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Rewordin is an early-stage employee rewards platform built in Wrocław, Poland by a team that has spent five or more years working on the problem of global recognition. Honest about where we are. Focused on where we are going.
A personal note from Maciej Kamieniak, founder and CEO. The honest version, not the marketing version.
To whoever is reading this,
Rewordin started with a frustration I had at a previous job. I was running the People Ops function for a company with 200 employees in 12 countries, and the recognition process was held together with email threads, ad-hoc Amazon gift cards from the CEO's personal card, and a spreadsheet that no one ever opened. Every quarter, the same question from finance: "What is this $4,000 charge from Amazon?" Every quarter, the same answer: "Recognition, I think."
We started Rewordin in 2024 in Wrocław, Poland to build the platform I wish I had. A platform that handles the multi-country tax complexity without making HR think about it. A platform that delivers a real choice to the employee — local currency, local brands, in their language, in their country. A platform that gives finance one invoice, one audit trail, and one set of reports. A platform that gives the People team a real engagement metric, not a survey that no one fills out.
We are still early. We are not yet at the scale of the largest players in this space, and we are honest about that. What we are is focused. We know what the platform needs to do, and we are building it one use case at a time. Every quarter we add capability that makes the next customer's rollout easier. The companies that chose us early got a platform that was less complete, but more attentive — and most of them are still with us.
If you are reading this, you are probably either evaluating us for your company or just curious. Either way, the best next step is a conversation. Bring your use case, your stack, and your hardest compliance question. We will show you what the platform does today, what is on the roadmap, and whether we are the right fit for your team.
The honest, public version of how the company got from a founder's frustration to a platform running recognition in 150+ countries.
The team works on digital gift cards, fintech payments, and HR technology at earlier companies. The pattern repeats: recognition is held together with email threads, ad-hoc Amazon gift cards, and a spreadsheet no one opens. The founding team becomes convinced the problem deserves a purpose-built platform.
The decision is to build from scratch with no legacy systems. Wrocław, Poland becomes the home base — close to the founders, with a strong engineering talent pool and a Central European time-zone that overlaps both the US West Coast and the UK.
The first end-to-end reward is issued. The Slack integration goes live. The first design partner signs on, pays nothing, and gives weekly feedback that shapes the product for the next six months.
The catalog expands to 500+ brand partners across shopping, dining, entertainment, travel, and wellness. Multi-currency support spans 30+ currencies with real-time conversion. The first frontline recognition flow is tested with a healthcare design partner.
150+ country coverage is achieved. The first API customer signs on, validating the model that the catalog and code-generation can be embedded in third-party products. Tax reporting automation goes live for the most common jurisdictions.
The catalog crosses 1,000+ brand partners. The 99.9% uptime SLA is formalized on Growth and above. SOC 2 Type II alignment begins. The platform reaches the operational maturity where larger enterprise pilots can run safely.
The API for volume customers reaches general availability. The first end-to-end deployments at 1,000+ employees go live across multiple industries. The four-tier pricing model is introduced to cover the spectrum from small startups to API-first platforms.
The platform continues to grow. The focus shifts from "what to ship" to "how it runs" — the engagement loop, the scorecard, the lifecycle-aware recognition patterns. The team is small and intends to stay that way.
Five statements that shape every decision. The companies that share these tend to do well with us. The companies that disagree tend to do well elsewhere.
“Recognition is a human need, not a perk.”
It sits with safety, fairness, and purpose. Treating it as a line item in the perks budget is how programs fail before they start.
“Compliance is a feature, not a tax.”
A reward that creates a tax liability for the recipient or the company is not really a reward. Building the tax layer in from day one is cheaper than retrofitting it after the program scales.
“The best platform is the one people actually use.”
Adoption is the only metric that matters. If the platform requires a separate login, a training session, or a behavior change that is not reinforced by the surrounding tools, it will be used by 5% of the workforce. We optimize for the 95%.
“We respect the data we are entrusted with.”
Recognition data is sensitive — it tells you who is being seen, who is being missed, and what the company actually rewards. We treat that with the same rigor as payment data, and we never sell it.
“We will not fake social proof.”
You will not see a logo wall on this site that we do not have. We will tell you when the platform is the right fit, and when it is not. The companies that chose us early got a less complete platform, but a more attentive one — and most of them are still with us.
Six principles that govern how the engineering and product teams make decisions. They are also the principles we use to decide what to say no to.
Every feature goes to a real customer before it is "done." The design partners are the design process. We do not run feature factories that produce code no one uses.
No clever frameworks, no premature abstractions, no "let us rewrite it in Rust." We use well-understood tools, and we are happy to explain why we chose them.
Compliance, security, and explainability are designed in, not bolted on. Every reward has a paper trail from trigger to redemption. Every config change is logged. Every admin action is attributable.
Multi-currency, multi-language, multi-CBA, multi-entity, seasonal workforces, contractor populations. The 10% of deployments that are the most complex are the design center, not an afterthought.
Every integration, every config option, every failure mode is in writing before it ships. Documentation is part of "done." A feature without documentation is not shipped.
If the platform is not the right fit, we will tell you. If something is on the roadmap versus built, we will tell you. If a deployment is going to take longer than expected, we will tell you early. The cost of honesty is short, the cost of surprise is permanent.
Wrocław, Poland. The city we are based in, the region we hire from, and the time zone that lets us overlap with both the US West Coast and the UK.
Maciej Kamieniak — the person who started Rewordin and the one you will talk to in the first demo.
Maciej founded Rewordin after years in fintech, payments, and digital gift cards. He started the company after running the People Ops function at a previous company with 200 employees in 12 countries, where the recognition process was held together with ad-hoc gift cards and a spreadsheet that no one ever opened.
He is based in Wrocław and personally runs the first demo for every prospective customer. He believes that the fastest way to build a great platform is to be in the room when the customer describes the edge case the previous vendor could not handle.
Reach out at hello@rewordin.com — he reads everything.
The cultural principles that govern how the team works together and how we treat customers. They overlap with the engineering principles above on purpose.
Every decision starts with one question: "Will this help employees feel valued?" If the answer is no, we do not build it.
Tax laws and labour regulations are not negotiable. We handle the complexity so HR and finance do not have to think about it.
A team in Warsaw and a team in São Paulo are both first-class. The platform treats local currency, local brands, and local language as defaults, not configuration.
We are an early-stage platform. We will tell you when the platform is mature, when it is on the roadmap, and when it is not the right fit. The cost of honesty is short, the cost of surprise is permanent.
The questions people ask about the company itself — not the product. Honest answers, including the ones that admit we are still small.
For a demo, partnership, or any other question, email us. For careers, we are always interested in senior engineers, product designers, and people with deep multi-country payroll or tax experience — even when we do not have an open role.