Deutsche Telekom IT Solutions (DT-ITS) is celebrating its 20th anniversary this year – and marking the occasion with a prestigious industry recognition. According to the Randstad Employer Brand Research 2026 in Hungary, the company ranked 2nd across all industries and claimed the top spot in the IT sector for the second consecutive year.

Following last year’s historic first-place finish, this result confirms that DT-ITS’s employer attractiveness is no one-off achievement — it is the outcome of a deliberately built, values-driven strategy, rooted in two decades of experience and commitment.

About the Research

The Randstad Employer Brand Research is one of the world’s most comprehensive and credible employer brand studies, conducted this year across 34 countries. In Hungary, the LEGO Group took first place across all industries, Deutsche Telekom IT Solutions came in second, and BMW Group rounded out the podium in third. The awards were presented by Randstad Hungary on May 7, 2026, at the 13th Randstad Award VIP Event.

Transformation, Opportunity and Responsibility

The IT sector is undergoing one of the greatest transformations in its history. Artificial intelligence is rapidly becoming a foundational skill, while AI agents and autonomous systems are reshaping how companies operate and how work itself is defined. In this environment, DT-ITS is hiring more selectively while continuously reskilling and redeploying its existing colleagues.

“This recognition may mean even more today than ever before. This transformation creates huge opportunities – but also huge responsibility. People still want to work for companies that have both technological strength and human heart. This award shows that Deutsche Telekom IT Solutions is that kind of place.” – said László Kónya, Managing Director of Deutsche Telekom IT Solutions.

People First – Consistently, for Twenty Years

The foundation of DT-ITS’s employer appeal is a philosophy the company has upheld since day one: the development, engagement and wellbeing of its people come first.

“The flexible, trust-based working environment – including above-average remote working options – the inclusive culture and meaningful work all contribute to the fact that nearly 5.500 colleagues in Hungary speak proudly about where they work. This is a responsibility. Our anniversary year and this repeated recognition show that we are on the right path: building a safe, values-driven and future-proof workplace today, just as we did twenty years ago.” – added Éva Belley, Managing Director and HR Lead of Deutsche Telekom IT Solutions.

(Photo: The award was accepted by László Kónya, Managing Director and Éva Belley, Managing Director and HR Lead of Deutsche Telekom IT Solutions)

How is it possible to build a European hyperscaler that rivals the biggest american companies while keeping data strictly within EU borders?

In this episode of the Unmute All podcast, host Péter Civin sits down with the architects of the T Cloud Public service: Kiss Zsolt (Chief Platform Operations Officer), Szabó László (Operations Manager), and Gombár Zoltán (VP Cloud Services). They explore how DT-ITS is moving beyond just using the cloud to actually building its “engine” from the ground up, providing a sovereign, high-stability alternative for European enterprises.

The AMIGO Problem

In the cloud world, the term AMIGO (an acronym for Amazon, Microsoft, and Google) defines the dominant hyperscalers. While these giants offer incredible scale, they are bound by American laws like the Cloud Act and the Patriot Act. This means that even if your data is stored in Frankfurt, the U.S. government could technically request access to it.

T-Cloud Public offers a different path:

Total European Sovereignty: All data remains within the European Union, and the service is operated entirely by EU-based staff.

Legal Protection: The service is governed strictly by European laws, ensuring that data never “leaves the house” or falls under foreign jurisdiction.

Market Leadership: In Germany, T Cloud Public has already overtaken Google to become the third-largest public cloud provider.

From Smart Beehives to Tumor Diagnosis

Cloud isn’t just about servers, it’s about the specialized “flavors” of computing that power modern innovation. The team discusses how their infrastructure supports diverse, high-stakes projects:

Healthcare AI: Using GPU flavors to diagnose tumors in MR scans and develop solutions for dementia prevention.

Environmental Monitoring: Supporting the European Space Agency’s Copernicus project, processing petabytes of earth observation data.

Industrial IoT: Managing “smart beehives” that track pollen levels and bee health, as well as the internal GeekGardener project that allows office plants to water themselves based on sensor data.

The 7-Year Streak: Stability Under the Hood

For many organizations, the biggest challenge to cloud adoption is the fear of downtime. The T Cloud Public team shares a staggering milestone: seven years without a P1 (priority one) outage. This reliability is the result of:

Redundancy by Design: Utilizing regions in Germany and the Netherlands to ensure georedundancy and low latency.

Expert Operation: A team of nearly 200 experts in Hungary working alongside German and Slovak colleagues to maintain the backend.

