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Peax software, Оболонська Набережна, 19 корп. 4, Kyiv (2026)

28/07/2026

The story of peax software is rooted in experience, shaped by transformation, and driven by growth.

✅ What we are building today did not begin yesterday.

Founded in 1994, Unitask Group became an ambitious player in the international IT market from its earliest years, with deep expertise in enterprise solutions, data integration, and technology consulting.

Over the years, this foundation shaped not only strong delivery capabilities, but also a way of thinking: practical, deep, and business-oriented.

✅ A key turning point

In 2021, Unitask Group became part of EMET Computing, a major Israeli technology group.

That same year, the controlling stake in EMET Computing was acquired by FIMI Opportunity Funds – one of Israel’s leading investment firms, focused on developing mature companies with strong growth potential.

This step created new momentum, broader opportunities, and a stronger platform for the future.

✅ A new stage in 2026

In 2026, EMET was rebranded as the peax group. Along with the group, Unitask Group also evolved – and today continues its journey under the name peax software.

This is more than rebranding. It is a natural evolution: from a strong technology company with deep roots to part of a broader ecosystem spanning software, data, cloud, infrastructure, cybersecurity, and AI.

💡 What matters most: we keep the legacy, the expertise, and the depth – and gain new scale, new opportunities, and a bigger horizon for growth.

That is the peax software way: deep roots, strong expertise, and a future built to scale.

23/07/2026

This year, peax is proud to be recognized with 25 Tier 1 rankings in the STKI 2026 rankings, across 22 categories.

Behind every ranking is something bigger than a title: deep expertise, strong teams, years of learning, and a real commitment to understanding customer needs.

We are proud of the peax teams and group companies that keep going deeper into technologies, business challenges, and meaningful solutions.

These recognitions are not just about where we stand today.
They reflect how we work, how we grow, and how we create value together.

A strong result. A proud milestone. And one more reason to keep moving forward.

29/06/2026

Over the next few months, our focus at peax software will be clear: we'll strengthen our people infrastructure and scale our recruitment while maintaining the same quality we expect from our engineering work.

✅ First priority: PeopleForce

We have already launched the system in its core configuration. It works as planned. Now we are moving to the next stage: turning it from a basic HR system into a tool that reflects the real needs of different companies within our group.

And these needs are not identical.

▪️ Some teams want to see performance review results in one place.
▪️ Some need asset management: equipment, ownership, and timelines.
▪️ Some want a structured view of employee skills, so when a new project appears, we can first look inside the company and offer our people new opportunities to apply and grow their expertise.

On paper, this sounds simple. In reality, every such request opens a set of deeper process questions. This is why the next stage is not just about system settings. It is about designing better people processes.

✅ Second priority: recruitment

We now have a strong pipeline of new projects for our current clients – and a growing number of open positions. This creates pressure on the recruitment team, but also gives us a very important opportunity: to improve how we manage hiring at scale.

When you recruit actively, process discipline becomes critical. Information flow matters. Ownership matters. Visibility matters. The team must clearly understand where each piece of information lives, how decisions are made, and how quickly we can move without losing quality.

At the same time, new projects bring new profiles, new requirements, and new professional challenges. This keeps the work demanding – and interesting.

So yes, the next few months will be intense. But this is exactly the kind of intensity that demonstrates a team's maturity: when systems, processes, and people grow together.

18/06/2026

✨ A new campus is never just about a new address!

In mid-February, Peax moved to its new Peax Campus in Petah Tikva, Central Israel – a shared home for all our divisions and most of the companies across the group.

For years, our teams worked from different locations across Tel Aviv, Ramat Gan, Petah Tikva, Rosh HaAyin, and beyond. Each company had its own space, rhythm, and operational environment.
Now, for the first time, we are coming together under one roof – across floors 16-20 of the tower.

And this matters.

Because when technology companies grow, structure becomes as important as talent.

The right environment helps teams collaborate faster, exchange knowledge more naturally, and build stronger connections across disciplines, projects, and business units.

The new Peax Campus is designed to support exactly that: a more connected group, closer cooperation, clearer communication, and a shared sense of momentum.

