Agiledrop's story started in 2008 when its founders embarked on the entrepreneurial path.
How it all started
On 26 September 2013 Agiledrop Ltd is officially incorporated with a vision to build a web development company serving clients all around the globe, with a focus on delivering bespoke solutions that make an impact.
During the first year, we strike gold with a couple of bigger clients and projects. Since we’re still in the early stages, everyone on the team of four is working in the trenches, developing and building a reputation in the open-source community.
We start working on our company culture and define our values. To build a stable team we invite existing contractors to join us full-time and along with hiring new talent we double in size by the end of the year. We also hire for the first non-development roles.
With the workload ranging from consulting and design to development and hosting, some new challenges appear. We examine the business, service by service, client by client. We come to the conclusion that development for agencies is where our focus should lie.
The new specialization helps our marketing and sales team and soon the demand is greater than our capacities can handle. We onboard 20 more team members to support that demand. It is a year marked by implementing processes to support our future growth.
You start to see Agiledrop's logo at many conferences. This exposure generates more work, with the team size growing to 40. In order to maintain the work quality of our engineering team, we establish the role of a development mentor.
We realize offices across Slovenia give us access to talent while also keeping true to our culture of work-life balance. With a total of 4 offices, we are now 60 people. More and more projects are on an enterprise level with much bigger teams.
Despite all the disruptions, the Agiledrop team grows to 71 members and focuses on more advanced digital experiences with enterprise-level frameworks beyond Drupal. We revamp our strategy and launch a podcast.
We’re adapting to the constant change, both external and internal. We shake up our management structure and clarify employee roles. As we move to a hybrid working model, we focus even more on the employee experience of our 80 team members.