipico lives the true agile spirit (e.g. decisions are made on figures). And I’m being challenged with every new feature coming in.

 

  1. What is special about Tipico?

The Passionate people, listening to different viewpoints which are different to your own and driving the growth with these product decisions; You can really see this diversity and open-mindedness as the environment is very multi-national and intercultural.

 

  1. What’s your daily pitch like?

Sorry, but there is no typical day here, except for Dailies with the teams otherwise every day is different and exciting. There are calmer weeks with our standard agile process such as refinements, retros and planning and then busier ones due to the dynamic environment which we work in, where priorities change such as regulation changes and we need to adapt our offer, or corona virus affecting sports events and changes need to be made to our sports’ integrations.

 

  1. What do you look forward to when you walk into our offices?

I hope for “corona times” to be over soon in order to meet everybody in person at the office (yes, we use Slack and Lifesize to keep in touch, but personal meetings are great).

 

  1. As you know we love sports.. which is your favourite?

Nothing that Tipico offers 😉 it’s hiking! Lovely thing to do in the Munich area, when struggling to make it up, I think of the view from the top – it’s gorgeous every single time.

 

  1. What is your one piece of advice for anyone interested in being part of our game?

Be passionate about what you do and be open to teamwork, as only together we can progress and bring Tipico to the next level.

Meet Dominic – Managing Director of Tipico Shop Agency West

  1. What’s your Tipico story?

My journey with Tipico started in summer 2014, when I joined the company as Head of Corporate Communications. After five years I received the great opportunity to grow into a further management role: Since July 2019 I am Managing Director of Tipico Shop Agency West and responsible for 60 Tipico stores in Frankfurt, Wiesbaden and Offenbach with 200 employees.

  1. What was your first impression of Tipico?

When I started back then, I was surprised that the company was quite lean, related to the huge outreach and visibility of more than 1,000 stores, the sponsorships or TV advertising. What I loved from the beginning and still do is the agility, our passionate culture and the ambition to become each day better than the day before.

  1. Mention your best moments working here.

There were many huge moments in the past six years with the company – be it working together with great colleagues from different locations and cultures, celebrating success as the market leadership in Germany and many more.

  1. What challenges do you face?

As a people manager you are challenged every day, since we are working with passionate people and many different characters. On the business side the retail area is quite complex and keeps you on your toes in many different ways: Customers, employees, landlords, service provider or local authorities are just a few key stakeholders from our daily business.

  1. What is special about Tipico?

The daily ambition for success, never settling for 2nd – and same time acting as a responsible gaming company that plays by the rules.

  1. What’s your daily pitch like?

One typical day could be like: Analysing the daily reports and numbers with my sales team in the morning, negotiating a rental agreement with a landlord at lunch time, visiting a new shop under construction in the afternoon, having a chat with customers and shop workers in our flagship store during Champions League coverage in the evening. But that’s theory, in reality every day is different – and I like it.

  1. What do you look forward to when you walk into our offices?

Entering the office doors in the morning is like getting the game going – and in the evening I want to leave the pitch together with my team as a winner. That’s my daily drive.

  1. As you know we love sports.. which is your favourite?

I love football – be it as a player on the pitch or as a fan in the stadium. I also like to follow great games of the NHL and NFL, but football is always king.

  1. What is your one piece of advice for anyone interested in being part of our game?

It’s all about winning. Don’t refer to the past, help us to become better today and better tomorrow. Become a key player of our game: with strong talent and a good mentality.

Meet Christian – Our Customer Service Trainer

       1. What’s your Tipico story?

I started with Tipico in January 2019 as a Customer Service agent. I instantly loved the job and the work environment. I am now Customer Service Trainer, taking care of the training for our Customer Service new starters.

      2. What was your first impression of Tipico?

My first impression of Tipico was good. The team was nice, friendly and supportive. I could always ask any colleague, trainer or team leader if I needed something and everybody was ready to help and very patient with all my questions. Besides that, I got the required training in sports betting, casino knowledge as well as various procedures in order to answer any query a customer may have.

     3. Mention your best moments working here.

This is a hard one… Every day has something good, but the Summer and Christmas parties are always fun.

