CEO and founder
(She/Them)Over her career, she has nurtured her mobilizing leadership by
setting up over 150 projects to promote inclusion and diversity,whether with the Women’s Y, the World Social Forum, the Scout movement or schools.
She specializes in queer theory, feminist approaches and management. Her real-life experience also shapes her career path.
Tina is a 2nd-generation immigrant whose parents are refugees from the Bosnian war. Her family’s resilience and courage have contributed to her passion for creating inclusive and caring workspaces.
CTO & co-founder
(She/Her)With over
25 years of experience as a senior full-stack developer,data architecture expert, and program manager, Svjetlana brings her expertise in conceptualizing technology projects, data modeling, machine learning, and programming.
She determines how to collect, store, process, consume, and expose data in artificial intelligence.In her role at Élance, Svjetlana oversees all technological development and data collection. With her assured, empathetic, and decisive leadership, Svjetlana brings seniority to the team and guides Élance towards new horizons.
CRO & co-founder
(He/him)Thierry Nazon
co-founded and was CEO of a company for 12 yearsthen joined sales leadership roles in venture-backed startups.
He brings entrepreneurial, operational and go-to-market expertiseto the team as well as
overseeing the sales, marketing and partnership departments.Before Elance, he also built a project manager team that went from homogeneous to well diverse in gender and ethnic representation. He saw the efficiency of the team increase by 80% and noticed how this team scored the highest in Employee Net Promoter Score (enps).
Elance is aligned with his entrepreneurial goals of being part of a technological high-growth startup that provided social impact and that was fun to work in.
DEI Consultant
(She/Her)With significant experience in diversity, equity, and inclusion Roxanne previously worked in developing DEI strategies and pay equity.
At Elance, she focused on creating, developing, and testing DEI products like videos and tools. Her role also included improving processes and content as well as integrating DEI products into platforms.During her tenure at Mercer (Canada), she progressed quickly from an intern to a senior analyst, where she was involved in DEI training development, revising HR policies to be more inclusive, benchmarking salaries, and proposing salary adjustments and structures. Roxanne has also undertaken various DEI-related courses and holds certifications in unconscious bias and inclusive leadership.
Senior programmer
(He/him)The Scrum Master, Ivan Čulina, is a senior full-stack programmer with expertise in ensuring code quality, developing complex aspects of SaaS, and managing technological infrastructure. He brings his expertise in ML, Python, and AI to the role.
What attracts Ivan to the concept of Diversity, Equity, and Inclusion is its integral role in fostering a collaborative and creative workspace. He admires how DEI initiatives contribute to a culture where diverse perspectives and backgrounds are celebrated, leading to richer problem-solving and a more inclusive product development process.
Seeing real change in corporate DEI world is what gets us up in the morning. Above all, with our data collection, we have the ability to precisely measure the impact of our services, to adjust and refine.
While DEI can be complex in some areas, we also make sure it is fun and light-hearted. Walk it like you talk it: we create positive, inclusive wellness spaces in your company AND at Élance. We leave no room for intimidation.
Accountability is the key to progress in DEI: adopting a mindset in which we accept responsibility and are accountable for our own choices and actions. It’s also a mindset of openness, one that allows us to make mistakes without judgment, but with the desire to do better.
Why should we be content with the status quo, when we’re not content with it for our customers? Each day, we create technologies, practices and massive databases that exist nowhere else.
We have diplomas and professional experience. But we also have years of hands-on experience. We recognize that our team's real-life experience is an indispensable source of expertise for DEI.
Belonging is more than just being part of a group. Belonging is successful inclusion and authentic feeling. At Élance, this is achieved when an employee remains themselves: their difference is not erased, but celebrated by the organization and their colleagues as a strength.