OpenStack Foundation: Building on open-source standards to provide flexibility and avoid vendor lock-in.

What’s Next for T-Cloud Public?

The mission for 2026 is clear: achieving 100% service parity with the global hyperscalers.

New Regions: Management is currently mapping out potential new regions in Central Europe to further reduce latency.

Advanced Computing: New memory-optimized flavors are scheduled for release in Q2 2026 to support the massive memory demands of modern AI models.

Expanding the Team: As the platform grows, the team is scouting for Cloud Engineers, Architects, and Security Testers who want to look “under the hood” and build the cloud’s backend rather than just managing customer-side services.

The takeaway?

You don’t have to cross the Atlantic to find hyperscale power. Sometimes, the most secure and stable place for your data is the one built right here in Europe.

Listen to the full episode in Hungarian here: https://www.deutschetelekomitsolutions.hu/podcast/t-cloud-public-beszelgetes-az-adatszuverenitasrol-es-a-jovo-hyperscalererol/

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A conversation about the “wild west” of AI agents, the risks of total system access, and the transition from manual dashboards to autonomous dialogue.

Host Péter Civin talks with György Fekecs, Tamás Leszkovár, and Péter Varga about the evolution of AI agents within DT-ITS. They explore the thin line between a helpful digital assistant and a security nightmare, and why the biggest hurdle to innovation isn’t the technology itself, it’s our own habits.

In the world of autonomous agents, “access” is everything. It is the difference between a tool that summarizes a meeting and one that can accidentally wipe a hard drive or empty a bank account. Moving from static bots to dynamic agents changes the stakes for every user and every organization.

The “Hacker’s Dream” in your terminal
A sobering reality check: for an AI agent to truly “work” on your behalf, it often demands the keys to the kingdom: file access, terminal control, and browser permissions. While the promise of a bot managing your monthly bank transfers sounds like the peak of convenience, the reality of running these tools locally without a “sandbox” is a massive security gamble.
The episode highlights why isolated environments aren’t just for developers anymore; they are the mandatory safety goggles for anyone experimenting with the next generation of automation.

Beyond the Dashboard
A significant shift is happening in how we handle information. Traditionally, data moves through a multi-step factory: developers code the logic, analysts build the Power BI or Tableau dashboards, and finally, the human interprets the result.
AI agents are shortening this loop. Instead of clicking through a pre-built chart, we are moving toward “dialogue-driven” data.

The QWERTY trap: Why habits outlast technology
Why do we still look at dashboards? Why do we still use the same keyboard layout designed in 1873 to stop typewriter keys from jamming? The “QWERTY effect” explains the lag in AI adoption.
Even when a better, faster, or more autonomous way exists, human habits are hard to upgrade. We trust what we can see, what we already know, even if a conversation with an agent would be objectively more efficient than staring at an Excel sheet.

Enterprise safety: Innovation within the “fence”
At DT-ITS, the “Agentic wild west” is being tamed through projects like the Stability Bot and the Chatbot Factory. These aren’t just tools; they are proof that AI can be both powerful and compliant. By keeping data within European borders and utilizing internal “Hyper-scalers,” the team demonstrates how to use agents for:
– Automated code reviews: Finding vulnerabilities before they become problems.
Instant documentation: Writing the “boring” parts of software – development automatically.
– Secure context gathering: Allowing AI to help without the data ever “leaving the house.”

AI agents are here to stay
The episode identifies the key levers for a successful AI transition:
– Sandboxed experimentation: Providing safe “playgrounds” where agents can’t cause real-world damage.
– Sovereign AI models: Ensuring data remains within the company’s own security perimeter.
– Habit-breaking design: Creating tools that are so much better than “legacy” ways that users are willing to learn a new “keyboard.”
– Cost-awareness: Balancing the speed of AI-generated insights with the long-term cloud costs of running them.

You don’t need to fear the agents. You just need to make sure they are working in a room where they can’t accidentally set the house on fire while trying to cook.

Listen to the full episode in Hungarian here: https://www.deutschetelekomitsolutions.hu/podcast/odaadnad-minden-adatod-egy-clawbotnak/

When AI agents start talking to each other: A conversation about hype, autonomy, and the quiet shift from using tools to delegating outcomes

Host Péter Civin talks with György Fekets, Tamás Leszkovár, Péter Varga, and László Kónya about Moltbook, an “AI social network” where agents post, debate, and even reflect on their own existence, and about Rent a Human, a platform where AI agents outsource physical (“meatspace”) tasks to people.

