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If so, you've come to the right place, at TT PSC we really live by this sentence! We also know that happy people are the best employees who actually drive project development. Here you will learn more about us and how we work.

E-health – That’s one small step for the developer, one giant leap for healthcare digitization.

What are the specifics of working on a project for the Ministry of Health? An interview with Marek Jakubowski, who shared with us his experience of working on the P1 project (e-health).

The P1 project, formally defined as the “Electronic platform for collecting, analyzing and sharing digital resources on medical occurrences” involves the implementation of systems and solutions that will improve the planning and delivery of health services. Marek has been working on the project since 2018. He knows it inside out, so he agreed to answer a few questions.

AM: Let’s start with how long you have been working at TT PSC and when have you started on the e-health project? What is exactly your role in this project?

Marek Jakubowski: I work in PSC for over 3 years now, although I also applied for the internship before. I didn’t get it then, but I have worked on my knowledge, developed my competencies, and finally got a job. Currently, I am a Software Developer, and that’s also my role in the project. Although sometimes, there are additional tasks in the scope typical for architects. You have to be flexible here!

AM: Is it good or not really?

MJ: It’s great!  For those who are not afraid of challenges, of course 😉 I have to highlight here that the P1 project is not just one application or one product. Currently, we are working on the and websites, but the scope is dynamic. Ad hoc topics appear frequently. There is no fixed framework, and we have to adapt to it.

AM: Can you get used to it?

MJ: Sure! It’s a matter of attitude. This is not your typical work with a set frame. Thanks to that, it is never boring. Jumping between areas is a great experience – continuous development and a lot of new competencies. You have to adapt to deliver, as soon as possible, complete functionalities to the end customer- medical worker and the patient. Actually, you could say to each of us.

AM: What has been delivered so far? Can you reveal what new solutions will be introduced soon?

MJ: I can certainly talk about those that are already functioning and available to everyone. That includes the patient’s online account, e-prescriptions, and e-referrals for examinations and procedures. Those turned out to be crucial in the current pandemic situation alongside the functionality allowing access to the medical records for the person with a granted power of attorney, like a parent or legal guardian. The real importance and need for this project have been verified this year by… the life itself. Today it is hard to imagine a situation when patients would have to visit doctor’s offices in person for every prescription or referral. E-health solves this problem. Thanks to this solution, people do not have to queue up or even leave the house.

AM: Exactly! this project is very important from the perspective of every citizen. Your friends and family also use the products you are working on. Do you feel pressure? After all, you have a real influence on how e-health will work.

MJ: I wouldn’t say it’s pressure, but I am aware that what I do is important and has a real impact on people. It feels good. It’s also easier to talk about what I’m doing with someone who doesn’t know the industry and has no idea what Software Developer does (there are people like that, really!). Other projects are difficult to imagine and visualize for people without a technical background. The industrialization of IoT solutions in a production plant does not really sound exciting to many. The digitization of health care, however, is a topic that is close to them. Everyone knows the final product – it is strongly promoted. There is a massive information campaign in the media as soon as the new solution appears.

AM: The Ministry of Health is also not our “typical customer”. Do you see any differences in your daily work? In the approach or setting project goals?

MJ: There are quite a few differences, especially in terms of work organization. First of all, various companies and subcontractors, who form several teams, work on the P1 project. There are 9 of us in mine and two people from outside the TT PSC. There is also an external Product Owner who sets business goals and oversees their implementation. At the same time, they give us a lot of freedom with the solutions and tools that we use. The technical path is created on an ongoing basis. Here we really have a chance to prove ourselves.

AM: Usually, the more people involved, the more disagreements. What does communication look like in such a large and dispersed team? How do you all get along?

MJ: Communication is absolutely crucial here – it must be efficient and up to date, leaving no room for doubts or misunderstandings. We’ve been doing pretty well in this matter so far. Besides regular meetings with the client’s representative, we also have internal brainstorms and talks for solving current problems. This constant communication through all available channels (on-line, of course) takes a lot of time, but it is essential. I believe that applies to every project. This one especially, though,  because of how complex it is and how many people are working on it.

AM: If you had to sum up this experience in one sentence, what would it be?

MJ: An extremely demanding, dynamic and development-motivating experience.


The P1 project is very extensive, and its implementation is scheduled for years. The first stage has been completed so patients all over Poland can use the first e-health services already. You can read about the implemented solutions and the details of the project in our Case Study.

This is another entry in our series of interviews with employees. The previous one is available here.



