Poland is often described as an “easy win” when it comes to building tech teams in Europe.
Highly skilled engineers, strong English proficiency, and competitive costs make it a natural choice for foreign founders looking to scale.
However, after nearly 15 years of hands-on experience in IT recruitment in Poland, I can say this clearly:
the Polish tech market is mature, competitive, and needs to be approached strategically.
Building your first team in Poland is not just about posting roles and comparing salary benchmarks. It requires an understanding of local talent expectations, employment models, and hiring dynamics.
Below are the key things foreign founders are often surprised by when hiring in Poland.
The Polish IT Market Is Mature – Not Entry-Level
One of the most common misconceptions is that Poland is a market full of junior or easily replaceable talent.
In reality:
- Most Polish engineers are mid-level to senior professionals
- Many have experience working with international teams, scale-ups, and global enterprises
- They are used to autonomy, ownership, and real influence on product decisions
For founders, this means one thing:
Polish IT talent expects to be treated as partners, not execution-only resources.
If your organization relies heavily on micromanagement or top-down decision-making, attracting and retaining senior talent in Poland will be challenging.
B2B Contracts Dominate the Senior IT Market
Another major surprise for foreign companies is the popularity of B2B contracts in Poland, especially at the senior level.
This is not primarily about tax optimization.
For many experienced engineers, B2B represents:
- flexibility and independence
- clarity of expectations
- responsibility and ownership
- a more partnership-based relationship with the company
Trying to force senior candidates into employment contracts without understanding this context often results in:
- limited candidate pools
- longer hiring timelines
- higher rejection rates
A successful hiring strategy in Poland requires openness to different employment models and a clear explanation of what your company offers in return.
Salary Alone Will Not Secure Top Candidates
While compensation is important, salary alone is rarely the deciding factor for senior Polish engineers.
Top candidates pay close attention to:
- quality and maturity of the project
- technical decision-making process
- leadership style and communication
- long-term stability and direction of the company
Foreign founders sometimes underestimate how quickly experienced candidates assess whether a company is ready for senior talent.
If the project lacks clarity, ownership, or technical vision, even above-market salaries may not be enough.
Hiring Speed Sends a Strong Signal
In the Polish IT market, speed and clarity of the hiring process matter a lot.
Long or unclear recruitment processes are often interpreted as:
- lack of decisiveness
- internal misalignment
- low priority for the local team
The best candidates are usually involved in multiple conversations at the same time.
Delays often mean losing them to companies that move faster and communicate more clearly.
Adapting your global hiring process to local market expectations can significantly improve your hiring outcomes.
Local Context Matters More Than Global Processes
Many foreign companies try to replicate their US, UK, or DACH hiring models in Poland.
While global standards are important, they often require local adjustment to be effective.
What works well elsewhere may need adaptation in areas such as:
- interview structure
- decision-making timelines
- communication style
- employment models and benefits
Founders who succeed in Poland do not simply copy their existing hiring framework.
They adapt it with local insight, realistic expectations, and on-the-ground expertise.
Why Local Recruitment Expertise Makes a Difference
Hiring in Poland is not difficult — but it is competitive.
Working with a recruiter who deeply understands the Polish IT market helps you:
- access senior and passive candidates
- receive honest feedback on your offer and process
- avoid common mistakes made by first-time market entrants
- build a strong employer reputation from day one
This is especially important when opening your first team, where early hiring decisions shape long-term success.
Final Thoughts: Build Your First Team in Poland Strategically
Poland is an excellent place to build high-quality tech teams — but it is no longer a “low-effort” market.
Founders who succeed:
- respect the maturity of local talent
- understand employment preferences
- move fast and communicate clearly
- adapt global processes to local realities
If you are planning to open your first tech team in Poland, understanding the market before posting your first role will save you time, budget, and frustration.
How I Support Foreign Founders Hiring in Poland
I work with foreign founders and international companies building or scaling tech teams in Poland. I support them with:
- IT recruitment tailored to the Polish market
- realistic salary and contract guidance
- access to senior, hard-to-reach candidates
- adapting hiring processes to local expectations
If you are considering hiring in Poland or want to review your current recruitment approach, feel free to get in touch.
Beata Janota