Press Kit

All about TeamCreator & SymbaSync at a glance.



TeamCreator enables large companies to instantly engage employees for assembling new project teams, eliminating the need for word of mouth and internal advertising while maximizing intellectual talent. TeamCreator improves employee retention and employee return on investment.

Talent Sourcing Software

Software that auto-creates a job description, instantly markets it, and shows a ranked list of the ideal candidates.

Job Seeker

Matching individuals and organisations by allowing both to rank and weigh key areas of importance for a job or company.

Partner Brands




SymbaSync™ helps organizations maximize return on employee investment by providing Human Resources Software to source, qualify, and engage employees to populate project teams. SymbaSync’s tools increase employee satisfaction improving employee ownership, devotion, and retention.

The Tech

Advanced Weighted Algorithm utilizing skill preferences, workplace culture preferences, and validated skills and experiences.

Data Analysis to measure employee engagement & participation rates as well as success of project teams.


Joseph McElmeel


Joseph McElmeel is an experienced leadership professional with a background in change management, operational efficiency, organizational management, the professionalization of SMEs, Agile Scrum & Kanban Project Management, and ROEI (Return on Employee Investment). He possesses a fundamental ethos towards growth through data analysis, operational efficiencies, continuous improvement, individual and team learning, and KPI/milestone Management.

Damodar Sojka


As a technical entrepreneur having engaged with creating his own companies in Poland and Edinburgh. He has experience building platforms for global scaling while also winning an award for web development. He actively utilises a network of advisors from through the development community to provide feedback on development and leadership.


Kent Land

Marketing Advisor

Former VP Creative Phelps Group & World Vision

Kirsty McKenzie

Customer Advisor

CEO, iMultiply Resourcing

Liza Sutherland


University of Edinburgh Research and innovation (ERI)

Kevin Cowan

SaaS Strategy Advisor

CEO, X10 Solutions

Paul Hancock

Investor & Advisor

Managing Director 360 Resilience

Achievements & Awards

2019 Winner of SME News’ “Most Innovative Human Resources Solutions Provider”

2019 Winner of Corporate Coaching & Recruitment’s “Best Job matching Platform Developers-United Kingdom”

2018 Winner of SME News’ “Best Recruitment Software”

2017 Winner of SME News’ “Most Innovative Recruitment Software”

Product Video & Screens

Case Study

OTP Bank – Budapest

SymbaSync used customer interviews, feedback sessions, and quantitative analysis to launch a customized, dual language, Project Team Builder application in OTP Bank’s World Headquarters in the Budapest Offices.

The Market Inefficiency that first prompted us to create Project Team Builder.


Mid to large companies spend a fortune to search, hire, and develop employees, but when it comes time to fill roles for internal project teams they rely on word of mouth, internal advertising, or external consultants and candidates. By first looking outside or waiting for someone inside to look for an opportunity, knowledge that exists within the organization is not being maximized to its fullest. This is both a resource and time inefficiency that could be solved by instantly identifying the ideal person that may already be within the organization. In addition, bias in the hiring and project team creation process can keep the best people from working on roles.




The challenge (or challenges) that drove OTP Bank to pursue implementing TeamCreator.


OTP sought to solve two problems, procure talent without bias and increase employee retention through engagement. Their current systems didn’t allow for an easy way to accomplish both in an ever-changing company that is constantly going through digitization and restructuring. The ability for them to use our tool as a way to eliminate bias while also internally and externally sourcing for roles meant a way to engage employees and procure talent at the same time.




What  they were looking for in terms of how the platform should be structured and integrated.


OTP Bank wanted a system that would work in both Hungarian and English, as well as one that would be able to be expanded to include additional languages. The system also needed to include their internal terminology for roles, seniority, and skills. In addition, it had to include solutions to adoption challenges among management and employees.




The solutions to their problem and how we came up with them.


Project Team Builder instantly and blindly ranks both employees and external candidates; removing any bias from the early stages of sourcing. The system allows employees to view the roles and projects that they are and aren’t a match for, sharing knowledge about role qualifications and increasing engagement to a more instant process among management, HR, and employees. In addition, we created a system that automatically engages employees and division level HR advisers to share information on the value to the company of an employee participating in a project, sometimes out of their normal daily work. These systems include automatic e-mailing systems, standardized terminology that removes all false positives in matching, and engagement mechanisms that allow employees, managers, and HR to engage at every point necessary and also provide feedback to employees on why they may not be a fit for a role.



OTP Bank choose SymbaSync to address these issues over a competitor.

OTP Bank was looking for an innovative solution that is easy to use and where the company could work closely with the organization for implementation. SymbaSync approaches each launch by first interviewing a group of employees and project leaders/hiring managers, then customizing the system, doing follow-up feedback sessions on the customized system, and only then, when it’s been proofed out with the key participants, launches. This process provides the most optimum outcome. SymbaSync’s history in HR technology and talent sourcing solutions that remove bias showed them that we are capable of providing such a service at a high level to a company that is growing their digital transformation. In addition, their current and competitor technologies don’t provide the kind of hands-on customization without large fees and time commitments by their staff. Plus, none of the other products eliminate bias or addresses the core issues the customer is presenting to them.


Simplified processes and long-term results since the start of the implementation.

We took the project participant sourcing time from 3-6 weeks down to 1-5 days, meaning projects can start faster by saving time for project leaders, summing up to about $5K in project leader salary (time). Plus there are the savings of not hiring external candidates that can cost up to 400% of an employee’s annual salary or $300-600/day in consulting fees per role.

The long term impact will be the international roll-out of SymbaSync’s human resources software that will allow multi-language and multi-country employee engagement. In addition, it amounts to cost savings of roughly $50/employee using SymbaSync’s talent sourcing solutions over other larger enterprise products.


What we learned and how we plan to implement this in future builds.

A lot was learned during about the amount of legacy systems in an old cold-war era bank that is pushing into the digital age and modernizing. The contrasts between the desire of the employees and management to innovate and modernize that sits juxtaposed between the technological challenges of integrating with legacy systems and processes is very apparent. In addition, there are long-term challenges around the mental dichotomy of wanting change and progress, but mixed with deeply  seated fears about how to change and become more agile within a large corporate environment where titles, statute, and longevity are a historical part of the hierarchy of decision making and responsibility.

Some pitfalls included a lack of local market knowledge, especially around corporate culture and terminology. Halfway through the pilot we contracted with a local asset who provided a great amount of knowledge of both the technological needs and terminology that needed to exist within the product. In addition, we initially attempted to do too much of the testing from abroad. We adjusted and determined our best ability to run a successful test pilot and learn the intricacies was by being there among the employees. These two key lessons will carry over as we work with new customers: embed ourselves with the company as much as is necessary to learn quickly and adapt the product to their needs; and when the culture and language are different to our own knowledge, find a local asset from the beginning to include in the process to reduce the time it takes to learn and transfer knowledge.