Creating a Culture of Courage: Daryna Kuzmyk from Railsware On How Authenticity Benefits People and Profits in the Workplace
An Interview With Vanessa Ogle
Respect and understanding
Respect means valuing different perspectives and creating an environment where people feel heard. It’s about understanding the needs of our clients and colleagues, meeting them where they are, and working together to find solutions.
In today’s social media filled, fast-paced world, authenticity in the workplace and in our personal lives has become more difficult to come by. Business leaders must focus on the bottom line of profits and corporate success, but does that have to be at the expense of the authenticity of their employees? I believe it is quite the opposite. I know from my own experience that a culture of authenticity allows the hiring of a team that will bring their all to the workplace. That fosters innovation, creativity and a level of success that few companies dream of. Yet, fostering an environment where individuals feel secure enough to express their true selves remains a challenge. The importance of authenticity cannot be overstated — it is the foundation of trust, innovation, and strong relationships. However, creating such a culture requires intention, understanding, and actionable strategies. As part of this series, we had the pleasure of interviewing Daryna Kuzmyk.
Now Talent&Culture Lead at Railsware, a tech product studio, Daryna Kuzmyk hasn’t always been an expert in talent management. She reached top positions in sales, however, a time came when she understood that her true passion is empowering people and helping them find their career match. She’s vocal about corporate culture approaches, promoting a healthy balance between personal and business goals. Outside of work, Daryna an adventure-loving traveler and an avid reader who never stops learning new things.
Thank you so much for joining us in this interview series. Before we dive into our discussion our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
Believe it or not, my journey to talent and culture matters started in sales. I jumped into the sales world straight after graduation by becoming a sales representative. Back then, recruitment wasn’t even on my radar — I was busy selling ad space in magazines, newspapers, and brochures. Over time, I worked my way up to Head of Sales. That’s when I first encountered the hiring process. It didn’t take long for me to realize that recruitment was something I truly enjoyed.
What really hooked me was the connection between my sales skills and hiring. It turned out that headhunting is like selling, but in a much deeper way. You present a role and the company’s values to a candidate and look for a perfect match — a win-win for both sides. I found it fascinating and challenging, and, to be honest, I felt pretty good at it.
Then came a major pause — nine incredible months of maternity leave. It gave me time to reflect on whom I wanted to be, what truly excited me, and where I could make the biggest impact. That’s when it hit me: helping people find their place in the right job wasn’t just a task I enjoyed. It felt like my calling.
So, I made a bold move. After my little one arrived, I shifted my focus entirely to recruiting. By then, I had the skills to kick off confidently. I loved figuring out a company’s needs and matching them with just the right person. It felt like second nature.
My journey started at an American recruiting agency. Eventually, it led me to Railsware, where I’ve been able to combine my passion for people with my knack for problem-solving. And honestly, I wouldn’t have it any other way.
Can you share the most interesting story that happened to you since you started your career?
When you try something new, there’s always that stress — the fear of the unknown, especially when it’s a whole new world at work. However, as the saying goes, “Feel the fear and do it anyway.” So I did, hitting the ground running with recruitment in an international market.
I clearly remember one of my first interviews ‘on the other side,’ as a recruiter. It was online as I was sitting in the suburbs of Kyiv, the capital of Ukraine, while the candidate was in Los Angeles. The sheer distance between us felt enormous. Yet, here we were, working together to reach a common goal. And it turned out to be a tipping point for me.
That experience completely reshaped how I saw the world. I realized how connected everything had become — how I could experience different cultures, learn new approaches, and explore fresh perspectives with just a computer and an internet connection. It made me realize that the world isn’t as big as it seems, and barriers we think exist are often self-imposed.
From that moment on, I knew I didn’t need to focus only on local talent. I could find incredible people anywhere — literally anywhere. And I’ve never looked back. Almost 90% of my career since then has been in international recruiting. I’ve hired talent in over 40 countries, and each experience has been amazing. It taught me to think globally, embrace different cultures, and adapt to so many approaches to business and life.
