Bouncer

Bouncer provides easy to use and to integrate email verification solution. We help companies to establish and maintain continuity of email communication with their customers by securing sender reputation, decreasing bounce rate and improving email deliverability.

Volvo Group

Managing deliveries for Service Relationship Management platform developed and maintained by the outside Vendor.

Solution Leader

Managing a portfolio of over 40 systems (on various lifecycle stages) for Volvo Group North America that support Aftermarket, Service & Repair and Warranty business processes, with yearly budget over $2M.
Responsibilities include:
- maintaining professional relationship with assignment stakeholders,
- maintaining professional relationship with the customer representatives
- maintaining professional relationship with the Line Managers and Project Managers
- maintaining professional relationship with the vendors
- contribute in creating a vision and the strategy for the portfolio
- contribute in signing SLAs (Service Level Agreements)
- planning, organizing, reporting and performing follow-ups of the deliveries
- securing quality of the solutions and services produced
- creating a forecasts of budget for portfolio
- performing budget follow-ups
- signing HR Agreements and OLAs (Operational Level Agreements)
- contributing in recruitment processes and employees’ follow-ups

Service Delivery Manager

Leading an international team of 15 (up to 20) people during maintenance, enhancement and sunset till decommissioning of a critical Order to Delivery applications for Volvo Trucks, including:
- maintaining a professional relationship with assignment stakeholders,
- maintaining a professional relationship with the customer representatives
- planning, organizing, reporting and performing follow-ups of assignment
- securing quality of the solutions and services produced
- performing follow-ups of cost of assignment
- recruiting new team members and supporting theirs self-development paths
- performing assessments of team members
- planning and executing team’s decommissioning activities

Maintenance Assignment Leader / Team Coordinator

Leading an international team of 8 developers during enhancement/re-factoring project of a critical Order to Delivery application for Volvo Trucks, including:
- preparation of work environment,
- taking a part in recruitment process of new team members
- leading Scrumban ceremonies,
- avoiding obstacles and solving existing ones,
- communication with the client and managers
Additionally:
- gathering business requirements
- organization and holding workshops with end-users in their place of work

Scrumban Master

- Coordination of project to maintenance transition
- Coordination of maintenance to maintenance transition of a critical application that supports orders’ planning process of Volvo Trucks
- Planning and tracking transition activities of 3 developers
- Preparation and performing knowledge transition for the team of 12 developers.

Transition coordinator

- Development - MVC.Net, nHibernate, jQuery, MS SQL
- Maintenance (user support, faults’ correction, development of new functionalities) - C#, .Net, MS BizTalk, MS SQL, VB6
- Mentoring, coaching, giving training for new employees, other support teams
- Gathering end-user’s observations and business knowledge at their
place of work

Developer / Designer Professional

Variomatic

.NET Developer

Volvo IT

Internship in MS-JAVA department

Believer in possibility of improving Human to Human email communication.

Really into holacratic learning organisations, Management 3.0, Lean and applying all that stuff in Human 2 Human start-ups. 

While working on Bouncer (Email Verification for fast growing companies), I learned a few things about email and deliverability too ;)

Should you like to chat - just schedule a call with me at: https://calendly.com/radek-kaczynski

I stopped asking interview questions.

I started playing a card game instead.

7 years later, my best hires are still here.

I've had hires that didn't work out. They weren't bad people - just cultural mismatches.

And those usually ended in us parting ways. 

Then I discovered Moving Motivators - a card exercise from Management 3.0 by Jurgen Appelo.

You have 9 cards representing core motivators:

1. Freedom (independence)
2. Status (social recognition)
3. Order (stability & structure)
4. Honor (aligning with values)
5. Mastery (learning & growth)
6. Power (influence over others)
7. Relatedness (social connections)
8. Acceptance (approval from others)
9. Curiosity (investigating new things)

First, I show mine. I lay out my cards in order of importance.

This isn't a test - it's me being vulnerable first.

I'm giving them a chance to see who I am before they share.

Then they do theirs.

We don't just rank the cards. We talk about how each motivator would be satisfied (or not) in this specific role at Bouncer.

If someone values mastery (learning and growth) most, I ask: "What does that mean to you? Is it learning from other people, or learning by solving new problems?"

If they need senior experts to learn from, and we're a small team where they'd BE the expert - that's a mismatch.

If they love learning by tackling novel problems - we have plenty of those.

This conversation reveals:

- Whether we can build trust
- Whether they're self-aware
- What actually motivates them
- If our reality matches their expectations

I modified it a little bit: the original method just ranks motivators by order.

I added fulfilment - not just order, but how each one is fullfilled in current or future role.

I've used this for years with key hires.

Cultural fit is non-negotiable for me. It's always been more important than skills.

Skills you can learn. Values mismatches kill teams - especially when someone delivers results but doesn't share your culture.

What's the most unconventional thing you do in your hiring process?

Radek Kaczyński

Founder & CEO @ Bouncer | Helping humans to connect and stay connected via Email.

Jutro o 10:30 rozmawiam z Justyna Szymańska z Ecomail.pl o dostarczalności maili. 

Czyli o tym, jak sprawić, żeby to, co wysyłasz, faktycznie dotarło, a nie skończyło w spamie razem z newsletterem siłowni z 2017.

Zbliża się Black Friday, więc to dobry moment, żeby przypomnieć sobie, że nawet najlepsza kampania nic nie da, jeśli nikt jej nie zobaczy.

