SmartTek Solutions

Our core services are building the dedicated team for Web, Mobile, XR, Odoo ERP development. Being a steady Odoo partner, we help businesses unleash the full potential of business management software tools. 

Our core Odoo development services are: 
▪️ Odoo Consultancy 
▪️ Business Analysis 
▪️ Odoo Customization 
▪️ Odoo Development 
▪️ Odoo Integration

We can help you build a perfect solution according to your business goals!

Managing Partner

N-Development

N-Development is an independent software and consulting company. 
Since our founding, we have supported small to middle companies with the introduction and implementation of ERP projects from our two locations in Ukraine.
ERP solutions were always a core area of service, we perform Odoo ERP customization, implementation, and allied services.
We maintain a culture of commitment and also like to think outside of the box. Together, we work hard to build the success and sustainability of N-Dev team.

Founder

Bytebrand Outsourcing AG

- Identifying new business opportunities - including new markets, growth areas, trends, customers, products and services
- Generating and evaluating inbound and outbound leads 
- Meeting with customers/clients face to face or over the phone
- Preparing and draw up client contracts
- Account management
- Other business development activities
- Design, planning and implementing business strategies, plans, and procedures
- Setting comprehensive goals for business growth and success
- Implementation and integration of ERP system in the company
- Managing HR/Recruiting department
- Establishing policies and procedures that promote company culture and vision
- Supervise daily operations and the work of executives 
- Creating detailed reports for the management
- Managing company financial operation activities 
- Maintaining relationships with partners and vendors
- Meeting clients to discuss their advertising needs
- Negotiating with clients, solving any problems and making sure deadlines are met 
- Managing the account's budget and invoicing the client

Co-Owner / Managing Director

Diligences

Sales of software development services/outsourcing to new customers worldwide. Managing existing company accounts as account manager.

Business Development Manager

Info-Alliance LLC

Location : Dniepropetrovsk
Responsibilities: 
-IT infrastructure planning, budgeting, design and management
-Technical support
-Working with the accounting records 
-Maintaining contact with government institutions
-MS SQL Adm.
-Other organizational tasks

Accountant / IT Infrastructure Manager 

Monster-Pizza AK

Executive Assistant

With over eight years of experience in the IT industry, I have co-founded and led multiple software development companies that specialize in Odoo ERP solutions. Odoo is a powerful and flexible business management software that can be customized and integrated to suit any industry or business need. As a co-founder and managing partner at SimpleERP, I oversee the strategic direction, operations, and growth of the company, as well as the delivery of high-quality Odoo services to our clients worldwide. 

I am also a managing partner at SmartTek Solutions, a software development company that offers a wide range of IT services, including web, mobile, XR, AI, cloud, and cybersecurity. We have extensive expertise in various industries, such as healthcare, real estate, fintech, logistics, and education. My role involves managing the sales, business development, and client relations aspects of the company, as well as leading a team of dedicated and talented Odoo developers. I am passionate about doing business and growing my connections worldwide, and I always strive to provide the best solutions and value to our clients.

Ivan Nordgaimer

Bloomerang

Senior Director, People and Culture

Director, People and Culture

Director, Engagement

Human Resources Business Partner

Nectar

Ambassador

Harvard Business Review

Member of the Harvard Business Review Advisory Council, an opt-in research community of business professionals.

Advisory Council Member

Mirra

Co-Founder

HR Collaboration Group - HR Consulting

Director of HR Services

Sr. HR Business Partner

Pill Box

Director of Human Resources / Controller

Warsaw Community Schools

Human Resources and Accountability

Growing my HR career | Sharing insights to grow yours too

I've been in HR for over a decade and have seen things shift from administrative paper and pencil processes to strategic, tech-centric approaches and now to future-thinking, AI-powered system design.


Why do I share on LinkedIn?

✅ I’m growing my HR career and want you to as well:

I’ve worked my way up from being a generalist to leading a team of 12, and I’m just getting started!


✅ I’m embracing the future of HR:

Learning, piloting and sharing so others can learn along with me


✅ I want to motivate HR teams to be high-impact, business-focused HR teams:

This isn’t the world of HR I started in. We can do so much more! 


Better HR. Better Business.



https://amymencarelli.gumroad.com/

Amy Mencarelli, PHR, MBA

If you’re in HR, you need to know about Leena Nair.

Today she’s the CEO of CHANEL, one of the most iconic luxury brands in the world. And she didn’t come up through Product. She didn’t come up through Finance. She didn’t come up through Operations.

She came up through HR. And her career is packed with lessons for HR pros. Here are 3 that can shape the way you approach your own career:


✅ Make deliberate, unconventional choices

Early in her career, Leena made a move most HR pros never even consider: she supervised factories. Not for the title. Not for the visibility. But to understand the work at its core.

She learned how products were made, how teams collaborated, where the friction lived, and how frontline decisions impacted the business. That experience gave her a depth of credibility no HR textbook could ever replicate.

✅ Notice the details and act on them

During her time in the factories, she noticed women didn’t have separate bathrooms. It wasn’t a headline issue. It wasn’t a big initiative. But it mattered. So she fixed it, everywhere.

