SOFTSWISS runs a summer camp for its employees’ children. The engagement scores suggest it is working better than most corporate perks.
SOFTSWISS has completed its third annual Kids Camp, hosting 175 children from ten countries across two 11-day sessions. The initiative, which won an Eventex Award in 2025, runs alongside an employee engagement score of 3.98 out of 5 and an eNPS of 35, nearly double the industry median.
- The 2026 Kids Camp Scale
- Why a Tech Company Runs a Summer Camp
- The Engagement Numbers
- The Business Case for Family Perks
SOFTSWISS has wrapped its third annual Kids Camp, bringing 175 children from ten countries to two 11-day sessions built around an island expedition concept. The 2026 programme expanded for the first time to a dual-session format. Children from Poland, Spain, Germany, Malta, Lithuania, Georgia, and other locations joined age-based teams for missions, challenges, and a camp-wide microeconomy where they earned and spent coins for achievements. The most popular purchase request was one the organisers could not fulfil: using coins to extend their stay. Founder Ivan Montik called the initiative one of the things he is most proud of at the company. The statement is not casual. Industry observers have noted SOFTSWISS’s distinctive approach to employee retention as the iGaming sector competes fiercely for technical talent across Eastern Europe and beyond.
The 2026 Kids Camp Scale
The 2026 camp ran across two 11-day sessions, up from a single session in prior years. One hundred seventy-five children attended, up from an unspecified lower number in 2024 and 2025. The geographic spread covered ten countries. Poland, Spain, Germany, Malta, Lithuania, and Georgia were named. Others were not specified. The expansion to two sessions suggests demand exceeded capacity in previous years. The Reality Island concept structured the entire programme. Children were assigned to age-based expedition teams. Missions connected into a continuous narrative. Activities included video production, DJing, animation, outdoor challenges, and entrepreneurship within the camp’s microeconomy. The microeconomy is the most distinctive element. Children earned coins for completing tasks and demonstrating skills. They then chose how to spend those coins. The system taught basic economic decision-making. It also created motivation structures that did not rely on adult authority. The most requested spend was an extended stay. That is the kind of engagement metric no employee survey can manufacture. The camp delivered approximately 350 hours of programming across both sessions. That is roughly 100 hours per child, assuming even distribution. The density of activity is high for a summer programme. It suggests the schedule was packed rather than padded.
Why a Tech Company Runs a Summer Camp
SOFTSWISS is not a summer camp operator. It is a gaming platform provider serving more than 1,500 brands with over 2,000 employees across multiple international locations. The Kids Camp is a retention tool dressed as a family benefit. Montik framed it explicitly. He said it shows employees that SOFTSWISS cares about what matters to them beyond work. That creates trust, connection, and engagement. The logic is direct. iGaming competes for technical talent with fintech, SaaS, and blockchain companies. Salary is table stakes. Perks differentiate. A summer camp for employees’ children is a perk that signals long-term commitment. It says: we are building a company where you can build a life. The practical benefit is equally real. Working parents face a summer childcare gap. School holidays do not align with corporate calendars. Knowing children are safe, engaged, and enjoying an independent experience allows parents to focus. Daily updates kept parents connected without micromanaging. Children had space to build friendships and make decisions. Iuliia Shcherbinina, the project’s senior event manager, said both sides matter. The children’s adventure and the parents’ peace of mind are equally weighted in the programme design.
The Engagement Numbers
The camp coincides with SOFTSWISS’s strongest internal engagement results to date. The latest employee survey scored engagement at 3.98 out of 5. That is the company’s highest result so far. The employee Net Promoter Score stands at 35. The industry median for large Information Technology & Services companies is 19, according to Culture Amp’s January 2026 benchmark. SOFTSWISS nearly doubles that. The correlation between the camp and the scores is not causal. The camp is one initiative among many. However, the timing is suggestive. The third year of Kids Camp aligns with the peak engagement score. The company has been investing in culture systematically. The Eventex Award 2025 in the Corporate Event category validated the programme externally. The engagement score validates it internally. Both matter for recruitment. Prospective employees research culture before accepting offers. Awards and metrics provide third-party proof that the culture claims are real. The 3.98 score is not perfect. It leaves room for improvement. The fact that it is rising year after year is what matters. Engagement trends are more predictive than absolute levels. A company at 3.5 and climbing is healthier than one at 4.0 and falling.
The Business Case for Family Perks
SOFTSWISS’s approach is part of a broader trend in iGaming. Technical talent is scarce. Remote work has globalised competition. A developer in Warsaw can work for a London fintech or a Singapore blockchain startup as easily as a Minsk gaming company. Retention requires more than compensation. It requires belonging. Family-oriented perks create belonging in ways that free lunches and gym memberships do not. They signal that the company sees employees as whole people with lives outside work. The Kids Camp is expensive. Two sessions, 175 children, 350 hours of programming, international travel coordination, and staff supervision. The cost is not disclosed. It is not trivial. The return is harder to measure but no less real. Lower turnover reduces recruitment and training costs. Higher engagement increases productivity. Stronger culture attracts better candidates. Montik said the camp creates a stronger sense of trust, connection, and engagement. Those are the exact variables that predict retention. The camp is not philanthropy. It is strategic investment in human capital. SOFTSWISS’s scale makes it feasible. Two thousand employees across multiple offices can absorb the fixed costs of a summer camp programme. Smaller companies cannot replicate it. That is the point. The camp is a competitive moat. It is replicable in theory. In practice, it requires organisational commitment, budget, and execution capability that most competitors lack. The third year suggests SOFTSWISS has all three.
Frequently Asked Questions
What is SOFTSWISS Kids Camp?
SOFTSWISS Kids Camp is an annual summer programme for employees’ children. The 2026 edition hosted 175 children from ten countries across two 11-day sessions built around an island expedition concept with missions, challenges, and a camp-wide microeconomy.
How many children attended SOFTSWISS Kids Camp 2026?
One hundred seventy-five children from ten countries attended across two 11-day sessions. Participating countries included Poland, Spain, Germany, Malta, Lithuania, and Georgia. The programme delivered approximately 350 hours of structured activities.
What activities did children do at SOFTSWISS Kids Camp?
Children participated in video production, DJing, animation, outdoor challenges, and entrepreneurship within a camp microeconomy where they earned and spent coins for achievements. Activities were structured around age-based teams completing missions in a continuous island expedition narrative.
What are SOFTSWISS’s employee engagement scores?
SOFTSWISS’s latest employee survey scored engagement at 3.98 out of 5, its highest result to date. The employee Net Promoter Score is 35, nearly double the industry median of 19 for large IT and services companies according to Culture Amp’s January 2026 benchmark.
Why does SOFTSWISS run a summer camp for employees’ children?
The camp serves as a retention and engagement tool in a competitive talent market. It signals long-term commitment to employees, addresses the summer childcare gap for working parents, and creates a sense of trust and belonging that differentiates SOFTSWISS from competitors relying on standard perks.
Has SOFTSWISS Kids Camp won any awards?
Yes. The initiative won an Eventex Award 2025 in the Corporate Event category. The award provides external validation of the programme’s quality and serves as a recruitment asset by demonstrating SOFTSWISS’s culture claims with third-party recognition.
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