People First, Always: How Vegas Legends Builds a Culture of Trust and Ownership

When I first came across Vegas Legends, I instantly recognised something special, a combination of ambition, creativity, and genuine heart. This company already had a strong foundation thanks to its founders, Bilyan Balinov and Alex Tomic, whose energy and vision are truly inspiring.

Working with them has been an ongoing masterclass in entrepreneurship. They think fast, act decisively, and constantly challenge the limits of what’s possible and that pushes all of us to grow in the same way.

I didn’t create Vegas Legends, but I deeply believe in what it stands for. The culture of freedom, ownership, and authenticity was already there; my goal was to strengthen it, give it structure without killing their spirit, and build a team culture that feels legendary not just in words, but in practice.

I’ve had the privilege of working with exceptional teams and remarkable mentors, but I’ve also seen what happens when leadership goes wrong. Both sides were crucial.

• The good examples taught me how to inspire, how to build loyalty, and how to make people feel proud of their work.
• The bad examples, and there were a few, showed me the importance of listening, of transparency, and of protecting people’s energy.

Over time, I realised that leadership is not about hierarchy; it’s about connection. You can’t lead through fear. You lead through trust, clarity, and empathy. You must know when to step forward and when to step back and let others shine.

It starts with trust. We don’t hire people to tell them what to do; we hire them because they already know what to do. This is one of my favourite Steve Jobs quotes. When you bring someone on board, you should give them a clear direction and the right resources and then the freedom to deliver.

Of course, we have targets, KPIs, and performance reviews, but we don’t confuse control with clarity. Our managers are there to guide, not to breathe down someone’s neck. I’ve seen what micromanagement does to talented people; it kills creativity, motivation, and ownership. And once you take ownership away, you take away the soul of the team. At Vegas Legends, we trust our people and that trust always pays back.

For me, being a Vegas Legend means being bold, curious, and kind. It’s about showing initiative, thinking outside the box, and treating others with respect. Our culture is built around the idea that work should be meaningful, not mechanical. We celebrate wins loudly. We brainstorm together, we laugh together, and we face challenges together. And when things get tough (and they always do in this business), we don’t point fingers; we find solutions. We also try to go beyond work. Our charity initiatives, like Legendary Charity Cooking or Football with a Cause, bring people together in a way that’s deeply human. You can see the same energy in the office that you see on the football field – teamwork, fun, and purpose.

It’s one big creative storm but a very organised one. (laughs) We have incredibly talented people across marketing, CRM, design, tech, operations, and VIP and everyone brings their own magic. We encourage cross-department collaboration because we want people to understand the full picture, not just their piece of it. You’ll often see a designer working closely with the CRM team on a player campaign or brainstorming marketing ideas with product. That’s how innovation happens when ideas collide. We also give credit where it’s due. Recognition is powerful. When someone does something amazing, we make sure the whole team knows about it.

A lot. From Bilyan, I’ve learnt to think big and act fast, to trust my instincts and never be afraid of big moves. From Alex, I’ve learnt the importance of calm, logic, and precision, he has this incredible ability to see five steps ahead, and that’s something I deeply respect. We balance each other. They bring the entrepreneurial fire; I bring the structure and the people focus. Together, it works, because we all share the same belief: that success starts with people, not with processes.

That leadership is not a title; it is a responsibility. You can’t demand respect; you earn it. You can’t inspire people by talking about culture; you build it through actions, consistency, and care. People don’t stay for free snacks or fancy offices. They stay because they feel trusted, valued, and supported. If you build that environment, everything else – growth, performance, innovation – follows naturally.

Lead with trust, grow with empathy, and surround yourself with people who make you better every single day.