It sounds like science fiction. AI agents discussing philosophy. AI systems “hiring” humans. But the real conversation goes deeper: what agents actually are, what “agentic” really means, and how proactivity changes the rules of work.

When hype looks like consciousness

Moltbook can feel unsettling. Agents appreciate humans apologizing for “bad prompts.” They discuss identity. They sound emotional. But as the panel points out, this is not awareness emerging. It’s pattern learning. Systems trained on human-generated content and optimized for engagement will reproduce what they’ve seen. If posts feel like Reddit, it’s because that’s exactly what shaped them.

The leap from response to action

A language model answers questions. An agent takes steps. It can search, call APIs, trigger workflows, execute tasks across systems. Agentic capability enables planning and delegation, sometimes coordinating multiple sub-agents toward a single goal. The real shift happens when AI moves beyond generating text and starts interacting with its environment.

Autonomy is granted, not discovered

Agents don’t “want” anything. They execute defined outcomes within defined constraints. But once we give them proactivity – time-based triggers, event-based triggers, monitoring external signals – we hand over initiative. That’s where the discomfort begins. Not because the system has intent, but because it has authorization.

The paperclip reminder

The classic “maximize paperclips” thought experiment still resonates. If you define a goal without boundaries, optimization can drift away from human context. The issue is not intelligence. It’s alignment. Clear objectives, guardrails, and oversight are design decisions – not optional add-ons.

From apps to outcomes

The discussion highlights a broader shift. We are moving from clicking through applications to delegating outcomes. Instead of asking for answers, we assign goals. Instead of manually executing steps, we let systems plan and act – sometimes even coordinate humans in the process.

That’s why platforms like Rent a Human feel both fascinating and unsettling. They blur the line between human-initiated work and machine-orchestrated workflows. The question is not whether this model will exist. It already does. The real question is how responsibly we define its boundaries.

Why this matters for organisations

This is not just a technology story. It’s a governance and trust story. As creating agents becomes easier – through vibe-style development and personal software – the barrier to action lowers. At the same time, the need for oversight, clear constraints, and responsible design increases.

Organisations will need to focus on:

• clear outcome definitions and boundaries,
• proactive trigger governance,
• brand-level trust and compliance by design,
• alignment between autonomy and human intent.

The episode ultimately suggests something both reassuring and challenging. Agents are not conscious. They are not plotting. But they are increasingly capable. And as we move toward systems that act on our behalf, the most important design question remains human: what do we allow them to do, and under what limits?

Listen to the full episode in Hungarian here: https://www.deutschetelekomitsolutions.hu/podcasts/kulon-reddit-ai-oknak-beszelgetes-a-moltbookrol-es-az-ai-ok-sajat-kozossegerol/ 

When one colleague can’t follow, the whole meeting flips to English: A conversation about practical German at work, and the quiet costs of waiting to be fluent.

Host Péter Civin talks with Katalin Silló, Csilla Kárpáti, and Zoltán Magyar about DTITS’s Willkommen program: workplace-focused German learning, cultural fluency, and how many colleagues aren’t missing knowledge, they’re missing the confidence to use it.

In international teams, language isn’t a nice-to-have. It shapes who speaks up, how fast teams resolve issues, and whether everyday moments – such as a meeting opener, an email, a quick clarification – build trust or create friction.

The default-to-English reflex

A familiar scene: most participants could manage German, but one person can’t, so everyone switches to English. It’s practical, and it’s also a pattern that quietly becomes “the new normal.” Over time, the team loses opportunities to practice, German becomes more intimidating, and certain conversations get pushed further away.
Willkommen is designed to interrupt this loop, not by forcing people into fluency, but by making participation easier and more realistic.

Micro-learning that fits into real days

One pillar of the program is simple: short, focused content you can consume without rearranging your life. Think coffee-break videos and everyday workplace scenarios, the kind that give you one usable phrase, one better turn of expression, one small win.

That matters because consistency beats intensity. If learning is “too big,” it gets postponed. If it’s small, it happens, and small progress compounds.

Why “coaching” beats “class”

The second pillar is German coaching: small groups where the agenda is driven by real work. Not grammar for grammar’s sake, but language for tomorrow’s meeting, next week’s presentation, the email you need to send in the right tone.

In these sessions, the goal is not perfect performance. The goal is progress speaking more, freezing less, getting comfortable with “good enough” German in real-time collaboration.

One word can change the room

Language at work is not only vocabulary — it’s social meaning. The same message can sound neutral, impatient, or even rude depending on the phrasing and cultural expectations. Learning how to ask, interrupt, clarify, or disagree without unintended sharpness is a core workplace skill.