It is a physical space – but also a business signal. A signal that Peax is entering its next stage of growth with deeper integration, stronger collaboration, and a unified foundation for the future.

New campus.
One group.
More room to grow.

29/05/2026

📌 In this author’s column, Marina Putrenok, HRBP at peax software (Zemingo & iConduct), reflects on what really helps retain key people and keep teams engaged: not one big initiative, but a system of everyday HR and management practices that make people feel supported, seen, and motivated.

At peax software, retention is not only about compensation. It is about how closely HR works with managers, how clearly people see their growth path, and how consistently teams stay connected to the business and to each other.

One of the biggest shifts in our approach came with the HR Business Partner model. Today, HRBP is not only close to the team – HRBP is a real partner to managers in all people-related decisions. This creates better ownership on the management side and a more mature support model for the team.

What helps retain key people in practice?

🌱 A structured start.
We use a 7-touch onboarding approach in the first three months, with regular HRBP check-ins that help build trust early and make sure every newcomer knows where to go for support.

📈 Regular development and performance cycles.
Performance reviews and salary reviews are part of the rhythm. They do not replace each other – they serve different purposes, at different moments, but together they create clarity and progression.

🎓 Real investment in learning.
In teams where this is already strongly built, people have learning budgets and access to professional development resources. Growth can take different forms: training, promotion, internal mobility, or a broader development perspective.

🤝 Team connection matters.
Retention is also shaped by how close people feel to their team. Regular team meetings, smaller sub-team gatherings, knowledge-sharing sessions, and informal meetups all strengthen connections and keep people engaged beyond their day-to-day tasks.

🧠 Managers must stay involved.
A strong retention system does not work when HR carries people topics alone. Managers need to be active participants in conversations, reviews, hiring decisions, development planning, and everyday support. That shared responsibility makes the whole model much stronger.

⚙️ Tools also matter.
HR infrastructure like PeopleForce helps reduce friction, centralize people data, improve visibility for managers, and make routine processes more transparent for team members. That may sound operational, but in reality, it directly improves the talent experience.

✨ The main lesson is simple: people stay longer and work with more energy when support is not occasional, but systematic – when there is structure, development, honest dialogue, and a real sense that both HR and managers are invested in their success.

21/05/2026

📌 In this leadership column, Kateryna Koshkina, VP HR&Operations at peax software, shares how she approaches the development of her HRBP & Operations team – not through one-size-fits-all plans, but through helping each person grow in the direction where they can be at their best.

💬 When we transformed our function and moved to the HR Business Partner model, each member of my HRBP & Operations team took ownership of specific companies across the group. That gave us more than structure. It gave people real ownership – and, just as importantly, it revealed who each of them is professionally.
That was one of the most valuable moments for me as a leader.

Because the truth is: every HR brings their own personality into the profession. Some are naturally drawn to systems, structure, and clarity. Others are strongest when they connect business needs with the growth of a particular person. And once you see that clearly, team development becomes much more meaningful.

🌱 So our first direction is individual growth paths.
At the beginning of the year, I sat down with each team member to talk about where they want to grow next. For some, that means going deeper into areas like Total Reward. For others, it means moving toward Talent Management and learning how to better align company needs with human potential.

🌍 The second direction is a professional perspective.
I want my team to know that the challenges we face are not unique – someone has already solved something similar, somewhere. That is why I see conferences as essential, not optional. In my mind, three to four conferences a year is a must if we want to keep expanding our professional outlook.

🤖 The third direction is AI and shared learning.
We actively explore new AI tools and trainings. But we also have one clear rule: if you have learned something useful, you bring it back to the team. No one is forced to use every tool. But sharing what works is non-negotiable. That is how individual discovery becomes collective capability.

✨ For me, real team development is not just about building skills. It is about helping people grow into a stronger, clearer, more
mature version of themselves as professionals.

14/05/2026

📌 In this expert column, Yuliya Averianova, Recruitment Lead at peax software, explores a challenge that increasingly defines technical recruitment in 2025-2026: how to hire young junior-to-middle talent in a market shaped by AI, high expectations, and uneven real-world readiness. Her core point is simple: employers need to rethink how they hire and support young professionals – and young professionals need to come to the market better prepared for real work.