     4. What challenges do you face?

The business is very fast paced and subject to a lot of changes which for the Customer Service department means that a lot of our procedures may change from one day to the other. It is part of my job to think through all possible scenarios that may arise from a Customer Service perspective, update the written procedure and make sure all our Customer Service agents are trained accordingly.

     5. What is special about Tipico?

As an iGaming company we offer our customers fun, safety and transparency while betting and gaming and a constantly growing offer of Sportsbook and Casino games. From the moment I started working at Tipico I realised that each person in the company is important to reach the above goal. The company gives everyone the opportunity to be part of something bigger by offering great benefits and a nice work environment. One is constantly supported to reach one’s maximum potential.

   6. What’s your daily pitch like?

I try to be at work 15 minutes before my starting time at 8 to get a coffee and set up everything. The rest of the day I teach new starters and current CS agents about procedures, communication, systems and our product. Besides that, I support the team with any questions they may have and take care of certain difficult cases.

   7. What do you look forward to when you walk into our offices?

Mostly the company of the team and working with all our colleagues.

   8. As you know we love sports.. which is your favourite?

Football. It’s just something you grow up with when living in Germany. Once I started at Tipico I started having a closer look at American Sports too, and developed an interest in Basketball and American Football.

   9. What is your one piece of advice for anyone interested in being part of our game?

Work hard, and you can achieve anything in this company.

Tipico ‘Help Centre’ Revamp – #oneteam

At Tipico, the customer is at the centre of everything we do, therefore providing the best product and service is one of our prime targets. We are a fast-growing company with more and more customers registering daily, creating more activity and contacts for our Customer Service Team.

2 years ago, we introduced a new Help Centre which allows our customers to find answers and solutions to their problems without the need to contact us. Thanks to this, we have the possibility to publish articles, urgent updates on incidents and news about products and maintenances, to keep them updated. Customers that cannot find an answer still have the possibility to contact one of our experienced Customer Service Agents and get a personalized response via live-chat or e-mail.

The optimization of this new tool has been a very important topic for us as our customers energise us to keep on improving. From the time of release there have been a lot of changes, the latest resulting in a contact reduction of approx. 25% from our normal volumes. We believe in collaboration, we work within an agile environment with cross-functional team members, where we come together to create solutions that push us forward. Following one of our core values, “One Tipico”, we worked together as one team involving different departments and thanks to the various expertise in each area it allowed us to develop a very successful new version of the Help Centre. We are as strong as our team is- they keep us running to stay on top of the game!

 

 

Why a bird’s eye view of the workplace is a greater starter for the young professional: 6 tips for making internships meaningful

What really makes education matter so much?

Most would opine that the overarching impact of education is to offer an individual the chance to find his/her true calling, determine one’s purpose in life, and channel the same into a fruitful and lasting professional career.

While classrooms and lecture sessions can make a difference – and are highly needed – the true test of any idea is in its execution. This is a real differentiator, changing the game for any new entrant, offering an understanding of how people work, and what actually happens out there.

This is why internships are so important, and are now a given for a well-rounded curriculum. Today, internships vary from stipend-driven to a larger, learning & experiential space, equipping young professionals with the know-how and skills-sets vital for a successful entry into the working world.

So what makes an internship a genuinely value-driving initiative? Is there a specific set of key elements, HR teams and other senior managers or divisional heads must keep in mind, while architecting an internship program?

Let’s begin by discussing what an internship should ideally achieve for the candidate:

1. The application of classroom learning in outside environments

To begin with, as mentioned, students can apply their learnings and approaches, or models for thought and interpretation, in the real world. This helps to garner new experiences, assess the market and other relevant factors, and realize what works and what doesn’t. This industry-specific knowledge and technical evaluation of the thoughts and notions studied at college (or elsewhere), could massively cultivate a candidate’s expertise.

2. The ability to gain wider exposure in one’s own area of work

For many students, it’s tough to ascertain where they’d truly belong and what would work for them. This would require the need to exit the classroom, and test the waters – as it were – gaining a sense of their field of interest and all it entails.

Internships are a great way to action the above, helping students/new entrants get a feel of their chosen profession, go through its highs and lows with minimal risk, and ultimately make up their minds.