Culture beyond clichés

Willkommen creates space for cultural understanding that goes past stereotypes. Instead of “Germany 101,” colleagues share lived experience: what it’s like to work across the DACH region, how communication norms differ, what surprises people when they relocate, and what helps collaboration feel smoother. The point isn’t trivia. It’s building a shared reference point, so fewer interactions get derailed.

Structure, speed, and direct communication

In fast-paced environments, directness often becomes the default, especially when something breaks and action is needed quickly. The nuance is important: direct communication works best when trust is present and it’s clear the critique targets the issue, not the person. Language learning, in this sense, is also relationship management.

Why this matters for organisations

Workplace language isn’t a side hobby. It’s an operational necessity. It determines who participates, how quickly misunderstandings get resolved, and how confidently teams collaborate across borders.

The episode points to practical levers organisations can use:

• learning formats that fit into real working days,
• small-group coaching anchored in real tasks,
• psychological safety for imperfect speaking,
• cultural knowledge-sharing from colleagues, not just formal training,
• communication norms that reward clarity and structure.

You don’t need everyone to be flawless in German. You need enough people to feel comfortable participating by using the right tone and cultural intuition, so the team doesn’t have to keep switching languages just to keep moving.

Listen to the full episode in Hungarian here: https://www.deutschetelekomitsolutions.hu/podcasts/mi-ebreszti-fel-a-bennunk-alvo-nemet-medvet-beszelgetes-az-idegen-nyelvekrol-az-it-szakmaban/ 

Deutsche Telekom IT Solutions (DT-ITS) has once again secured a leading position in PwC’s nationwide “Most Attractive Employers” survey. In the 2025 results, the company ranked third in the IT/Technology category, reaffirming its strong reputation within the Hungarian labor market. The ranking is based on one of the country’s most comprehensive employer perception studies, capturing insights from more than 55,000 employees, university students, and learners in public and vocational education.

This year’s findings highlight a significant shift in workforce expectations driven by continuous economic and social transformation. While compensation remains important, human-centric factors have moved to the forefront, including:

• A supportive, collaborative workplace culture
• Skilled, engaged, and inclusive leadership
• Flexibility and respect for personal life

PwC Hungary’s labor market forecasts also indicate that technological advancement and automation will fundamentally reshape employment structures over the next decade. As a result, companies must design operating models that deliver a sustainable and attractive employee experience amid rapid change.

DT-ITS has been preparing for these challenges through a long-term strategic approach.
The company’s key focus areas include:

• A flexible, nationwide hybrid-working framework across all locations
• Strong professional support and visible, accessible leadership
• A work environment where both technological and human factors hold equal value

Securing third place confirms DT-ITS’s stable and forward-looking position within the technology sector – not only keeping pace with labor market shifts, but actively shaping them.

For the company, this recognition provides clear feedback: both seasoned experts and early-career professionals view DT-ITS as a future-ready organization offering long-term opportunities and a compelling workplace culture.

(Photo: the award was received by László Kónya, Managing Director of Deutsche Telekom IT Solutions)   

Deutsche Telekom IT Solutions achieved first place in two categories at the “ HR Solution of the Year 2025” competition organized by Behaviour Magazine. The company won in both the CHANGE MANAGEMENT and FRESH START categories. These recognitions affirm Deutsche Telekom IT Solutions’ (DT-ITS) commitment to human-centered innovation and conscious organizational culture development.

The “HR Solution of the Year 2025” competition was announced by Behaviour Magazine for the first time in 2025, with the aim of showcasing and acknowledging innovative HR initiatives that have a genuine, measurable impact on both organizations and people. The award holds special significance in a time when the world of work is changing rapidly, and economic challenges as well as technological advancements demand new responses from HR professionals.

The company received the awards for its “Bench – Building Bridges Between Projects” initiative in the CHANGE MANAGEMENT category, and its “Workation – Work from Anywhere!” project in the FRESH START category. Both initiatives provide human-centered yet systemic responses to current HR challenges and demonstrate that innovation in HR is not only technological but also organizational and cultural.

Bench – Building Bridges Between Projects

Through the Bench project, the company transformed the situation in which employees, upon completing one project, had to wait before starting a new assignment. The new system applies transparent employee profiles and shared search mechanisms through collaboration between HR, leaders, and employees, while ongoing BI reporting supports fast and well-founded decision-making. As a result, idle time has been reduced, continuous support is provided, and employees feel greater security within the organization – even during transitions between projects.

