»Once I’ve spotted an opportunity to improve something, I almost can’t help myself«

For Sofie Heilmann, optimisation isn’t just a skill—it’s a way of life. Whether she’s managing complex IT projects, driving inclusivity as chairperson of our Disability ERG, or chasing personal running goals, her dedication to improvement creates space for what truly matters.

At home, a vacuum cleaner hums in one room while a lawn mower handles the garden. Around her wrist is a heart rate monitor logging her activity, and in her internal roadmap for the day, week, and month, she has scheduled everything—from puddles on her running route to the time it takes to eat a bowl of pasta.

For Sofie Heilmann, there’s always room for improvement. She thrives on analysing processes to uncover hidden potential, boost efficiency, and solve problems head-on. But beneath this polished veneer of productivity lies a quiet self-doubt that she has learned to harness to her advantage.

While she may sound somewhat like a machine optimising every speck of dust around her, there’s a reason behind the madness.

She believes that all of these small tweaks in efficiency create space for the things she values most. And this mindset carries into her role at Netcompany, where she works as a Manager and serves as chairperson for the company’s Disability ERG.

»I know exactly how long it takes me to eat lunch by myself versus with colleagues. They’re two different projects in my head. Eating with colleagues is about connection, but if it’s just me, I might as well get it done quickly,« she says.

»The same applies to my work—constantly asking how we can streamline low-value tasks to create room for what truly matters.«

A hit of self-doubt

It’s been six years since Sofie Heilmann joined Netcompany, and her journey has been anything but typical. She started off as a Test Specialist, later progressing to Test Manager, and today she holds a position as Manager, currently leading the Digital Post project, enabling Danish public authorities, citizens, and businesses to communicate securely.

Her role focuses on spotting inefficiencies and ensuring the project’s framework supports her team’s success. She monitors resources, identifies gaps, and adjusts methods as needed—all tasks she excels at. She knows she’s good at it. Still, the feeling of uncertainty is a recurring challenge—especially when taking on new tasks with greater responsibility.

»It’s not until I see the results that I can finally relax. Until then, I’m biting my nails, wondering if I’m doing it right. I guess I get a bit of imposter syndrome, thinking: ‘Who decided to put me in this seat?’ A hit of sudden self-doubt about whether I can manage it,« she says, explaining how this uncertainty is also what pushes her to stay aware of her colleagues’ needs and the importance of being their sparring partner.

»Then suddenly the results come, the feeling of insecurity disappears, and I’m ready to take on another goal,« she says, pausing to reflect for a moment:

»This is probably why my running has escalated since spring last year. The project was running smoothly, and then I started thinking: What’s next?«

Navigator by nature

Sofie Heilmann is a passionate runner. She runs four days a week, then strength train two, before taking a day to rest–because it ensures the best long-term efficiency, she explains. And to make the absolute most out of her training she has several data trackers and analysers running.

»It all started when I graduated and didn’t really have the money to go to the gym. At the time, I was doing CrossFit. But while on unemployment benefits, I had to find another way to stay active. So, I thought: running—it’s free. At least until you get hooked, that is,« she says laughing.

»Now, I need the right gear, and I’ve hired a coach to optimise my programme, helping me run faster, further, and better. It helps me get out of my head, and I never get tired of unlocking new goals.«.

This mindset is probably why no one in Sofie Heilmann’s circle is particularly surprised that she’s ended up as a project manager. In fact, she’s probably always been one—even before it became her official job title, she says.

»For years I’ve planned my budget for the next 3-4 years, and created a salary calculation formula to analyse what it looks like in different scenarios. I track and analyse my running data using two different digital platforms, and I’ve had five-year plans for as long as I can remember. In both my professional and personal life,« she says.

»It gives me peace of mind to know what I’m working towards, how I’m approaching it, and when I’ve achieved it. Since I don’t yet know what my long-term goal in life is, I compensate by focusing on relatively short-term goals instead. That allows me to take the rest as it comes.«

Not a static process

However, that doesn’t mean she’s unwilling to adjust along the way. For instance, in 2011, when she applied for the Digital Media and Design programme at the IT University, she was offered a standby spot, leaving her with an unexpected gap year. Instead of waiting idly, she shook things up and spent the year on exchange in Washington, D.C., seeing it as an opportunity to develop new skills and gain valuable experiences.

And this agility aligns well with working on IT processes, she says.

»There’s always a plan and a goal, but nothing is set in stone. Problem-solving is not a static process. Things can change and evolve, and you need to be willing and ready to adapt—whether it’s regarding specific projects or your own ambitions,« she says, adding:

»But once I spot an opportunity to improve something, I almost can’t help myself.«

This approach was also evident when she recently stepped into the role of chairperson for Netcompany’s Disability ERG, working on initiatives to ensure a supportive work environment for colleagues with disabilities.

»The group had stalled a bit. There was a lack of awareness about the group resulting in no new members joining to contribute fresh initiatives. I saw an opportunity to revitalise things by pushing agendas, following up, and introducing new ideas. I firmly believe that if I want to see something change, I have to make an effort myself,« she says.

»My hearing loss is just a part of me—not something that defines me. And I think this goes for most people with disabilities–they just want to do their job.«

A diverse talent pool

Sofie Heilmann was born with a hearing impairment. She has never known life without it, and it isn’t something she feels the need to announce. But she’s passionate about raising awareness of what it means to work with a disability.

»My hearing loss is usually something people notice on their own, like if I’m signing or don’t respond when they call my name. It’s just a part of me—not something that defines me. And I think this goes for most people with disabilities–they just want to do their job,« she says.

This is why the ERG is so important, Sofie Heilmann explains: it provides a space where employees with disabilities can identify the barriers they face and propose ideas and initiatives to overcome these challenges. This allows them to focus on their roles and contribute as equals, friends, and professionals.

»The purpose of the ERG is threefold,« Sofie Heilmann explains. »We aim to create the best possible conditions for people with disabilities, foster a sense of community, and attract a diverse pool of talent.«

The ERG also plays an essential role in helping leadership and HR teams sensitively handle situations involving disability, starting from the recruitment process, Sofie Heilmann says sharing an experience where her hearing loss was mishandled during an interview:

»The interviewer asked, ‘What will you do if you’re in a noisy meeting room and can’t hear?’ It made me feel like my hearing was a problem to solve, rather than focusing on how I could bring value to the role. And it’s situations like this the group is working to avoid by introducing training materials and guidance for recruitment. The goal is to shift the focus to candidates’ potential and what accommodations can help them succeed.«

Changing a bit of the world

The ERG has already made tangible improvements, such as installing telecoil systems in meeting rooms and addressing accessibility needs raised by members. And the more the group knows about, the more they can do to create the best conditions.

However, it requires that all types of disabilities are represented within the group, whether cognitive or physical, visible or invisible. And this is what Sofie Heilmann is working for at the moment.

It seems like she has a full plate these days. So, what’s in her five-year plan right now?

»I would like to see more people joining our ERG to get as many different perspectives as possible. And then I would like to play a leading role in starting a project from scratch,« she says pausing for a bit.

»It’s not about changing the whole world but making small improvements that can make a real difference to real people.«

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