 

3. The development of critical networking connections

Work happens through the people one meets, the connections made, and its future ramifications.

An internship is a smart way to make inroads into one’s professional area, learn new things, meet new people, study their ways of working, and develop a network that could bear fruits, at a later time.

4. The creation of a well articulated resume

With internships, comes work experience and a more nuanced resume. Students can carry out one or more internships, gather the experience certificates or certifications, if any – thereby building a solid work profile, which could he/she send out during interviews and recruitment drives.

Now, for HR leads and teams, it’s important to create a detailed internship plan, that renders the tenure into something of real value. Too often, interns are merely made to sit around, work on iterative or irrelevant tasks, and not really imbibe any of the real factors at play, in the workplace.

This is detrimental both to the candidate – who simply passes through, with little to show for the time spent – and for the company, which fails to create a talent pool that can eventually drive tomorrow’s business agendas.

Here are 6 things to remember when envisioning an internship program:

  1. Define a clear project-based pathway:An internship shouldn’t be built on merely hanging around the office premises; this will hardly make any difference, and the time spent in the program will have been wasted. A defined and pre-determined project, with clear tasks, goals, targets, assessments, and a final evaluation will help to keep the candidate focused and enthused to push forwards, and assimilate real learning.
  2. Identify a robust metric for measurement:Once the project has been actioned, and the candidate has been inducted, it is important to create a numbering/monitoring & measurement yardstick. This will help set realistic goals, keep an eye on performance, and finally review the candidate’s capability, and delivery quality.
  3. Connect and converse with the intern, regularly:Sometimes , interns are assigned a task – and then left to their own devices, with minimal interaction. This has a negative effect, and doesn’t help his/her cause. The assigned manager, the HR designate, and other collaborators must consistently check on the candidate, watching how he/she copes with the task, offer assistance if needed, and keep a steady communication channel going.
  4. Explain how the business operates:Even as the intern works on a particular project, it is prudent to take him/her through the entire business blueprint – detailing what the company does, its industry, competitors, market factors, and its product/service lines. This will set the tone, and contextualize the project, the intern is working on.
  5. Prepare the candidate for the road ahead:While the intern is working on the project, HR teams and reporting managers, must continuously speak with the candidate, sharing current trends, talking about future roles – both inside the company, and other external possibilities – thereby, inspiring the applicant to work harder, and derive real insights from the program.
  6. Share regular feedback:Possibly, the most vital of all of the six ideas shared, feedback and performance reviews are crucial to the intern’s growth-path. This would help him/her fine-tune approach to work, better assess what needs to be done, and ensure engagement and morale is at an optimum.

That’s it then. With these six cogs or value-adds, one can shape a truly successful internship plan. We must remember that an intern requires a degree of hand-holding, and sensible management, and will, at the end of the session, become valued future resources  and brand ambassadors for the company. So prepare well, manage with wisdom, and a certain sensitivity!

We’re currently looking for a Business Intelligence Analyst Intern – Apply today!

Is the future of work, all about technology? Here’s why everybody is talking about AI, automation & Big Data

The ‘new normal’

In a global job market, that’s competitive and frenetically altering shape, approach, and form, everyone wants to be a ‘company-of-choice’.

To this end, HR teams and recruiters are working hard to create new plans and strategies which help make employees feel more in-sync with an organization’s goals, attracting the best talent, and ensuring they stay, propelling productivity.

But this isn’t as easy as it seems. Often teams are derailed by a variety of complex factors, and are not able to seek and source the finest resources, or offer them a workspace that’s value-driven, fair and free of bias, with a focus on employee engagement and motivation.

This is where technology can play a pivotal role. Today, HR teams, managers, recruiters, and hiring leads can use a plethora of tools, solutions, and platforms to enrich and enhance all of the above mentioned factors. In fact, beyond recruitment, technology can transform various other HR needs, from benefits management to compliance and regulatory controls.

Let’s look at this in more detail:

The reinforcement of reputation and  market leadership

There’s no questioning this – today, every company, no matter its business segment or size, must rethink its legacy model, and strive towards becoming a ‘digital leader’.