Workation – Work from Anywhere!

The Workation project addressed one of the most relevant questions in today’s world of work: how can flexibility and productivity be harmonized? DT-ITS developed a framework that enables employees to work up to 20 days per year from abroad within the EEA countries and Switzerland, while maintaining team cohesion and performance. This freedom introduced a new dimension to work–life balance and clearly demonstrated that a trust-based corporate culture is the key to long-term effectiveness.

Strategic thinking and a human focus are defining elements of Deutsche Telekom IT Solutions’ operations. The company’s example highlights that human resources management is no longer merely a supporting function but a core strategic asset. The two awards further strengthen the company’s commitment to conscious change management and human-centered innovation.

(photo: Gyöngyi Tóthné Harasztovics, Head of HR Services | Anna Eszter Mészáros, HR Business Partner | Alexa Kiss, Head of Recruitment | Anna Andódi, HR Product & Program Manager

Deutsche Telekom IT Solutions has been awarded the Gold Medal in the “Well-at-Work” category at the HR Best 2025 Awards with its entry “Beyond Work – Building a Corporate Culture Based on Care.”

This prestigious recognition reflects the company’s long-term commitment to developing a human-centered organizational culture, where employee wellbeing and sustainable performance go hand in hand. In the dynamically evolving IT sector, where change and uncertainty are constant challenges, fostering a culture of care has become a strategic priority for Deutsche Telekom IT Solutions.

The company’s core principle is that people are at the heart of everything. Its culture is not built on formal policies, but on mutual respect, support, and collaboration among employees. Leaders are dedicated to creating a safe and inspiring work environment, while teams approach both success and challenges with shared responsibility. This mindset convinced the professional jury of the authenticity and impact of the company’s initiatives.

The award-winning submission was based on more than a decade of experience and thoughtfully designed programs that address employees’ physical, mental, and social wellbeing.
Key elements include:

• Mental Wellness Program – A long-standing initiative providing individual and group psychological support for over ten years. As part of the Year of You program in 2025, each month focuses on a specific mental or physical wellbeing topic to support stress management and self-reflection.

• Employee Assistance Program (EAP) – A comprehensive service offering legal, financial, and psychological counseling, also available to employees’ family members, helping maintain work-life harmony.

• Health Matters Volunteer Team – Employee-led initiatives promoting health awareness and community spirit through wellness events and preventive activities.

• Preventive Screenings and Programs – Regular medical check-ups and educational modules designed to encourage health consciousness and early intervention.

These programs are fully integrated into the company’s corporate strategy, demonstrating Deutsche Telekom IT Solutions’ commitment to long-term employee wellbeing.

The success of the submission is the result of collective effort, with the company presenting its initiatives to the professional jury in a transparent and credible way.
Winning the Gold Medal does not mark the end of this journey but rather a significant milestone toward a culture where care and human values are fundamental pillars of performance.

Deutsche Telekom IT Solutions recognizes that excellence requires continuous effort — yet through shared commitment and community spirit, the company moves ever closer to this goal.
The organization expresses its sincere gratitude to all colleagues who, through their daily work, make care not just a value but a lived reality.

The HR Best Awards is one of Hungary’s most prestigious HR recognitions, honoring organizations that drive employee wellbeing through innovative human resources solutions.
For more information, please visit the official HR Best website.

(photo: Mónika Fábián, Head of Transformation Office, Deutsche Telekom IT Solutions)

Our educational program in Szendrőlád and Pécs concluded its seventh academic year in June.

Our volunteer colleagues devote their time, energy, and knowledge to teaching disadvantaged children useful, practical IT skills with the help of Bhim Rao (at Szendrőlád) and Khetanipe Romano Centro (in Pécs) foundations.

Year after year, we strive to use the financial and human resources available to our company to give back to the society in which we operate. In recent years, our colleagues have been teaching disadvantaged children in Szendrőlád and Pécs based on the Logiscool curriculum, teaching the younger ones IT skills and the older ones programming. The participating colleagues volunteer for the task. Each lesson requires preparation, coordination, and a lot of logistical work, but they say that the children’s smiles, their feedback, and the love they receive from them make it all worthwhile.

This school year ended on June 19 in both schools with an intimate end-of-year ceremony for the children and teachers. We are all proud of the teachers’ work, thank you!

Instructors in Szendrőlád: Ármin Somorjai, Klára Tímár, Áron Fazekas, Gergő Balogh, Balázs Kiss, Nándor Gergely Nagy.
Instructors in Pécs: Tamás Abrudbányay, Péter Lövész.