There are 19 Companies in Poland
that provide Recruiting Services!

The Polish IT industry is one of the most important sectors of the national economy, with high fundamental principles and future growth prospects. Poland is one of the leading countries, next to Ukraine, in providing software development services in the CEE region. Additionally, Poland’s Software Development services market is expected to reach $13 billion by 2026. This sector had over 91,000 employees in 2024. 

Some aspects, like state budget compensation, the specialist available, or the rapid development of the market, are influencing the industry. The country is also one of the winners when it comes to the global financial crisis, which helped it to offer products and services that have been in short supply lately – economic stability. That is the main reason why companies started to be interested in the Polish market. It also has an evolving startup ecosystem. The number of startups in Poland grew from 2,900 to 3,324 from 2018-2023. 

According to PayScale, the average salary of a Polish web developer is around $19.12 K/year. On the other hand, the hourly rate of a Polish web developer is estimated to be around $19.11, which makes Poland a good destination for cheaper IT services and as well, a favorable country for sourcing out human resources and IT professionals. 

Why Work With a Polish IT Company

Out of many reasons why Polish IT companies are worth working with, two of them are considered the most important. 

First of all, the increasing market demand combined with the presence of tech giants such as IBM, Microsoft, HP, and Google contributed to Polish IT culture and development and increased the competitiveness of the country’s IT companies in Europe. 

The second reason lies in the abundant human resources, which come in contrast with the neighboring countries. The number of IT professionals and web education in the country shaped the IT companies based in Poland as accessible and easy to handle. 

What You Should Be Aware of When Working With Polish-Based IT Companies

On the other hand, the cheap hourly rates of Polish IT professionals made the country a great destination for outsourcing, leaving local companies not much space they afford to provide higher quality IT services. 

Are Polish IT Companies Reliable?

Polish IT Companies invaded the European market with offers to beat, offering the full-service range in web design and development, app, software engineering, and marketing for prices that are twice, or even three times, lower than the average. 

Although not all Polish professionals can provide services they are promoting, most of them do, but most of the time, the quality is proportional to prices, which tells a lot about the reliability of Polish companies. Nonetheless, Tech Behemoths recommends studying the market and connecting with as many companies as possible to find the one that suits you, just like in the case of any other country. 

How Polish IT Infrastructure Relates to the Neighboring Countries

With an abundant labor force and tech professionals, as well as having lower prices than the western neighbouring countries, Poland's IT industry is a strong regional competitor, connecting Eastern Europe with Western Europe, both geographically and by value. Compared to Ukraine, Poland has way more market opportunities and geographical advantages, attracting more companies in the IT industry. On the other hand, most Polish IT professionals are being outsourced by German companies due to higher salaries and opportunities, which reveals that the country’s infrastructure has to progress until it is able to keep the workforce inside its borders. Poland’s tech sector has over 430,000 employees, while Germany has 1,26 million people in the ICT sector. 

Overall, due to progress in the IT industry, Poland has the potential to become not only Europe’s largest tech hub but also one of the most skilled ones.
 

During the re­cruitment stage of the e­mployee life cycle­, organizations search for and evaluate pote­ntial candidates to find the best fit for a job ope­ning. This involves assessing require­d skills, relevant expe­rience, and cultural compatibility with the organization. Esse­ntially, it's about identifying people who possess the ne­cessary qualifications and align with the company's values.

Recruitment is currently going through many changes. A survey shows that 70% of companies reported that at least half of their recruitment and onboarding process is conducted virtually.

Recruiting typically follows this process: 

• Job analysis - Conducted to docume­nt the necessary knowle­dge, skills, abilities, and other characte­ristics required or desire­d for the position. This information is then included in a pe­rson specification.

• Sourcing - Attracting or identifying candidates.

• Screening & Sele­ction - Involves carefully choosing, intervie­wing, and hiring the most suitable candidate for a position.

Let's explore­ the benefits of impleme­nting a strategic recruitment process:

• Hiring the right fit: The­ key to finding the ideal candidate­s lies in dedicating time and e­ffort to a well-organized recruitme­nt process. This ensures that you bring onboard individuals who are­ perfectly suited for the­ job at hand.

• Efficient re­source allocation: Implementing a standardize­d process for all potential candidates can re­sult in significant time and cost savings over time.

• Avoiding legal issue­s: Using a consistent recruitment proce­ss for all candidates can help safeguard against accusations of bias or le­gal complications related to hiring.

There are over 600 recruitment service providers on the TechBehemoths. You can use the smart filters to pick the companies you need and view their profiles. Feel free to reach out to them to start cooperating or submit your project. TechBehemoths team will help you find your matching recruiting service provider. 

Hirig talent in 2026: challenges and how to adapt 

According to World Economic Forum reports, by 2030, it is estimated that 170 million jobs will be created globally due to structural transformations of the labor market.

This represents approximately 14% of all existing jobs, and the main factors determining this change are:

• Digitalization

• Automation

• Green transition

A major factor that is worth mentoning is the current trend in implementing AI and automating processes in companies, that can lead to layoffs, but at the same time can create new hiring opportunities in the long term.

How can businesses adapt and hire efficiently?

Here are some key strategies to consider:

• Prioritize AI and specialized job roles - prioritize strategic and AI-focused roles over administrative and support ones

• Implement AI-driven hiring - use AI to automate technical and/or administrative HR tasks.

• Adopt skills-based hiring - don't solely rely on traditional CVs. Use practical assessments and skill tests to evaluate the actual competence of candidates.

• Encourage adaptability and learning - these days, competitive advantage is no longer just the technology adoption - it’s the speed at which a team can learn and adapt.

• Consider remote and hybrid work - according to Zoom, 84% of employees express a preference for a hybrid or fully remote work model, they also feel much more productive in these work settings.

• Focus on on data-driven decision making - according to IBM reports, companies that widely implement DDDM achieve an average of 19% increase in profitability and a 16% reduction in operational costs.

Common mistakes to avoid when hiring tech talent/providers

Try to avoid these common mistakes that may put at risk your project’s success. Otherwise, you can have significant challenges like money and time waste, frustration, and high employee turnover. 

1. Trusting the CV too much

How to avoid? Evaluate the skills of candidates by using practical tests, collaborative interviews, and soft-skills analysis.

2. Too much focus on tech skills

How to avoid? Provide tasks that are close to real work, let someone from the team observe the real-time work/problem solving skills based on real scenarios.

3. Not including exact job requirements

How to avoid? Specify exactly what skills, experience, and level of education will be required for the job, so you hire the right professionals and don't waste your and their time.

4. Choosing cost over quality

How to avoid? Try to find a balance between budget and quality to make sure your project’s outcome is successful.

5. Ignoring soft skills

How to avoid? During the interview, use the opportunity to study the candidate's soft skills to determine whether they can meet the requirements from this perspective.

6. Selection process is too long

How to avoid? Define the required skills precisely, keep applicants updated, provide real-life questions/tasks and try to move fast though the recruitment stages.

7. Ignoring the cultural aspect

How to avoid? Make sure that candidate follows the cultural/local values, communication skills, and the work ecosystem that your company provides.

8. Remuneration is too low

How to avoid? Research the local rates and offer a salary that is not below average, provide additional benefits like holiday bonuses, remote work possibilities, annual training, etc.

9. Ignoring time zone differences

How to avoid? Employ professionals or companies from your location or a place with similar time zones. Don't go too far, as a 6-8 hour difference can be disruptive for your team.

10. Not providing training

How to avoid? Providing trainings that are a good way to help new employees get used to their new roles and increase the productivity of the team.