Nie obiecuję cudów, ale będzie konkretnie, po ludzku i z przykładami z życia.

Jak wysyłasz maile i chcesz, żeby ktoś je faktycznie zobaczył - wpadaj 👇 

Link do zapisów znajdziesz w komentarzach.

I spent a year building a relationship with a prospect. 
They went silent. 
Twice. 

Recently we reconnected. 

The person I originally built a warm relationship with left the company and handed things to their successor. 

With the new person I spent another 6-9 months building trust. I did non-intrusive follow-ups to remind them we exist. 

Here's the funny part: my last follow-up landed on the exact day they were discussing us in their team meeting. 

We joked that we must have wiretaps in their office because the timing was perfect.

 ↳ And this is the unfair advantage of small teams. 

We're 8 people at Bouncer. 

We don't have quotas screaming at us every quarter. 

We don't need to "move on" after the second silence. 

We can afford to be patient with relationships that actually make sense.

Meanwhile, 50-person sales orgs have moved on to "warmer leads" 3 times over. 

So when they finally reconnected, there was zero friction. 

No negotiation. 
No feature comparison. 
No "let me think about it." 

They'd been evaluating us for a year. By the time they said yes, they were already sold. 

Small teams stay close to operational reality. 
Large structures get disconnected. 

We can build genuine relationships. 
Not just "touch points" in a CRM. 

Most vendors give up after 2-3 months. 

If you can stay present (without being annoying) for 12+ months, you're often the only one left when they're ready. 

Patience isn't just a virtue. It's a competitive advantage. 

What's your longest sales cycle that paid off?

No tricks, just treats...
It's just 3 days left till the end of our deal,
that let's you prepare for BFCM and high season in email.

+30% more credits with every Pay-As-You-Go purchase until October 31!

- Works for any quantity
- Credits never expire
- No promo code needed

Every employee at Bouncer sees the exact same financial data as our investors. 

Even the scary numbers. 

Most founders would call this reckless. I call it the only way I know how to lead. 

Several years ago, we were running out of money. 

3 months of runway left. I kept it hidden from the team for a month. 

Not out of strategy - out of shame. 

I didn't want them to know I'd failed to prevent this situation.

I wanted to "protect" them from the problem. 

I thought keeping it from them was the right thing to do. 

I was wrong. 

They knew something was off. They just didn't know what. 

And that uncertainty - those unnamed fears - were worse than the truth. 

When I finally told them, something incredible happened in that small meeting room: 

Empathy appeared. 
Ideas started flowing. 
The fear disappeared. 
The support showed up. 

Everyone wanted to cooperate to get out of this situation. 

We hit breakeven with around $10k left in the bank.

From that day forward, the team sees our financial data every month. The exact same data our investors see. 

"But don't people panic?" 

No. They make informed decisions. 

There's no isolation of information between management and the team. 

You can build your sense of security based on actual facts, not illusions. 

And recent years showed that even big organizations aren't as secure as they seem. 

Sometimes 20%+ of people lose their jobs overnight with no warning. 

That feeling of security in enterprise is sometimes an illusion. 

I want my employees to build their security based on real information, have the ability to discuss the situation, and work through difficult problems together. 

What's your take - should employees see company financials?

Can’t believe we’re already at the last one! 😮

Over the past few weeks, we’ve talked about data, strategy, and technology, and now it’s time to connect all the dots.

Join us for the grand finale of our deliverability webinar series:

 “Don’t wait for peak season – discover the deliverability best practices trusted by tech providers.”

📅 November 12
🕔 5pm CEST / 8am MST
🎙️ With Arkadiusz Wiśniewski from User.com by Positive

In this session, we’ll go behind the scenes of every “send” - how to scale, segment, and stay strong when inboxes get crowded.

It’s been such a great journey sharing these insights with all of you, and this last one will be the cherry on top 🍒

Let’s finish strong and get ready for the peak season! 

You'll find a link in the comment section bellow 👇

Every year around mid-November, my inbox turns into a battlefield.

“Biggest discount ever!”
“Only today!”
“Buy 7, get 19 free!”

And I always think the same thing:
There has to be a more human way to do this.

So this year, instead of shouting louder, we decided to keep things simple.

From today until December 1st, we’re adding +50% extra credits on all Pay-As-You-Go purchases.

No countdown timers.
No magic codes.
No pretending that the world will end on Friday at midnight.

Just a straightforward boost for anyone who wants to clean their lists and keep their email program healthy going into the new year.

If you need extra credits - great, they’re waiting.
If you don’t - also great, thanks for being with us.

At Bouncer, we try to build things (and run promotions) the same way we build relationships:
with clarity, honesty, and zero unnecessary drama.

Hope your inbox survives this season💛

You'll find the link in the comments below the video 👇

taplio

Radek Kaczyński's Linkedin Analytics

Radek Kaczyński

Performance ScoreRadek Kaczyński's LinkedIn Performance

What is Radek talking about?

Radek Kaczyński's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Radek Kaczyński's Linkedin Analytics

Radek Kaczyński

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);}Radek Kaczyński's LinkedIn Performance

What is Radek talking about?

Radek Kaczyński's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Radek Kaczyński's Linkedin Analytics

Performance ScoreRadek Kaczyński's LinkedIn Performance

Radek Kaczyński's Best Posts (last 30 days)