In this interview, Oksana Izmailova, CHRO at RedCore, discusses the unique opportunities the business group offers candidates, why top talent chooses to work at RedCore, and what innovations will emerge in 2026.
What do you consider to be RedCore’s key advantage in the market? Simply put, why do candidates choose to work for you?
I would divide this answer into two parts: advantages for C-level and middle management, because their requests are different. Obviously, people are looking for different things.
Let’s start with the tops. What can C-level get from us? First, cool management experience. Second, a strong role model represented by the CEO and direct interaction with her. Third, in-depth knowledge in our field and the opportunity to realize their full potential.
You can come up with an idea and implement it. By scaling their project to the market, specialists gain entrepreneurial experience while having the resources of a business group at their disposal.
At the same time, our C-level specialists have very strong support in their work. There is a powerful HR function that recruits people and assists in managing them. There are established processes for teams: a clear understanding of performance review and salary review deadlines, fast and high-quality onboarding of new specialists, external and internal training tools, and attractive benefits that help retain people.
In fact, there is no other example on the market where a person can come to a large business structure, act as a businessman within it, and receive such support.
How do you hire C-level specialists: is it internal growth or hiring from the market?
Both. Sometimes it’s internal growth, sometimes it’s the market. It’s important for us not only to find the right person, but also to attract and retain them through the scale of our tasks, our expertise, and the way we structure our work. This helps us build really strong teams.
What do candidates most often say when choosing to work at RedCore rather than your competitors?
First, we have very professional and business-oriented interviews. Based on the questions we ask candidates during the interview, they understand the real level of the company. People notice this level of expertise and want to work in this kind of environment.
Of course, everyone also likes our status as a market leader and our scale. In the end, specialists come to us for this very reason: for the scale and professionalism that they feel right from the start.
Let’s talk about the middle level. What makes RedCore interesting?
Typically, these specialists seek stability. Simply put, they want to be sure that they will have a job today, tomorrow, and the day after tomorrow. And here we can really provide that stability.
In five years, we have never had to lay anyone off. We are not chaotic; we don’t open something, then close it, then change our minds and open it again.
Second, we have many plans and ideas that we are implementing. Therefore, our specialists know that their work will be in demand. All they need to do is perform their work professionally, improve their skills, be excellent performers on the one hand, and be proactive on the other, suggesting improvements to the business and taking on additional areas of responsibility. That’s how they grow.
We are developing rapidly, so new opportunities and positions are constantly emerging. Unlike companies where people stay in the same position for years, we have the opportunity to grow.
Every specialist knows that their success depends directly on their performance, not on any other factors.
What do you mean?
Our business group has zero tolerance for any kind of nepotism. Career advancement is based solely on professionalism and results. Not because somebody likes or is friends with another person.
So, if someone dreams of a C-level position, come and build a career. RedCore is the perfect place to reach the top through our collective growth.
We discussed why strong specialists come to the business group. But why do they stay? And do you have any figures on team satisfaction?
Yes. And we have a very high level of satisfaction — 63%.
When our employees fill out questionnaires, what do they praise most? It depends on the specialist and the team. Some people really enjoy working for a leading company. Others see the size of the company as an opportunity to realize their potential.
For others, the team and teamwork are very important. Since we have a unified candidate profile, we recruit very similar people, so it’s comfortable to work when everyone shares the same values.
What else is important? People want to see the results of their work and receive positive feedback. Specialists note our stability. They appreciate our integrity and the fact that we value our employees, because we constantly strive to assist our team in various ways, including in difficult life situations.
By the way, if you are interested in the opportunity to work with us, you can find all open vacancies on our website, RedCore.
Where does RedCore plan to strengthen itself in 2026?
In automation. We want to move away from manual work that can be done technically.
Our specialists need the time and opportunity to think and come up with ways to approach processes differently: how and where to develop, and how to implement big ideas.
We need time for our specialists to think about how we are going to “conquer Mars,” not how to fill out forms.
Original article: https://www.yogonet.com/international/news/2026/03/16/118085-how-to-attract-and-retain-top-talent-redcores-experience