Employees are eager to work in a firm that offers the newest software solutions, is ready to remove outmoded models, and streamline processes and systems, powered by technology. In this dynamic environment, a tech-savvy company will hugely improve its market reputation, and reaffirm its commitment to growth and development.

AI and its transformative potential

Once considered fodder for sci-fi stories and novels, Artificial Intelligence or AI is now a buzz-word across businesses, regular consumers, and state-of-the-art products.

Every tech major, is now experimenting with AI, looking to create platforms, applications, and ‘virtual assistants’, geared to make life as we know it, simpler, faster, and smarter. For businesses, AI-driven chatbots can make a massive difference.

With the implementation of an AI-empowered ‘chatbot’ or ‘virtual assistant’, a number of everyday tasks can be automated, allowing employees to realign their focus on key, strategic assignments. Clearly, this is game-changer – for shop floors, product development, and contact centers, as well as recruitment, induction, and attrition management.

For HR teams, regular hiring functionalities – resume selection, first-round screening, database maintenance,  and continuous connectivity – can all be automated and streamlined. What’s more, virtual assistants can help plan and schedule meetings, gather notes, send reminders, help employees fill up forms or adhere to policy guidelines, and at the time of exit, can ensure the necessary paperwork and clearances, are completed as per schedule.

While some opine that the rise of chatbots will dent manual job-roles, the truth is, this will only improve an employee’s ability to contribute in a more meaningful, and valuable way. New positions will be created, and teams will concentrate their energies on the projects, that matter the most.

The buzz around Big Data

While it’s been around for a while now, Big Data and Advanced Analytics has the power to alter how people view data.

Once lost in translation, today companies are constantly gathering data across several channels, to cleanse, assess, segment, and analyze the same – in order to derive new insights and ideas, on what works, and what doesn’t, for a company.

This could change product lifecycles, improve customer experiences, refine business targeting, and boost employee engagement.

For recruiters, the incoming data, and interpretations of the same, will help hire the best talent, refine policy formulation, and better articulate enterprise HR strategies. Importantly, Big Data has made decision-making, more nuanced and data-driven, weeding out speculation and biased judgement.

Joining forces – making man and machine can work together, and how the ‘Cloud’ is changing things

Another key technological movement is Robotic Process Automation or RPA, which is used to collect and capture the critical rules governing how transactions are processed, and thereby, create an automated platform which can automatically replicate the same.

That said, the big ask for most companies, is the ability to intersect digitalization with human intelligence, planning, leadership and implementation.

The most prudent way forward for companies is to make a list of its current systems, understand which are the ones that need to be carried forward, and the identify the ones that are redundant and hamper productivity.

Thereafter, firms must leverage another vital technological innovation – the Cloud. Today, Cloud Computing has made the storage of data, the actioning of software solutions, and the building of an IT department, a completely online and on-demand scenario, where everything exists on the web, ready for use, as per requirement.

An openstack, Cloud based solution will help companies personalize any solution, and envision a bespoke model, uniquely shaped to one’s individualized needs.

And finally, the question that’s vital, and is at the crux of this article: Can man work in-tandem with technology?

With every great breakthrough in the history of civilization, there has always been an upheaval and a tectonic shift, in how people operate everyday tasks and processes. Needless to say, technology in its various ramifications, is a definitive change-of-guard, a switch from one way of working, to another.

It will, like any paradigm shift, have large-scale impacts. Some roles will have to be done away with, there will be unease and dread, but in the end, as always, man will find a way – a refinement of purpose and value creation.

Technology will help us find this bend on the road, and by harnessing its multi-faceted ability for transformation, businesses will unravel a new era of profitability – pushed forward by new jobs, faster growth, improved productivity, and better ROI.

There’s no doubting then, the future of work, society, and mankind as a whole, is empowered and enlivened by Technology.

 

Looking to work in a company where being one step ahead is a priority? Join us today, Check Our Vacancies

Connect and Collaborate: 6 reasons why millennials are more likely to switch jobs and how HR teams can contain attrition

The modern workspace is abuzz with a new catch-phrase – “This is the era of the millennial employee’. In fact, this is a rising global trend, even as a dynamic, vibrant, and young workforce takes the reins of jobs and roles, cutting across sectors and industry verticals.