That same instinct shows up in her leadership today. When she joined CHANEL, she spent her first months visiting 100+ retail stores, manufacturing sites, and regional offices to actually see the work.

✅ Lift others as you climb

Leena is known for the mantra: “Lift as you climb.” Not theoretically. Practically.
Her success has never been about rising alone. It’s been about removing barriers, opening doors, and making the path easier for those who come next. 

A refreshing contrast to the “I struggled, so you should too” mindset.


Your career is a collection of moments where you choose to learn, notice, and lift. Make those moments count!

Rewriting the way HR shows up. Better HR, better business.

I love free HR resources, and I’ve used a lot over the years. But there are a few that I keep coming back to. I’m always amazed when I meet HR pros who haven’t heard about these, so I had to share:


Open Org’s Openverse: https://www.openverse.fyi
“Where People People discover the best open source people and culture resources on the internet.” Employee handbooks, manager playbooks, AI philosophy, templates, and more! If you need some inspiration, chances are you’ll find it there. 


Stakkd’s Tech Database: https://www.stakkd.tech/
What tech options are out there for the problem you’re trying to solve? Stakkd can answer that! HR-specific tech so you don’t have to start your worldwide web hunt from scratch. 


Workshop’s Comms Resources: https://lnkd.in/enKrzjs5
Internal comms isn’t just for marketing. Workshop shares strategies, templates, and ideas. Check out their 2026 Internal Comms Calendar Template!


Pyn’s Employee Journey Map: https://lnkd.in/eZiVNNUE
How can you improve your employee journey if you don’t have it mapped out? This tool puts it all in one place to streamline design and collaboration. Bonus: a template to get you jump started

Why should HR care about EBITDA?

EBITDA = Earnings Before Interest Taxes Depreciation and Amortization, and it’s the cleanest view on if the business is running profitably and efficiently. 

HR plays a bigger role in that than most HR pros realize.

Here’s how:

Simplification
Operational drag = margin drain. Broken workflows, outdated processes, approvals for the sake of approvals…in HR we can remove friction and create speed. Speed is margin. Think: cycle time, hours saved, cost-per-process. Every hour you give back is either cost savings or revenue-generating work.

Performance
Clear goals, timely feedback, and accountability = stronger output. Think: goal attainment, performance distribution, productivity per FTE. Increasing goal attainment shows up in customer experience, revenue, and margin.

Hiring
Right hires = faster ramp time, higher output. Bad hires = expensive replacement cycles. Think: time-to-fill, time-to-productivity, quality of hire. Shave even a few days off hiring cycles or improve ramp, and you immediately protect EBITDA. Slow hiring and bad fits cost real money.

Retention
Turnover burns budget, anywhere from 30–200% of salary depending on the role. Leadership clarity, development, and support reduce voluntary exits. Think: voluntary attrition rate, regrettable attrition, internal mobility. Reducing regrettable attrition by even 3-5% can be millions saved.

Comp Design
Not bloated. Not random. Aligned. When roles, levels, and pay are intentional, impact per dollar increases. Think: compensation as % of operating expense, span of control. Healthy spans and aligned levels strengthen margins.

Culture
I’m not talking “feel good HR”. I’m talking business-critical HR. Support, trust, and connection to the mission. When people feel these, they deliver better decisions, better work, higher productivity. Think: eNPS, engagement + performance. 

EBITDA isn’t something we can afford to ignore in HR. Lean into it and own it! Honestly, you’re probably already helping to drive it, and just don’t realize it.

The higher you climb in HR, the more pressure there is to look like you’ve got it all figured out.

But if you always know the answer, you’re probably not growing anymore.

Because the work changes. The problems evolve. The playbooks become outdated. 

Adaptability is everything, and the first step is admitting what you don’t know - then moving fast to learn it. 

Don’t believe for a second that’s insecurity. It’s evolution.

No alternative text description for this image

My first year solo in HR, I was scrambling.

I thought I had covered all my bases, but I had not. I was fielding questions up through closing time on New Year’s Eve (literally). 

And it was STRESSSSSSFULLLLL.

Now, here are the things I think about each Q4 before 1/1 hits: 

✅ Do employees have what they need?

Next year’s holiday and payroll schedules
Access to new insurance info & ID cards
Ability to find (or self-serve!) on retirement plan info
Clarity on how/where to update any personal info

✅ Where can HR be more proactive?

PTO reminders
Holiday closure reminders
EOY office hours
Employee resource FAQs

✅ How can HR help the business start strong?

Systems and workflows
Company and departmental goals
Strategic planning
Handbook/guide updates

Save this if you're a small HR team and come back to it every Q4!

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The Battle

Ivan Nordgaimer

Amy Mencarelli, PHR, MBA

Followers

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taplio

The Battle

Ivan Nordgaimer

Amy Mencarelli, PHR, MBA

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Amy Mencarelli, PHR, MBA's LinkedIn Performance

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Performance ScoreAmy Mencarelli, PHR, MBA's LinkedIn Performance