The job market has changed significantly recently, which naturally necessitated many changes. A significant problem that we also had to deal with was finding the right people for Tavex also to allow them to develop and to be able to keep them in the company for a long time. With our project, we have the chance to choose the right person among more candidates, train them in the right way with an individual approach, develop them in the field where they are interested and keep them, which allows us to achieve our business goals. With the right people, in the right way, we have managed to be leaders in the investment gold market in Bulgaria for 13 years. In addition, we are giving to the young people to develop themself in the financial area.

The target groups of our project are two: - The first is young people between 18 and 22 who have just finished high school or are in the first step of higher education. Our goal is for them to understand Tavex and the opportunities we can provide them as employers. - The other target group is the company's current employees, where the primary role is developing and accumulating new knowledge and skills.

Our project started in the middle of 2020. With each passing year, it becomes more and more significant and essential, which is why we build on it and increase the strategies we include in it. Like in 2023, it remains a core part of our work, focusing on fully identifying the potential of every single person in the company.

We started cooperation with universities, which allowed us to reach our target group directly. For higher results, we involved our employees who study at the respective universities. We established pages on social networks to show good practices in the company. We built the benefits program, which is entirely built around the needs and wants of our employees. It includes benefits indicated explicitly as crucial by the employees, which bring added value not only to them but also to their families - A luxury caravan on the sea and an event hall for the employees and their families, an extended package of additional health insurance and life insurance, a library and access to learning platforms. Three employees were involved in a project to reformat internal training to meet the changing environment. This project is still in progress. We built a strategy for internal events to increase employee engagement, and in each event, different employees took part in the organization. In 2022 we became a partner of the SOS Children's Villages Cause for a socially responsible employer brand and inspired employees.

Twice as many job applicants compared to the previous year. We have achieved high satisfaction and usability of additional benefits. We conducted external group and individual training, as well as internal ones, to increase the knowledge and competencies of employees. The results of this are visible in the development of people: a colleague became the Country manager in Serbia, who started in the company six years ago as a student, and 20% of the employees have developed in another role. We achieved high employee engagement - 95% employee participation in events. Increase in job referrals from our employees. We have established ourselves as a leader in the investment gold market. Tavex ranked second among the most desirable employers among students.