Born between 1980 and 1996, the millennial worker is an interesting, and hitherto, unseen professional. Eager for growth, hungry for change, millennial workers aren’t scared to experiment, or shift from one new job to another, looking for new heights to conquer, fresh goals, driven by a desire for learning and self-development.

A recent Gallup report suggests that around 21% of millennial employees have changed jobs in the last one year.

Why are millennials so keen to keep moving, from one situation of permanence to another? Is there a way to identify principal causes for dissatisfaction, and carve out a strategy to keep them engaged and involved?

Let’s look at the broad trends impacting the millennial attrition rates, and consider possible resolution scenarios.

1. Decreasing engagement, a spike in isolation

Typically, millennials are individuals who operate within a sphere of the self, with a limited need for immediate connections. The survey by Gallup, suggests that only 29% of millennial workers, are genuinely engaged at their workplace, which goes to say that only 3 of every 10 workers, feel any actual link with their work.

Now, this doesn’t imply that the millennial employee is a ‘cold, hard individual, bereft of any feelings, needs, or emotional responses’. What’s important to understand, is that they require a more nuanced, smarter, and layered creation of value and involvement.

Companies, must then, rethink how they approach employee engagement as a whole, and offer reimagined and recalibrated portfolios, which can truly enthuse the millennial employee.

Enriching employee compensation, learning & development, and growth plans will help to keep the millennial employee, motivated and involved, with a focus on personalization and bespoke portfolios.

2. The ‘I’ in the individual, and ‘me’ factor

A millennial employee, today walks on a highly sensitive territory. With complex personal and professional lives, most of them must tread several grounds, each impacting his/her job decisions.

These could range from family issues, interpersonal challenges with co-workers, problems with dependents, relationship difficulties, or even a sense of being unfulfilled and dissatisfied, with ‘currently, where life is’.

For HR teams, Employee Assistance Programs or EAP, can hugely help in this context, allowing workers to air their thoughts, share feedback, and offer them the space or assistance, they need.

Working as a sounding and navigating board, an EAP will stand by the employee, demonstrating that the company really cares for his/her goodwill, and is steadfastly committed to a healthy work-life balance.

3. Benefits beyond, merely a salary slip

Most employees are now looking at a portfolio of benefits, which extends far ahead of merely a fat paycheque. Today, there are so many ways for a young employee to earn his/her keep, and companies must look at a wider spectrum of compensation packages.

These could range from healthcare, work-life balance, work from home, BYOD, holiday/leave rosters, E-SOPs, personal check-ups, family appreciation initiatives, and a host of other such approaches.

Further, gathering employee feedback, carefully considering overarching office sentiment, and offering regular training, learning & development sessions, will all aid this process, making an employee realize the value of staying on.

4. The trouble with ineffective managers

That old axiom, ‘people don’t leave their jobs, they leave their bosses’, continues to hold true.

If a sudden sense of resentment has grown within a team, if more and more employees are exiting a certain division, there must be something that’s wrong right at the top.

Favoritism, spite, office gossip, lack of understanding, the inability to recognize an employee’s efforts, or the lack of support or sensitivity, for an employee’s personal or professional issues, could lead to disappointment, gradual isolation, and ultimately, the need to leave, at the earliest.

As an HR leader, it’s vital to maintain a prejudice-free, diverse, and rewarding work environment. Employees must feel acknowledged for what they achieve, and managers must be able to connect with them, and remain empathetic to a team member’s concerns.

5. The inherent toxicity of a workplace

Sometimes, there’s no way to argue around a rot in the system. Workplaces that are rife with rumour mongering, interpersonal dissensions, hostile or overbearing managers, even poorly organized workspaces and unclean washrooms, will always cause a deep-rooted antipathy for the company, and will lead to attrition, sooner or later.

That’s why, it’s so important for HR managers to have a firm control on a work floor, clearly assessing what’s working and what isn’t, reading tell-tale movements, and creating a clean, focused, bias-free, and open-minded office landscape.

6. The negative effect of improper/non-competitive wages

Makes no mistake, the millennial employee is conscious of what he/she brings to the table. Even though salaries aren’t the only thing that matters when it comes to a benefits package, it is still at the core of a compensation plan.