Women in Power- direction for development

The IT industry is still very strongly male-dominated. Despite the stereotype, there are many women with great potential and competencies to thrive and be very successful in it. To support this thesis, we have a perfect example of our internal initiative. It promotes the idea of diversity, inspires change, and gives real power!

In May 2020, after some complications resulting from the current situation and transitioning to full-time remote work, the official inauguration of the Women in Power finally happened. The formula of an on-line conference, although different from the original concept, proved to be quite successful. What’s even more important, our first virtual meeting officially initiated the process of long-term changes. Our direction- more open and diverse work environment, actively supporting women in the IT industry.

That’s how it started- the founders have a floor

Women in Power exists thanks to the internal initiative of people who saw clear disproportions in their professional environment. They have also decided that it was time for changes and worked really hard to make the difference. The project is designed by women and for women. The whole concept is created by four founders – Anna Wdowiak, Urszula Wnuszyńska, Aleksandra Grzelak, and Ewa Białowąs.

When we started thinking about the project, women constituted 17% of all employees in our company. Only 10% in the technical departments. It was a starting point to consider what is the reason for this huge disproportion and what can we do to reduce it.

– Anna Wdowiak, HR Manager

We have noticed that women in our company (and not only here) tend not to use their full potential. We knew for sure that they can do much more. This observation was followed by the decision to take actions. To do something that will increase their self-confidence, support professional development and enable the exchange of experiences.

– Aleksandra Grzelak, WFM & Delivery Manager

The same idea, brand new formula

The main goal of WiP is to empower the participants. Helping them with establishing a strong position in the IT environment by providing the right tools is very important too.  We hope that increasing self-confidence, creating development opportunities, and encouraging faith in one’s competencies will lead to a greater percentage of women in leadership positions and increase the overall employment of women in the company in the long term. How we planned to achieve it? By the regular summits open for all. However, due to the remote work situation, it is quite complicated at the moment.

From the very beginning, the concept was focused on meetings, creating space for the knowledge and experiences exchange. The planned summits, apart from valuable workshops and lectures, were meant to be an ideal opportunity for integration and getting to know each other, to create a strong community. A pandemic situation thwarted these plans, but abandoning the project was not an option, not even for a moment. The whole team just had to brainstorm once again and re-design the formula. Effective and attractive, but safe. That is how the idea of ​​breaking the conventions into shorter but more frequent on-line meetings was born.

First season- the summary

So far, we have hosted five virtual meetings of the TT PSC women’s community in a new formula. Since the project started in May, 79 participants joined the organization. Each meeting was also attended by inspiring women who have achieved professional success and agreed to share their experiences. During the first season, we have met with Urszula Dziewit, Elżbieta Mądra, Barbara Górska, Karina Popieluch, Magdalena Bracco Spruit, and Marta Kowalczyk-Rompała.

Every meeting had a theme. All speeches and workshops were focused on one subject to explore different points of view and get the big picture. Thanks to this approach, during the Q&As and open discussion time, we can effectively focus on a specific issue. It also makes it easier to find a reference point, motivates the participants to open up, and draw valuable conclusions. After all, this is the whole point and the most important aspect for the organizers.

The topics of the meetings included issues related to diversity, women in the world of technology, discrimination, communication, and feedback. The formula of the event proved successful in practice. After five sessions we can confidently say that despite the necessary changes, it fulfills its function perfectly. Every Women in Power summit starts with a short intro by one of the founders. The second permanent item on the agenda is the “male point of view”, followed by the speech of the guest, usually in the form of a discussion panel. The meeting is summed up and “closed” by the Q&A session and open-discussion time. This is the key aspect in building self-confidence and engagement of the participants.

What’s next? Future plans and mission continuation

Upcoming events will bring even more extraordinary guests. During the winter season, some well-known specialists will guide us through the women’s re-branching and building a personal brand. For the next stages we have also planned online workshops on soft skills development. Next year we will introduce a mentoring program for women and to develop the Women in Power leadership path. The first one is open for all, whose main goal is to strengthen self-confidence and raise individual competencies. The leadership path is dedicated to participants who show predispositions to be a leader in their area of ​​expertise. If the situation allows it, the first stationary summit will be organized next year. We hope that it will be a great, inspiring event with all our speakers and participants.

– Anna Wdowiak, HR Manager



100% remote work – digital revolution accelerated

At TTPSC, we know that physical presence in the office has no real impact on the efficiency or quality of our work. The remote cooperation model has been a popular solution for a long time. Therefore, it was easier for us to adapt to the new conditions when the coronavirus epidemic started. A few weeks ago, without hesitation, we decided to close the offices and delegate everyone to remote work. As a result, we already have a lot of experience and thoughts in this matter, and we will be happy to share.