💬 Hiring junior-to-middle tech talent has become one of the most paradoxical recruitment challenges of 2025-2026.

In many cases, hiring an experienced specialist is actually easier than hiring a younger developer with 1-3 years of experience. The market is full of potential – but not always of readiness. At the same time, Gen Z and millennials are entering work with very clear expectations: growth, learning, flexibility, meaning, and well-being matter as much as compensation. Deloitte’s 2025 survey shows that only 6% of Gen Z primarily aim for leadership roles, while learning and development remains one of the top reasons they choose an employer; 74% also expect GenAI to change their work.

👩‍💻 What should candidates do?
⚙️ Prepare seriously. Read the company website, understand the product, and know your salary expectations before the interview.
⚙️ Strengthen your fundamentals. In reality, theory still matters – especially in technical interviews. Weak theoretical knowledge often leads to an inability to build practical solution logic, explain decisions, or think aloud when solving tasks.
⚙️ Use AI wisely. Many candidates simplify their work with AI, but then struggle to explain the logic behind the solution because it is not truly theirs. AI can accelerate good work, but it cannot replace strong fundamentals, logic, critical thinking, or ownership of your code.
⚙️ Keep reskilling. Learn how to work with AI tools effectively rather than passively consume their output. The goal is to collaborate with technology, not depend on it.
⚙️ Train your communication. Speaking through your logic, asking clarifying questions, and handling feedback calmly are now part of technical performance.
⚙️ Invest in soft skills. In the GenAI era, empathy, leadership potential, openness to feedback, and maturity increasingly shape long-term career growth – sometimes even more than technical ability alone.
⚙️ Show motivation through growth. You do not need to “sell leadership ambitions” – but you do need to show discipline, curiosity, and readiness to learn.

🏢 What should employers do?
⚙️ Speed up the process. A selection process longer than 22 days pushes 58% of young candidates to withdraw their applications. A faster hiring cycle helps companies both fill roles sooner and build better rapport with younger talent.
⚙️ Build real mentorship. Learning is not a bonus for this generation – it is part of the offer.
⚙️ Set transparent goals. Connecting an employee’s work to company goals through clear frameworks such as OKRs can increase engagement by 51%.
⚙️ Focus on well-being. Mental health and work-life balance should be part of the performance conversation, not separate from it.
⚙️ Create peer recognition systems. Younger employees value environments where appreciation comes not only from managers, but also from teammates.

📚 Adobe’s workforce research also shows that young professionals care deeply about workplace culture, peer connection, fairness, and relationships with managers. That is why this hiring challenge is not only about skills. It is about trust, maturity, and mutual effort.

✨ The conclusion is simple: companies need to build better systems for young talent, and young talent needs to come to the market better prepared for real work.

07/05/2026

Behind every 10-year milestone, there is never just a company story. There is always a people story.

A month ago, we celebrated 10 years of the Ukrainian team of IdeoDigital, part of peax software.

It started in 2015 with the first Ukrainian development team within Uteam. In 2016, the team became a separate unit and opened its first office. Then came the next chapters: joining IdeoDigital in 2018, becoming part of Unitask Group in 2022, and in 2026 moving forward under the new name peax software following the group’s rebranding.

A lot has changed over the years – names, offices, structures, markets, and the world around us.

What matters most is the people who made this journey possible.

Today, the Ukrainian IdeoDigital team includes 19 professionals across Full Stack .NET Development, Mobile, QA, and Markup. They work remotely from different cities in Ukraine, as well as from Poland, Romania, and Italy. And they are part of a broader IdeoDigital team of 130+ specialists.

IdeoDigital helps leading organizations navigate digital transformation – designing and delivering scalable digital products and platforms across healthcare, banking, insurance, retail, digital commerce, manufacturing, and logistics.

Within peax software, the company strengthens the group with deep product thinking, strong engineering, and solutions designed for real business needs.