What keeps me hooked is the human connection. I’ve done over 1,000 interviews. Probably way more, but who’s counting? Every single one feels like an opportunity to learn something new. It’s about finding common ground, uncovering someone’s strengths and weaknesses, and figuring out where they’ll truly shine. If someone isn’t the right fit for one position or company, I always try to suggest another role or even a different company — if I can. Within a company, it’s about matching them with the right product or team.
You are a successful individual. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
If I had to pick three traits essential to my journey, they would be adaptability, empathy, and business acumen.
Let’s start with adaptability. In any profession, adaptability means being open to change and learning to adjust quickly to new environments or challenges. It’s not just about coping but finding ways to contribute in unfamiliar situations. Whether joining a new team, taking on a different role, or managing unexpected shifts, adaptability helps you navigate change confidently and clearly.
In recruitment, this trait takes on an extra layer of importance. Each company has its own culture, values, and way of working. You need to learn how things get done — everything from communication styles to decision-making processes — and align yourself with them as quickly as possible. I remember when I first moved into hiring after a career in sales. It wasn’t just about learning the technicalities of hiring — I also had to adapt to an entirely new way of thinking and collaborating. Being adaptable allowed me to integrate into the team, understand the nuances of the role, and start making an impact sooner.
Now, to empathy. It is about truly understanding the people you work with — listening to them, seeing things from their perspective, and recognizing what they’re feeling, even if they don’t say it outright. Empathy is one of those traits that can transform how you interact with others, whether in life or work.
For instance, the interviews are stressful, no matter how experienced the candidate is. To build trust, you need to create a space where people feel comfortable being themselves. Early in my recruiting career, I focused on empathy and learned to read between the lines and build meaningful connections. This not only helps candidates open up but also ensures that I’m recommending roles that they’ll genuinely match.
Last but not least, business acumen. It means understanding the bigger picture — how your work fits into the goals and needs of the organization. It’s about making decisions that aren’t just good at the moment but also contribute to long-term success.
In my experience, this translates to putting the right people in the right seats, not just filling vacancies. A mismatch can cause challenges for both the individual and the team. I recall when a team struggled with output despite having talented members. After reassessing the team structure, we moved one person to a different project that better suited their strengths. The change improved their performance and boosted the team’s overall efficiency. It’s a reminder that business success depends on people being in roles where they can do their best work
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a pivotal moment in your career or personal life when being authentic made a significant impact on your success or well-being?
Being authentic — open and honest about who you are and what you want — has a real impact on your life and career. When you’re transparent about your goals and needs with the right people, you not only gain clarity about your own path but also build stronger, more genuine connections.
A pivotal moment for me was realizing the value of authenticity in personal development. At Railsware, where I work now, transparency is a cornerstone of the company’s culture. Open communication isn’t just encouraged — it’s essential. Whether discussing challenges with teammates or aligning on goals during individual development planning, being honest about where you truly want to grow has always led to better outcomes for me.
When I could openly discuss what areas excited me or what wasn’t working, it allowed me to adjust on the fly and realign my focus. This kind of honesty — both with myself and with others — has been key to staying happy and productive at work. It’s a reminder that understanding yourself and being true to that understanding is a foundation for long-term success and well-being.
How do you navigate the challenges that come with encouraging authenticity in a diverse workplace, where different backgrounds and perspectives may sometimes lead to conflict?
The challenge often lies in companies failing to acknowledge gaps in their culture, vision, or feedback mechanisms. Without a strong foundation, it’s difficult for any team, including a diverse one, to grow and foster a culture that embraces freedom of thought and bold ideas.
Yet, I’ve seen that it’s entirely possible. As I collaborate with a team spanning ages 20 to 50+ and working across 30+ countries, I am dedicated to building this culture, supporting newcomers, and ensuring every voice is heard.