Organizational culture in times of uncertainty- flexibility, trust, and agile operating

We work following the principles of the Agile Methodology, and evaluate the results in a task-based system. Therefore, it doesn’t really matter where we work. Of course, there are some departments where employees’ presence on the spot is sometimes necessary (administration, IT, accounting, or HR). Some of us spend a lot of time on business trips (client visits, foreign branches, or industry events) too. The majority, however, can choose whether they prefer to work in the office or at home. Our employees need flexibility and the ability to adjust their work schedules independently. Regardless of the reason (childcare, distance to the office, or passion for travel), we offer this opportunity to everyone. We are now used to this possibility of choice and a sense of freedom. More importantly, though, we have learned to be self- disciplined and responsible for the effects of our work. 

In a team that is motivated and works efficiently, micro-management and strict control are not necessary anyway. From this perspective, the transfer of employees from the office to their homes does not make any difference. Of course, we have internal rules and regulations like any company, and they are still in place. They offer a lot of freedom, but under the condition that efficiency is maintained and all team members are staying in touch.

Tools that make our remote work easier

Our go-to set of tools consists of Jira and Confluence – for resource sharing, planning, managing tasks, and working time. We also use MS Teams for ongoing communication and virtual meetings. In the long-lasting digitization process of the company, we have decided to reduce the tools, while maximizing their functionality. We have implemented Linchpin extension for Confluence (intranet function with events and newsfeeds function) and Vacation Manager for Jira. Atlassian systems are the base that we adapt to our needs as we go.

New challenges- change means an opportunity

Although the “closing” of the offices was not a problem, there were several challenges that we had to face. In the situation of the global epidemic, it turned out that nobody was 100% ready for such a change. Office management was the most complicated aspect. We still receive many documents by traditional mail, and processing confidential information online is a sensitive matter. Unfortunately, administrative shifts are still a necessity, so we have introduced strict rules to maximize security. We report planned presence at the office, to avoid the situation of overcrowding the rooms. Everyone is obliged to use disinfectants and leave right after completing their critical tasks.

Further difficulties involved recruitment. Interviewing the candidate, defining mutual expectations, or even verification of technical skills and onboarding is quite easy to digitize. However, it is not as easy to establish a real relationship with a potential employee remotely. There is no universal solution for this. We have to rely on our experience and intuition and hope that the situation will stabilize soon. Then we will be able to welcome everyone who joined the team under these unusual circumstances in person.

We do everything to provide one hundred percent security for our candidates and employees. All our processes have been adapted to the remote version. For candidates from the IT market, remote meetings are a standard, so we engaging them online is not an issue. When we hire, our priority is to provide comfort, so we re-organized our onboarding to be done remotely. We reduced meetings to a legally required minimum – signing documents and collecting equipment. All other elements of the process take place from home. – Anna Wdowiak, HR Manager

The recipe for success – remotely, but normally

In the current situation, maintaining normality in everyday functioning is the biggest challenge. For years we have been building our organizational culture and creating a work environment that makes people want to spend time at the office – to meet, talk, cooperate. Our efforts were focused on building the team instead of organization, by involving employees in many initiatives. Now it became nearly impossible to do since we have lost our community space. Regardless, we still do everything not to lose contact with each other. We strive to create more internal content, encourage people to share thoughts or experiences, and talk to each other.

The key to effective communication is openness, combined with an awareness of possible fears and doubts. Formulating messages in a way that is simple and understandable for everyone, transparency, and respect is a basis. Thanks to this, every employee can be up to date. To reduce stress, people must get a complete set of information. This way, there is no room for gossip and guesses left. Furthermore, it is worth ensuring that the message comes with honesty, trust, and appreciation for commitment. It can strengthen the relationship not only during a crisis but in the long run too.

Many habits that have become a necessity can pay off and have a significant impact on our everyday communication in the future. Even now, we see that the current updates from the CEO and HR department, as well as internal content and experience exchange, are very well received. Those practices proved to be working, so we will probably incorporate them into our regular company schedule.

We perceive today’s experience as a lesson – challenging but valuable and try to see the maximum potential in it.


Morning coffee online – TTPSC Atlassian team working remotely

Many people wrote about remote work since it became a necessity. Thanks to IT solutions, our company had no problem with the transition to the new reality. However, this does not mean that we do not face any challenges, and we do not feel a growing desire to return to the office. Some people from the TTPSC Atlassian team found their way. They coped with the lack of daily habits by introducing a new ritual. In response to the need to stay in touch with colleagues, the idea of weekly online “morning coffee” was born.


