Curious about how the discipline of professional football translates into the world of Human Resources? In this interview, our team member Merza Julevic, who balances both careers, shares how her athletic experience enriches her approach to leadership, recruitment, and team-building at b-next. Discover how these unique experiences inform her work and contribute to the company’s success.
Balancing two demanding careers—HR and football—must be challenging. How do you manage your time and maintain peak performance in both?
This is indeed a great challenge and is only possible for me because b-next has always supported me, taken my sport into consideration, and, above all, allowed me to work flexibly. Remote work and adaptable hours enable me to manage both roles effectively, which I’m very grateful for.
How does your experience as a professional athlete influence your approach to recruiting and team-building in the workplace?
Years as an athlete have taught me the importance of recognizing individual strengths and valuing diversity. I’ve gotten to know so many different clubs and people. I’ve had the privilege of working with numerous teams, each with unique dynamics and talents, and I believe the key to success lies in drawing out the best in each person. Just as in sports, where every player has a role, each individual in a company contributes to the bigger picture. b-next is a very international company with colleagues from many different countries and cultures, which I really like and which also reflects the corporate culture. I see HR/recruiting as the heart of a company because every team or company is only as strong as the people behind it.
How did COVID change the recruitment landscape? Is it easier or harder to recruit post-COVID?
COVID-19 brought both challenges and opportunities, transforming work and recruitment. Remote work has become the norm, and many companies, including ours, have embraced remote or hybrid models. This shift has broadened our talent pool, enabling us to reach candidates across diverse locations. However, assessing cultural fit remotely can be complex. The pandemic also accelerated digital transformation, driving up demand—and competition—for tech talent in fields like software engineering, data science, and IT security. Virtual recruiting has evolved as well, with video interviews now a standard practice.
What skills from your football career do you find most applicable when making hiring decisions, and how do they enhance your HR role?
I look beyond documents and references, focusing on the person behind them. Personal interviews offer the best insight into a candidate’s potential fit within our team. Much like in football, where alignment with the team’s goals is crucial, in recruitment, finding shared values and growth potential is key. When each individual develops, the entire team strengthens, driving success for the organization. This people-centered approach ensures that both the individual and the company thrive together.
In what ways do you think companies can learn from sports teams to create stronger, more cohesive work environments?
In many ways, companies can take inspiration from sports teams to build stronger, more unified work environments. From my personal experience, I see the following key practices translating well to the office:
- Foster Open Communication & Trust:
Just like a team thrives on clear communication, companies do too. Create an environment where people feel safe sharing ideas and giving feedback—this builds trust and keeps everyone on the same page. - Define Roles Clearly:
In sports, every player knows their job, which helps the team move efficiently. Companies can benefit from doing the same—make sure everyone understands their role and how it fits into the bigger picture. - Build Resilience:
Athletes don’t dwell on losses—they bounce back stronger. Companies should embrace this mind-set by treating setbacks as chances to learn and grow instead of failures. - Create a Shared Identity:
Teams succeed when players feel like they belong and are playing for something bigger than themselves. Companies can tap into this by fostering a strong culture where employees feel connected to the mission and values. - Lead like a Coach:
Great coaches motivate, guide, and hold their teams accountable. Companies can adopt this leadership style by developing managers who support their teams, mentor employees, and inspire growth instead of just assigning tasks.