You can’t build additional layers unless you have a solid foundation, and that foundation is your cultural core. It must begin with clarity and alignment, and one of the most effective ways to achieve this is by standardizing processes and communication.
For instance, if your team consists of up to 10 people, but you are planning to grow and bring in colleagues from various locations and backgrounds, it’s essential to prepare your processes. It means ensuring that documentation, policies, and workflows are unified in a single, easily understood language.
At Railsware, this has been a fundamental part of our growth — bringing all processes into a shared, transparent framework that’s logical, accessible, and consistent for everyone. These shared rules and standards eliminate unnecessary friction, enabling the team to focus on collaboration and creativity.
Such a cultural foundation relies on systematic feedback gathering — not just collecting opinions but also teaching the team how to provide constructive feedback effectively. As the company’s founder, Yaroslav Lazor, always stresses, “Railsware is built on feedback.”
Beyond feedback, maintaining ownership and flexibility across the organization is crucial. We’ve got rid of rigid titles, unnecessary meetings, and top-down decision-making. Instead, we foster a culture where feedback is the must of progress, encouraging everyone to share opinions, suggestions, and even criticism without fear.
When a team shares common goals and passion, differences in backgrounds and experiences turn into strengths rather than barriers. My role is all about supporting this — nurturing and evolving our culture, empowering new members to find their footing, and ensuring everyone feels heard. It’s an ongoing journey, but one that builds authenticity and collaboration in the workplace.
Ok super. Here is the main question of our interview. Based on your experience and research, can you please share “5 Ways to Create a Culture Where People Feel Safe to be Authentic?” What strategies have you found most effective in fostering an environment where employees or team members feel safe to express their true selves, including their ideas, concerns, and aspirations? If you can, please share a story or an example for each.
Authenticity doesn’t just happen overnight — it needs the right environment to grow. Over the years, I’ve understood that fostering a culture where people feel safe to be themselves comes down to freedom: freedom to be flexible, to choose, to grow, to speak up, and to manage tasks. Here’s what that looks like in practice:
1. Flexibility
People grow the most when they are free to choose where and how they work. With so much talk about returning to the office these days, I still believe that fully remote opportunities and flexible schedules give people something far more valuable — responsibility. It empowers your colleagues to step up with ideas, take ownership of them, and manage their implementation in the best working time, day or night 🙂 Moreover, such responsibility teaches us to combine business and personal interests, opening the door to new insights the next day.
I’ve witnessed this in action, and it’s inspiring. Take our office, for example — we don’t mandate attendance. Instead, we trust our team to work wherever they feel most productive and happy. Our travel-to-office policy ensures that those who choose to visit have an enjoyable and hassle-free experience.
Each team member gets an annual budget to cover travel, accommodation, and even insurance if needed. By year’s end, most have fully utilized it. Our office is not only welcoming to colleagues but also their pets, making it a lively and bustling space.
Many use it as a hub for offline collaboration, in-person brainstorming, or simply as a convenient pit stop before heading off on new adventures. It’s not uncommon to see team members drop by before jetting off to destinations in Asia, Africa, or across Europe. The result? A flexible, trusted environment where people are free to work — and create what makes sense — on their own terms.
2. Freedom to grow
Growth should be personal, not just professional. For me, it’s about more than offering courses or upskilling. I believe in truly supporting someone’s unique journey. Sometimes, that means helping someone take an entirely new path.
I remember one colleague who wanted to switch careers from QA to Product Management — a complete 180-degree turn. However, it was a real pleasure to provide resources, believe in her potential, and give her the needed space and tools to try out this position. When people know their growth is genuinely valued, they feel safe to dream big.
3. Freedom through feedback
Honest feedback is the foundation of trust, but it has to go both ways. People need to feel safe sharing their thoughts, concerns, and even criticism without fear. To make that possible, it’s essential to create clear policies that protect respect and dignity for everyone.