Weekly online meetings

The idea of a weekly call, just to have a coffee and chat, is the aftermath of our office tradition. Until now, we had a habit of going to the kitchen in the office for our morning coffee. We got used to this ritual because it integrated the team really well. Soon after transitioning to the home-office model of working, we started to miss it. The solution was a weekly, half-hour conversation with no thematic framework or agenda. It is a typical friendly meeting, thanks to which we start the day in a relaxed, good atmosphere.

– Jarosław Ludwisiak, Business Analyst at Transition Technologies PSC.

Team ritual

Online meetings called “morning coffee” are held on Fridays at 9:00 am. They allow us to relax before the working day to come. Later, our calendars are usually filled with clients’ calls or internal meetings regarding ongoing projects. I like this little ritual a lot because, despite the online formula, they introduce a friendly, almost homey atmosphere (especially due to our surroundings).

– Magdalena Kwaczyńska, Business Analyst at Transition Technologies PSC.

Unusual integration

Morning coffee is the only moment when a child running into the room,  a snoring dog, or other sounds of the household do not embarrass us at all. On the contrary, they add a nice natural background to the whole conversation. I miss f2f meetings, but I’m glad that we can keep some of our office habits, at least online. This integrates us strongly not only as co-workers but also as friends outside of work.

– Katarzyna Głąb, Business Analyst at Transition Technologies PSC

How does it work in practice?

  • we integrate not only when business matters are discussed
  • we found a way to reflect the normality of office conditions
  • such conversations have a relaxing effect on us. We can talk for half an hour about what is going on in our lives, not only about the projects – it keeps us positive

Half an hour, once a week – that’s our recipe for staying in good relations with your team 😊

Want to join the Atlassian team? Check out our current job offers on the career page.

We wrote more about the recommended tools for remote work here.

Read more about how we effectively manage projects in teams, also when working remotely, thanks to Jira Core. If you want to find out how cloud technologies support companies in times of crisis, be sure to sign up for our free webinar.


Cybersecurity and the recruitment process

Cybersecurity is an important subject, especially nowadays, when some say that information is worth more than gold. Despite growing awareness, many of us, at least once in our lives, came across a phishing attempt on social media or received a suspicious e-mail. Furthermore, recruitment scams are still a thing. Scammers are publishing fake job advertisements offering attractive conditions, but with the only intention to get personal data from candidates. However, is recruitment fraud a concern just for the candidates? How can we all take care of Cybersecurity and protect ourselves from threats?

Conscious employees make a secure company

Each business has its specificity and should prepare an internal security policy in advance. The document will not only help in case of GDPR inspection but also facilitate building awareness of employees working with sensitive data. It is worth making the team aware of more than just regulations and procedures. Moreover, cybersecurity training for office workers can be an excellent supplement and attractive benefit too. At Transition Technologies PSC, we have recently participated in such training (conducted by Altkom Akademia), and it really got me thinking. I am pretty sure I was not the only one.

Usually, we rely on the IT department to take care of security. They implement a firewall or heuristic filtering and network traffic analysis to protect us from attacks and ensure cybersecurity. However, note that this does not guarantee 100% protection against data theft. It is still imperative that every employee is alert at any time. One of the organizational units exposed to attacks is the HR department, and especially recruiters. They publish their contact information on countless advertising portals or Facebook groups and send them in individual messages on LinkedIn. The truth is that the creativity of scammers is unlimited, and our recruiting deadlines can easily affect our vigilance.

We can encounter a fraud at every stage of the recruitment process.

In this paragraph, I present a few examples of hypothetical situations, and those that happened to me personally.

Essentially, the dangerous content sent to the recruiter’s e-mail is one of the most common situations. First, someone writes to the recruiter directly or using recruitment alias and submits the application. Yet they do not provide any information on the job that they are interested in or even the location. Finally, it encourages you to read the attachments with the CV or other documents.

Another example- you receive a message with a link that is supposed to redirect you to the application and documents. It can also be a ZIP file (with the password provided in the same e-mail). All of this can turn out to be a dangerous trap.

Of course, such a situation may occur not only during the first stage of recruitment but anytime. Let’s say that the candidate has gone through the whole process, but we did not interview him with the ID card in hand. Under the pretext of sending scans of documents necessary for an employment contract, he may once again send us an infected file.

Moreover, a message with dangerous content may also be an advertisement for training courses or recruitment websites, offering an attractive price.

