About Dikimu
Supporting organizations in building capable teams through structured onboarding and continuous development programs
Our Beginning
Dikimu started in 2015 when three HR specialists in Sofia recognized a recurring challenge: companies were hiring talented individuals but lacked systematic approaches to integrate them effectively. The founders had collectively worked with 47 Bulgarian enterprises and observed that employee turnover within the first six months averaged 28%, primarily due to inadequate orientation processes.
They established a consultancy focused specifically on employee adaptation, developing frameworks that addressed both procedural knowledge transfer and cultural integration. The initial client base consisted of 8 mid-sized technology companies in Sofia's business district.
What We Do Today
Our practice has expanded to cover complete onboarding cycles, from pre-arrival preparation through 90-day integration milestones. We design training modules for specific industries including finance, manufacturing, IT services, and retail operations. Each program incorporates role-specific competency assessments, mentorship pairing systems, and feedback mechanisms that track progress at 30, 60, and 90-day intervals.
The team now includes 23 consultants with backgrounds in organizational psychology, instructional design, and industry-specific operations. We maintain offices in Sofia and operate throughout Bulgaria, with 67% of clients located in the capital region and 33% in cities such as Plovdiv, Varna, and Burgas.
Our Purpose
We work to reduce the time organizations need to bring new hires to full productivity. Research from our client implementations shows that structured adaptation programs decrease time-to-competency by an average of 37% compared to informal orientation methods.
Our objective is straightforward: provide companies with repeatable systems that new employees can navigate independently while ensuring they receive necessary support at critical juncture points. This involves creating documentation, training existing staff as facilitators, and establishing measurement criteria that indicate when someone has successfully transitioned into their role.
We measure success by retention rates at 6 and 12 months, performance evaluation scores during probationary periods, and feedback from both new employees and their direct supervisors regarding the clarity and usefulness of orientation materials.
Core Principles
Evidence-Based Methods
Every training component we implement is supported by data from previous deployments. We track completion rates, knowledge retention scores, and performance outcomes to refine content continuously.
Practical Application
Materials focus on tasks employees will perform in their actual work environment. We avoid theoretical concepts without direct workplace relevance, ensuring training time translates to job capability.
Scalable Systems
Programs are designed to function whether a company hires 2 people annually or 200. Documentation and processes can be executed by internal HR teams without requiring external consultants for each new hire.
Transparent Communication
We provide clients with detailed implementation timelines, resource requirements, and expected outcomes before engagement begins. Project scopes include specific deliverables with completion dates.