Ten years is a meaningful milestone. But even more meaningful is the team that made it real.

Congratulations to our Ukrainian IdeoDigital team – and thank you for the talent, resilience, and commitment that continue to move this story forward. ✨

30/04/2026

A new name can say a lot.
But sometimes, it says everything about where a business is going next.

The transformation of Unitask Group into peax software is not just a rebrand. It is a clearer expression of who we are today, what we build, and the strength of the group we are part of.

For more than 40 years, the group now known as peax was building its path through depth: deep expertise, deep listening, deep understanding of customer needs, and deep technology capabilities. Formerly known as EMET, the group grew from IT integration into a powerful technology player spanning infrastructure, cybersecurity, cloud, data, software, and digital innovation.

That journey was shaped by strategic growth, major acquisitions, and a strong vision for the future. A defining step came in 2021, when Unitask Group joined the group and became the foundation of its Software Division.

Today, under the new brand peax, that journey has a new language and sharper meaning.

Every peak begins with depth is more than a slogan. It reflects how the group thinks, works, and creates value: through professional depth, sector-based expertise, a personalized approach, and a commitment to meaningful impact.

Within this vision, peax software has a clear role: we build software solutions for complex organizations, combining custom development and existing technologies to meet real business needs.

Led by Kateryna Koshkina, Global VP HR&Operations, peax software across Ukraine, Europe, LATAM, and India successfully coordinates the work of Unitask, WEDO, iConduct, IDEODIGITAL, Innova, Unicloud, and Zemingo.

This is why the rebrand matters.
It positions peax software more precisely within a larger, stronger, and deeply experienced technology group. And it sends a clear message to the market: the former Unitask Group now moves forward with the power of the full peax ecosystem behind it.

A new brand.
A clearer role.
A deeper foundation for growth.

24/04/2026

There comes a moment in every company’s journey when growth demands a new level of operational maturity. For peax software, that meant building more structure, more transparency, and more clarity into the way we manage people processes. That is exactly why launching the HR module of our new PeopleForce-based HRIS across the group became such an important milestone for us.

What started as a system for employee records has quickly become something more valuable: a shared source of truth for employees, managers, and CEOs.

Today, the system already helps us manage the essentials in a much more structured and transparent way. Employee profiles now include the key information teams need to work with every day – personal and employment data, start and end dates, reasons for leaving, emergency contacts, children-related data where relevant, and more.

Employees and contractors now have direct access to their own profiles and can independently manage planned absences, sick leave, vacations, and public holidays. They can see their leave balances, track their absence history, and better understand how their time off is counted.

That may sound simple. In reality, it changes a lot. It reduces routine questions to HR. It makes leave management more transparent. And it helps people trust the process, because they can see the logic behind the numbers.

This matters even more in an international group, where teams across different countries may follow different holiday calendars. Instead of trying to centrally track what matters most to each person locally, employees can select and book relevant public holidays in advance within the system.

For managers, the value is equally practical. They can now directly monitor absences, sick leave, vacation usage, headcount over selected periods, and employee turnover across the group. They can also see anniversaries, birthdays, and daily availability – which helps not only with planning, but also with more personal, attentive leadership.

The system also gives visibility into certifications and licenses, making it easier to understand existing capabilities and identify logical upskilling and career opportunities for the future.

Another important layer is clarity around policies. Our HRIS now includes a knowledge base with internal rules, standards, and policies. So when employees want to understand how a leave rule works, or why a certain deduction was made, they can go directly to the source.

What we have implemented so far is a strong baseline – and it is already working. Now comes the next stage.

As teams begin using the system in real life, each company is identifying what would create even more value for them: performance management, skills banks, equipment management, and other tailored extensions. These requests will shape the next phase of development.

Because the best HR systems are not just implemented. They evolve with the business. And when that happens, HRIS stops being “just a system” – and becomes infrastructure for better employee experience, stronger management, and smarter growth.

Peax software

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Monday	10:00 - 19:00
Tuesday	10:00 - 19:00
Wednesday	10:00 - 19:00
Thursday	10:00 - 19:00
Friday	10:00 - 18:00