When we launched in 2019, we started out in the UK. Soon after we launched in Brazil and last year in Germany. Today, we have teams based all over the world, across more than 20 different countries.
The big question we were faced with was: how do you create a global culture that respects all the local differences while still making sure everyone feels like one big team?
Towards the end of 2025, we kicked off 'Project One Voy.' The idea was to define a clear global identity and culture. We know having a global presence is a massive plus, so we wanted to build shared foundations so we can grow faster and make the experience feel more connected for all our teams, everywhere.
Our first challenge was making sure everyone shared the same understanding of who we are as Voy.
That starts with a clear vision and mission statement, communicated by our leadership and brand teams, with hands-on workshops on how we actually bring those ideas to life. This included a Dragon’s Den style challenge where across the business we split into teams to design a product or service that reflects our brand proposition.
Breathing life into these statements has been a great way to bring people onboard, across the business. It’s also why we use values-based behaviours as one of our key pillars of measuring performance. Everyone in the business needs to understand our values, as they will be measured against them.
Next was ensuring we had a standardised way of working - a global operating model. Because culture doesn’t scale simply through good intentions, it must be reinforced by structure.
We create transparency and clarity by having consistency in how we operate, the meetings, communication and so much more. It reduces the feeling of us vs them, because we’re all hearing the same message together, we’re all working towards the same overarching goals and we have the same standards for what good looks like.
Finally, we’ve been looking at how we ditch the barriers, really learn from each of our local cultures, and build some mutual respect.
Our Global IDEA Committee
Our IDEA committee champions inclusion, diversity, equality, and accessibility across every part of Voy. Composed of representatives from our diverse communities, the committee creates initiatives and events for all locations, fostering cultural understanding - like our 'Tea & Learn' session on Brazil’s Carnaval.
International Hot Desking
To share the rich talent across our global teams, employees can work from any office for up to 5 consecutive days, with a 10-day yearly maximum. We encourage this travel to facilitate face-to-face collaboration, idea exchange, learning, breaking down silos, and building stronger international relationships.
Tea Time
'Tea Time' offers an informal way to build connections between teams and locations without travel. These sessions, over a casual coffee or tea, are a great chance to understand other teams' work, share knowledge, and build personal relationships.
In Person Connection
Where possible, we want to bring people together to connect in person. This may be at an all-company offsite, in-person hackathons with our Engineering, Product and Design teams, or individual trips between offices. We believe bringing people together helps to break down barriers and strengthen relationships.
What’s next?
Our focus now is looking at the employee experience. We’ll be looking at how we interview, onboard new starters, manage performance, support development and even manage exits. Because whether someone is based at our London HQ, Sao Paulo, Berlin or works remotely from anywhere else in the world, we want their journey to feel distinctly Voy.
If you’re looking for a Global organisation to take your career to the next level, check out our open roles on our careers page.