If the employee senses, that he/she is paid a remuneration that’s not in-sync with market standards, or unaligned to one’s capabilities and responsibilities, there will be a desire to look outside, and locate a better situation.

HR teams, must study compensation trends, adequately evaluate an employee’s package, and make an offer that adequately articulates value, and is competitive, benchmarked to industry standardization.

There you have it. These 6 common value-drivers and touchpoints will help companies shape real relationships with millennial employees, keeping them engaged, pushing productivity and profitability, in line with business targets and goals.

 

Is it time to make the move? Join us today!

Feeling valuable at Tipico – Krissy

I joined the Tipico Family in Karlsruhe as an Executive Assistant 2 years ago in a surprisingly fast recruitment process, where I was called back as I drove away from my second interview to “come back and sign the contract we have ready for you”.

Today, my main focus is to keep the Management Team on their toes and (theoretically) trying to make their day easier by organizing their travel and meetings. Besides, I get to be an active contributor to this amazing culture we have developed for ourselves. Just this last quarter, me and my team (go Angels!) organized and coordinated setting up our ‘We Are Tipico’ Photo Wall – a project where our colleagues allowed us to take photos of them representing their hobbies and personal interests, and then post them up in the office for all of us to see. The trust shown in us is just one more example of the great culture we have here!

My Tipico family makes me feel like a valued part of the team as all my colleagues are interested in my ideas and feedback. They let me work independently, knowing that I stand behind them and the company’s core values. The office environment makes me want to perform even better – and makes me walk through the offices with a smile. Never before have I worked for a company that felt as much like family. #IamTipico

Location, location & location – behind the doors of Tipico’s global hubs

A dream job is incomplete without magnificent locations, and at Tipico, each office is designed to answer a single question: what inspires great ideas and the best in customer journeys?

Our strong workforce spans six cities across the world – and each location perfectly embodies the Tipico promise of impactful experiences, inside the office and out.

– the region’s sparkling seas and great conditions have made us particularly satisfied with our selection! English is among the official languages at the island cluster and so our employees from around the globe have little trouble fitting in. Today, Malta is recognized for its sustained rates of economic development and we’re proud to be able to add to this momentum. From student plans to encouraging non-resident skilled labor, the region is a perfect fit for our company philosophy.

While we moved base to Malta, Tipico remains rooted in Germany where our offices in Hamburg and Munich, in addition to our hometown Karlsruhe, are always at the center of all the activity. We have a symbiotic relationship with the city’s professional community –  working with some of the most talented people in technology and innovation, while creating a workforce ready to mentor the next generation.

Our internship programs and graduate development programs are designed to kickstart tomorrow’s ideas, today. These plans cover our entire global presence, and Munich is no different. The city is at the crossroads of tradition and innovation, combining both with consummate ease. Groundbreaking moves meet a classic, laid-back setting, encouraging young professionals to make a difference to the world around them.

Finally, as our very first command center, Karlsruhe embodies the vibrant spirit and professional ethos at Tipico. The Karlsruhe Institute for Technology is known for its work in several fields, making the city one of Germany’s biggest research hubs. This happily coexists with events like  Das Fest – a reflection of work-life balance like none other.

We live and work in a global village. Our local address is where we party, our workplace is where we seek meaning every day. Tipico offices are perfectly in-sync with regional cultures, imbibing the best of what the city has to offer from cuisines to incredible views.

Tipico is focused on fostering happy, healthy professionals eager to take on the next big thing. That’s why, we believe in growth beyond locational borders.

And finally, the big question: Is it an uphill climb to scale a company from single digits to over 6,000 in less than two decades?

Our company is set up in a way that we are built around Trust, Progress and Passion – we are always challenging our team members to think about new ways to do things, how we can reinvent certain processes, or even eliminate them.

The transparency that we espouse is built into the Tipico campus at a granular level. With all-glass walls, not only are desks set against breathtaking views, it also reaffirms a climate of inquiry, openness, and collaboration.

A cup of Colombian coffee to kick the Monday blues, a moment by the sweeping cityscape to help think outside-the-box, and reward programs that take experiences beyond only target-chasing– it’s just another day at Tipico.