Keep in mind:

A message with a perfectly crafted attachment is one of the most popular forms of distributing viruses and other dangerous software. They can look like PDF files, graphic files, or many others. Be mindful and never open any files of unknown origin. You cannot assess the credibility of the link after opening it – then it can be already too late. Always follow internal corporate security procedures to minimize risk. Check who the message sender is, and if you have any doubts, consult your local IT department.

Cybersecurity in real life

The fake candidate can easily prepare a CV (or LinkedIn profile) so that it perfectly meets the job requirements. Personal data from the CV does not have to be real either. The scammer usually does not even care about going through the recruitment process. Getting into the building can be enough. The market offers different kinds of spying devices that someone can easily install in a conference room. It takes just a few seconds. These devices can capture not only sounds but also images when connected to a projector or monitor.

A dangerous situation can happen if we leave the fraudster alone in a room, even for a while,  to make our ‘candidate’ a coffee. By pretending to go to the toilet, he may also get access to other rooms and install spying devices there. Sometimes a glass of water just ‘accidentally’ tips over during the conversation and additional stress factor appears. Then we recruiters leave the room to get a napkin and save the situation.

Stay vigilant, stay safe

Not only specialized spying devices can be a danger. It can be any portable device, such as a flash drive, memory card, or even a USB hub, that we get at the job fairs as an innocent gadget.

Once, a candidate that I have asked to bring the documents, necessary for the employment process, only brought me a pendrive with their scans. Of course, I have decided not to connect it, and the final stage of recruitment had to be postponed. I could have lost a candidate then, but I could have lost a lot more too.

Keep in mind:

Never connect devices of unknown origin to the computer. Be alert to situations when someone outside your organization might do it. The virus can activate automatically when the device is connected. Even if the content does not look suspicious, your system may already be infected.

Awareness is the key to Cybersecurity

In conclusion, just like any private e-mail, your company mailbox may end up with a message with questionable content. We receive dozens of e-mails every day. Some of them may not really come from a “system administrator” or a supposed candidate interested in our job offer. Due to fatigue, it is easier for us to underestimate the threat, and scammers are counting on it. The lack of attention only makes it easier for them, and one-click can lead the company to huge losses.

If you want to know how we handle cybersecurity daily, in all processes, read this article.


Summer internship – my Experience

Michał Mamona stayed with us for good after his internship. Now he shares some thoughts on how it was to make the first steps on a path IT career. Read his history and check out what advice he has for this year’s candidates.


How did you find out about summer internships at TT PSC?

The university required us to do an internship, so my friends and I went to the last year’s Absolvent Talent Days job fair. We wanted to talk with employees from various IT companies at the stands, and possibly submit a few CVs. I’ve noticed Transition Technologies PSC’s booth when we were about to leave. What interested me was the leaflet with an offer of internships in the department working with virtual reality and augmented reality. I have already known those technologies to some extent. After a pleasant conversation and submitting my CV, I got invited to the interview that happened about a month later.

Was this your first practical work experience?

Exactly. That’s why I felt unsure if I could handle the challenge.

How do you remember the recruitment process and the internship itself?

The recruitment process, namely the interview, went well. It was my first professional experience, so I was quite stressed before. However, during the conversation, stress quickly disappeared. In the beginning, I talked about previous projects that I’ve participated in. Then I had to prove my technical knowledge of C ++, C #, and Unity 3D.

What experience did you gain during the internship?

During my internship, I worked in the AR & VR applications department. The tasks themselves were very interesting. For example, I have never before dealt with programming an application directed at a specialized device, which is controlled by voice commands. I’ve also had a chance to test the client-server application stability in conditions simulating its intended use.

Thanks to this internship, I was able to increase my skills and knowledge both in programming and teamwork.

How do you see your career in the future? In what direction would you like to develop now?

During my studies at Technical University, I chose to specialize in Games and Computer Simulations Technologies. Interactive applications and those that connect the real world with the virtual world allow me to develop knowledge and skills following my interests. I think AR and VR technologies are perfect for career development. They are continuously gaining importance and popularity, not only in the world of virtual entertainment.

Do you have any advice for future interns? What is worth paying attention to?

I recommend looking for internships related to your interests so that the time spent at work passes quickly and pleasantly 😀 It is good to describe interesting projects in your CV and possibly provide a link to GitHub. During the interview, it is worth asking questions to have a complete set of information. For the recruiter, it is also a sign that you are actually interested in the position. Also, remember to smile 😊

I strongly recommend this type of internship as the first step towards a professional career. The application should be thought out because the right choice can lead to an interesting job in the future. Current offers are available here and the recruitment process is done fully remotely.