Regular feedback sessions shouldn’t just be a formality — they should lead to meaningful action. In our case, we make it a point to gather feedback whenever there’s an opportunity to improve our processes, such as after completing a trial period. We take note of each person’s wishes, interests, and, most importantly, their concerns.
This feedback is documented with care, ensuring privacy. Then we share it with the person responsible for managing and implementing relevant changes. It’s a straightforward approach, but it allows us to refine the experience and make improvements where they’re needed most.
4. Freedom to find the match
Creating a space where people can do their best work starts with finding the right fit for both the role and the team. It’s up to the company to set clear, honest values that actually guide how things work, not just sit on paper. When those values are real, they naturally attract people who share the same vision and approach.
At Railsware, we play open cards and welcome everyone who can share the same culture and values we have. From the very beginning, we ensure that specialists understand the core principles that define Railsware: being direct, being open to any ideas and ready to work with transparent processes, no titles and no bureaucracy. Joining our team isn’t just about skills — it’s about having the right mindset.
We are proud of our communication culture that breaks down barriers of age, seniority, gender and experience. It’s completely usual here for an intern to chat openly with a C-level manager or for a mature professional to seek advice from a newcomer. This culture of openness is one of the thighs that makes Railsware attractive to talent, as it’s a place where everyone has something to teach and learn.
5. Respect and understanding
Respect means valuing different perspectives and creating an environment where people feel heard. It’s about understanding the needs of our clients and colleagues, meeting them where they are, and working together to find solutions.
This approach has had a lasting impact, not only on our team but also on the companies we partner with. By prioritizing respect and open communication, we’ve built stronger, more meaningful connections that help everyone thrive.
Not long ago we saw the true fruits of our culture of respect. We gifted our team an Advent calendar filled with both offline and online surprises. One of these encouraged our colleagues to give awards to their colleagues they collaborated with and learned from. All sweet templates were shared through our “thank you” Slack channel.
And what started as a quiet morning quickly turned into a busy celebration of gratitude, thanks, emojis, and shared memories. In total, we received 60+ thank-you “awards” in one day. However, the new awards continued popping up for the next few days until the end of the year.
In your opinion, how does authenticity within an organization influence its relationship with customers, clients, or the broader community?
Authenticity shapes the way we connect with our clients, partners, and community. One question we often hear is, “How do you build your team, structure your processes, and consistently prioritize quality over quantity?” We’re always happy to share because these aren’t just practices — they reflect who we are. Our commitment to “quality over quantity” has become a core part of our identity, and people trust us because we stay true to that.
Our community and clients are the reason we create. They aren’t just recipients of our work — they inspire it. By focusing on delivering thoughtful, practical tools, we aim to exceed expectations and bring genuine value. It’s not about checking boxes or following trends — it’s about building something meaningful for people who matter.
This authenticity creates a foundation of trust, respect, and shared purpose. When you’re honest about your values and transparent about your processes, people see that you care. That’s what strengthens relationships and makes them last.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
That movement would undoubtedly start with a simple but thought-provoking question, “ Do you want to just tick the boxes or do what makes sense?”
Many companies still prioritize task completion over real impact, focusing on speed or numbers rather than quality. However, creating real value requires more than that. It means inspiring your team to focus on meaningful, well-thought-out actions that create long-term value. So they could develop and become specialists who can slow down, build stronger relationships, and deliver quality — whether in work, community initiatives, or personal growth. In short, help them be T-shaped specialists.
At its heart, this movement is about fostering true passion and helping people develop their unique strengths. After all, isn’t it better to make a genuine contribution, something that truly matters, rather than just patching things together? Authentic impact always outlasts quick fixes.
How can our readers further follow you online?
I will gladly welcome connections on LinkedIn where I often share some of my thoughts and recommendations.
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Creating a Culture of Courage: Daryna Kuzmyk from Railsware On How Authenticity Benefits People and… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.