Inside COBE Camp: Creating a Company Culture Across International Offices

One way we achieve that is through something we call COBE Camp – an internal event that’s become a cornerstone of how we connect, share knowledge, and grow together as a team. 

Keep reading to find out what COBE Camp is all about, why we started it, and how it’s helped us build a culture rooted in learning, knowledge-sharing, and international teamwork. Maybe it can work for you, too. 

How it all started

Let’s kick things off with the name itself; the “COBE” part is pretty obvious, but why camp? Okay, maybe that part is obvious as well, because it’s exactly what it sounds like. You know how, when you’re out camping, you’re gathered around a fire with a few people, sharing stories, maybe preparing some good food? That’s the exact vibe we were going for with COBE Camp. Only, instead of a fire, we gather around a TV in our office, share updates, swap ideas, enjoy some food and drinks, and just hang out as a team. It’s our way of stepping out of the day-to-day and reconnecting with each other.

We kicked off the first COBE Camp back in 2014, when there were just around 15 of us. Felix, one of our CEOs, had the idea to host a monthly get-together where we could share what we were working on, talk about what was happening in both offices, and learn something new from each other. To be honest, in those early days, it was mostly Felix leading the sessions, sharing his interests, playing TED talks he found relevant, and setting the tone for what would become a long-standing tradition. 

Today, the events look a tad bit different. While the core idea hasn’t changed much over the years, the structure, content, and quality of each session definitely has. And that’s only natural; our team has grown from 15 to nearly 90 people. That’s 90 different opinions and interests, which makes every Camp session fun and different.

How it works today

These days, COBE Camp has definitely leveled up. Okay, not in a flashy, over-the-top kind of way, but enough that it’s become a real highlight on our internal calendar.

Being a hybrid and remote-friendly company, coming to the office is always optional. But somehow, when it’s COBE Camp day, the office is always packed. Coincidence? Maybe. Whatever the reason, it’s always nice to see the office bustling with people.

Now, talking about the logistics, a typical Camp day includes four presentations: two local ones held in each office (in the team’s native language) and two company-wide sessions in English, streamed via Google Meet. Sometimes, a presentation runs long, so it's not always four, but typically, we aim to wrap things up within two hours. The topics range from project updates and team wins to passion projects, hobbies, or fun side initiatives. Every now and then, we invite external speakers to bring fresh perspectives or dive into topics we don’t normally cover. That’s a good way to break the routine. 

To keep things fresh, we also like to mix in interactive elements – think quizzes, Q&As, or little challenges, so that it’s not just a sit-and-listen kind of thing. And keep in mind; with nearly 90 people across the company, it’s important to make everyone feel included, whether they’re tuning in remotely or joining in person. So make sure the setup works just as well for those joining from afar.

Oh, and one more thing – even though we started with it being a monthly event, shifting to a quarterly schedule ended up being a much better fit. It gives our organization team more time to plan meaningful sessions and fun after-parties while leaving just enough space between events for people to actually miss them. And the results? Turnout and engagement have never been better. 

What makes it special?

Aside from the obvious part of having something regular and reliable on the calendar (turns out most people do enjoy a bit of routine), events like COBE Camp have a deeper value. They promote transparency, strengthen connections, and help bring teams together, no matter the location.

Sure, we already collab on projects and hop on weekly calls with coworkers from other offices, but COBE Camp creates space for something different. It’s a chance to slow down, connect in a more informal way, and get a glimpse into the interests and passions behind the names or roles.

I still remember one of my first Camp sessions, when a coworker (and now friend) showed some impressive Hungarian folk dancing moves. As an introvert myself, I could never do that, but it was such a cool moment to witness. 

Over the years, we’ve seen people present side hustles, share personal travel stories, and showcase everything from photography to philosophy.

And then there’s the after-parties; we’ve had casino nights, cocktail parties, pub quizzes, wine tastings, movie marathons… you name it. And we’re not stopping yet. 

Why you should do it too

After 11 years, it’s safe to say COBE Camp has become one of our core traditions. And traditions matter. They create a shared sense of belonging, something for people to look forward to, and something they can feel proud to be part of.

It’s easy to say “we value collaboration” or “we support continuous learning”, but it’s through traditions that these values actually come to life. For example, a knowledge-sharing event can turn curiosity into a habit, and a recurring quiz night (or cocktail party) reinforces playfulness and team spirit. But, of course, you can keep it as simple as a birthday shoutout system that shows care and recognition. 

But back to COBE Camp – it has shaped our company culture in more ways than we expected. So if you're looking to build stronger internal, cross-office connections, you might consider trying this format. Here are a few tips:

1. Pick a structure and stick to a rhythm: Consistency is key. Whether you host your event monthly, quarterly, or even just twice a year, having a predictable schedule helps people plan around it and look forward to it. Set a basic format for each session; like how many speakers, how long the talks are, and whether there’ll be interactive elements or breaks. You don’t need to reinvent the wheel every time; a solid framework creates a sense of flow and reliability, while still leaving room for creativity within each session.
2. Mix learning with fun: Not every internal event needs to be a dry presentation or a knowledge dump. The magic happens when you combine learning with enjoyment. You might have a serious project deep-dive followed by a light-hearted team quiz. Or a talk on productivity followed by a surprise karaoke session (yep, we’ve seen it). When people have fun, they’re more engaged, and when they’re engaged, they learn more. 
3. Rotate speakers and themes to keep it fresh: Giving different people the stage keeps things dynamic, and inclusive. Encourage team members from various departments, roles, and seniority levels to present. You’d be surprised how many hidden talents and cool side projects are floating around. Switching up the topics keeps the energy up and avoids repetition fatigue. Variety is what makes people want to come back.
4. Make it hybrid/remote friendly: Not everyone can make it to the office, and that’s okay. Make sure remote participants have just as good of an experience. That means: good cameras, clear audio, screen sharing, proper time zone consideration (if needed), and interaction tools (like polls, Q&A, chat shoutouts). If people can fully participate from anywhere, you build a more inclusive culture and nobody feels like they’re missing out.
5. Most importantly, make it yours: This isn’t about copying someone else’s template. The most successful traditions are the ones that reflect your team’s personality and values. Love tech? Make it a mini conference. More of a creative bunch? Turn it into a storytelling night. Into food? Make snacks the centerpiece. Whatever makes your culture yours, lean into that. The more authentic it feels, the more people will care about it and contribute to it.
   
   

Because in the end, it’s about creating something that reflects your team, your values, and your ✨vibe✨. If you’re thinking about starting something similar, keep it simple, listen to your team, and put your own spin on it. And if you got any questions on how or where to start, just reach out.