People First: How Daria Fot Built HR Foundations for EvenBet’s Global Remote Expansion
- Gambling IQ
- 2 days ago
- 2 min read
Combining engineering logic with psychological insight, Daria Fot is building scalable, people-first HR systems to support EvenBet’s fully remote growth from 50 to 250 employees
When Daria Fot joined EvenBet in 2019, the company was at a crossroads. Rapid growth had exposed gaps in structure, communication and consistency — challenges familiar to many fast-scaling technology businesses. For Daria, however, it was an opportunity to build something deliberate: a people function designed not just to support growth, but to shape it.
Armed with an engineering background and formal training in psychology, she brings an unusual blend of analytical rigour and emotional intelligence to human resources. “HR only works when you understand both systems and people,” she tells GamblingIQ. “Processes matter, but behaviour determines outcomes.”
From her first months at EvenBet, Daria prioritised foundations. Recruitment frameworks were standardised, onboarding rebuilt, and performance evaluation aligned with long-term career paths. Transparency became a central principle. “People need to understand where they’re going, how they’re measured, and how they can grow,” she says.
That clarity proved essential as EvenBet transitioned into a fully remote organisation. As headcount expanded from 50 to more than 250 employees across 20+ countries, Daria focused on scalability without losing cohesion. Clear communication rhythms, structured feedback cycles and shared cultural rituals replaced informal, office-based dynamics. “Remote work doesn’t remove culture,” she explains. “It forces you to define it.”
Retention, she believes, begins long before an employee considers leaving. A champion of early listening, regular check-ins, open dialogue and mediation when tensions arise, she says; “Once someone has decided to go, it’s usually too late. Real retention happens when people feel heard while they’re still engaged.”
Mentorship and soft skills development play a central role in her strategy. Daria introduced leadership training that emphasises empathy, communication and psychological safety alongside technical competence. Managers are trained not only to deliver results, but to recognise burnout, manage conflict and support wellbeing. “Strong leaders create strong teams,” she notes. “And leadership is a learned skill.”
Diversity and inclusion are not treated as separate initiatives, but as outcomes of good systems. EvenBet’s recruitment and promotion processes are designed to reduce bias, resulting in women now representing over 40% of senior and middle management roles. “Diversity doesn’t happen by accident,” she says. “It happens when criteria are clear and decisions are accountable.”
While Daria embraces technology, she remains cautious about automation without oversight — particularly in hiring. “AI can assist, but it shouldn’t decide,” she says. “Human judgment is critical when assessing potential, culture fit and leadership capability.”
Looking ahead, she sees HR’s role continuing to evolve from support function to strategic partner. As EvenBet grows, her focus remains on alignment — ensuring people, processes and purpose move together. “Fast growth can easily dilute values,” she reflects. “Our job is to protect them.”
For Daria Fot, success is measured not only in headcount or retention metrics, but in resilience. “When people feel supported, they perform better,” she says. “That’s not just good HR — it’s good business.”
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