Core Engineering Consulting Group (CECG) was founded in 2019 by CEO Joseph Samuel with a clear vision: to help organisations deliver with greater confidence and speed without compromising reliability, security or cost control. Marios Christodoulou, Head of Strategy Execution at CECG, explains that the company delivers top-tier consulting and engineering solutions to a diverse client base through its enterprise-grade software delivery platform and bespoke consulting services tailored to its clients’ needs.
With clients primarily based in the UK and the United States, CECG currently employs 49 people and, as Christodoulou says, “Headcount varies with client projects. We have an almost 50-50 split between permanent employees and engineering contractors, many of whom we’ve worked with for years.”
The company’s culture is built around ambition, collaboration, respect and practical execution. “People are expected to take ownership, arrive with a plan and challenge ideas constructively,” Christodoulou says. “I’d like to think our team would describe CECG as intellectually challenging but supportive – a place with high standards, honest conversations, real autonomy and colleagues who genuinely want one another to succeed.” On issues of learning and development, CECG’s internal operating system, Elevate, combines Training, Insights and Pulse – its continuous mentorship and reflection framework – with ongoing support. Training helps build shared technical knowledge, while Insights enables employees to assess their work against clear delivery standards. Pulse creates structured opportunities for strategic reflection, information-sharing and discussions around priorities, risks and improvement. “Upskilling is a part of delivery, not separate from it,” Christodoulou insists. Beyond its internal programmes, the company also encourages mentoring, professional certifications, open-source contributions, technical writing and speaking at industry events, thus creating multiple opportunities for employees to broaden both their technical expertise and professional profile.
The company’s Nicosia office reflects the same philosophy. Rather than designing a conventional corporate workplace, CECG wanted to create an environment where people feel comfortable, collaborative and equipped to do their best work. Every workstation includes a standing desk, a Herman Miller ergonomic chair, dual monitors and a mechanical keyboard, while meeting rooms and shared spaces support workshops, collaborative engineering sessions and community events. “We wanted our Nicosia office to have a cosy, welcoming feel,” Christodoulou says. “During lunch you’ll usually find people eating together before playing table tennis, PlayStation or using the gaming computers.” He notes that employees consistently highlight the office’s relaxed atmosphere and the way it naturally brings the team together.
Employee engagement is treated as a continuous conversation rather than an annual survey. Through Pulse, regular partner discussions and structured reflections, employees discuss their objectives, career development, project quality and any support they need. Christodoulou believes that this approach has helped the company identify challenges earlier, clarify individual goals and better connect people with projects and initiatives that support their growth. “The purpose is not to collect a score,” he explains, “but to continuously learn and act.”
On the subject of work-life balance (Christodoulou prefers the term “work-home balance”), he tells GOLD that work should be an enjoyable and meaningful part of life while still leaving time for family and personal commitments. Rather than monitoring hours worked, CECG focuses on outcomes, trusting employees to manage their own schedules responsibly. “We don’t track time; we focus on outcomes and treat our people as responsible adults,” he says. Flexible working arrangements, including remote work and accommodating family responsibilities, reinforce that trust-based approach.
Alongside competitive remuneration, CECG offers medical insurance for employees and their families, enhanced paid leave, performance-related bonuses, a provident fund, periodic paid sabbaticals and a home office allowance. The company also encourages employees to spend time together outside work through activities such as bowling, sailing, beach days and informal gatherings. This year, it introduced employee share options as another step towards recognising employees’ long-term contribution. “We see that as a start,” Christodoulou says. “The people helping to build the company should have a share as its valuation grows.”
For Christodoulou, what distinguishes CECG is the opportunity it offers engineers to solve complex international challenges while remaining part of a close-knit, multicultural team in Cyprus. “We’re small enough for every person to influence the company but experienced enough to operate at enterprise scale,” he says. It is this combination of technical excellence, ownership and genuine investment in people that, he believes, continues to make CECG an employer of choice. “Being ‘in good company’ means working with people who care about their craft, their clients and each other’s growth.”
(Original photos by TASPHO)
This article first appeared in the July edition of GOLD magazine. Click here to view it.
