In a world where Artificial Intelligence is no longer just a vision of the future but an everyday reality, acquiring the best AI specialists has become a key challenge for companies. In response to the growing demand for experts in this field, ITSelecta Talent Solutions proudly presents AI Selecta – the first recruitment agency in Poland fully dedicated to AI specialist recruitment.

AI Selecta – The answer to AI market challenges

Artificial intelligence is not just about technology – it is primarily about the people who develop it. Observing the increasing demand for highly qualified AI specialists, ITSelecta Talent Solutions has created AI Selecta, a recruitment agency fully focused on recruiting experts in this field.

Our mission is not only to match candidates with technical roles but also to build teams that combine innovation with emotional intelligence and leadership skills.

Behind AI Selecta are experienced leaders in the IT and recruitment industries: Alessandro Lombardi – an expert with many years of experience in recruitment, who focuses on the human aspect of building AI teams; Bartłomiej Lenartowski – a former JavaScript developer and recruiter, who understands both the needs of companies and IT specialists; and Bartłomiej Skura – an HR specialist with European experience, combining local realities with global recruitment trends. Thanks to the combination of HR knowledge and a deep understanding of the AI market, we offer a unique approach to recruitment.

AI in Poland – A market full of opportunities

Poland is becoming one of the most important AI hubs in Europe. The demand for AI/ML specialists continues to grow, as confirmed by various industry reports analyzing trends in job postings. In Q4 2024, the total number of AI-related job offers in Poland reached nearly 1,500, demonstrating the sector’s rapid expansion.

The AI sector continues to experience stable growth, with the number of published job offers in this category increasing by 21.7% year-over-year (2024 vs. 2023), as highlighted in the NoFluffJobs report “Rynek pracy IT 2024/2025. Czy branża wyjdzie na prostą?”.

Demand for AI specialists is particularly high in major cities such as Warsaw, Krakow, Wroclaw, and Gdansk. Employers offer competitive salaries, especially for B2B contracts, with net earnings ranging from 20,000 to 28,000 PLN per month (~4,500–6,500 EUR). For employment contracts, salaries typically range from 16,000 to 23,000 PLN gross (~3,500–5,500 EUR).

The job market for AI/ML roles in Poland is diverse, with positions such as Machine Learning Engineers, Data Scientists, NLP Engineers, MLOps Engineers, and AI Research Engineers in high demand. Major global tech companies like Google, Microsoft, Amazon, IBM, and Intel, as well as prominent local firms like Allegro, CD Projekt, and deepsense.ai, are actively recruiting for these roles in Poland.

With continuous technological advancements and a growing demand for AI professionals, Poland’s AI job market is expected to keep expanding, offering even more opportunities for those looking to develop their careers in this industry.

Why invest in Polish AI specialists?

Poland is an attractive destination for companies looking for AI specialists for several reasons:

• Competitive costs – compared to Western Europe and the US, Polish AI experts offer world-class skills at lower employment costs.
• Local talent with a global reach – Polish AI engineers are highly valued worldwide for their technical skills and innovative approaches.
• Growth in innovation – an increasing number of Polish companies and startups are developing proprietary AI solutions, and the government supports the sector through grant programs and research initiatives.

For more information about the AI market in Poland, read here: AI Work in Europe in 2024

AI Selecta – Your support in building AI teams

At AI Selecta, we combine our knowledge of the AI market with recruitment expertise, offering:

• Access to the best AI specialists in Poland.
• Fast and efficient recruitment – we know the market realities and how to reach the best candidates.
• Strategic consulting – we help companies develop long-term strategies for acquiring and retaining AI talent.

Looking to hire the best AI specialists in Poland? Contact us!

🌐 www.aiselecta.com
📧 info@itselecta.com

Don’t let AI recruitment become an obstacle on your path to innovation – let us find the best experts for you!

Sources:

1. No Fluff Jobs, Report: Rynek pracy IT 2024/2025. Czy branża wyjdzie na prostą?
2. Inhire.io, Report, IT Market Snapshot Q4 2024

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The year 2025 brings a range of significant changes to Polish labor law, which will impact the daily operations of both employees and employers. The key changes include an increase in the minimum wage, new rules for employing foreigners, support for employers hiring senior workers, and new regulations regarding parental leave. These changes present both challenges and opportunities for the development of the labor market and the improvement of working conditions in Poland. Let’s take a closer look at these changes.

Increase in the minimum wage in 2025

As of January 1, 2025, the minimum wage in Poland has increased to PLN 4,666 gross, which represents an increase of PLN 366 compared to 2024. The minimum hourly rate is now PLN 30.50 gross.

What does this mean for employers and employees?

Employers: The wage increase requires companies to manage budgets carefully. It is advisable to analyze the competitiveness of the offered working conditions to minimize the risk of employee turnover. Higher expectations from other employees may also arise, potentially creating additional financial challenges.

Employees: The raise improves financial conditions, although inflation may weaken the real increase in purchasing power. The changes will also affect the night shift allowance (20% of the hourly wage for each hour worked at night) and compensation for violations of equal treatment principles, where employers will be required to pay at least the equivalent of the monthly minimum wage.

Subsidies for employing senior workers

New regulations introduce financial support for employers hiring unemployed individuals over 60 years of age (women) and 65 years of age (men). The aim is to activate seniors in the labor market while offering employers the opportunity to benefit from subsidies and enrich their teams with experienced personnel.

Subsidy amount: Up to 50% of the minimum wage (approximately PLN 2,333 gross per month).
Support period: Subsidies will be granted for 24 months, after which the employer will be required to maintain the employment at their own expense for the next 12 months.

Parental leave for parents of hospitalized infants and premature babies

The year 2025 also brings changes to maternity leave for parents of prematurely born or hospitalized infants. The changes include:

• For children born before the 28th week of pregnancy or weighing less than 1,000 g: An additional 15 weeks of leave.
• For children born between the 28th and 36th week of pregnancy: An additional 8 weeks of leave.
• For children born after the 37th week: Up to 8 weeks of leave if hospitalized for at least two consecutive days between the 5th and 28th day of life.

These changes allow parents to focus on their child’s health without fear of job stability. It is an important step toward better family support in challenging situations.

New public holiday and changes to sunday trading

In 2025, there are changes to the list of public holidays in Poland. One key change is the designation of Christmas Eve (December 24) as a public holiday. This change means there will be no obligation to work on that day, giving employees extra time for holiday preparations and family time.

List of public holidays in 2025:

January 1 – New Year’s Day
January 6 – Epiphany
April 20 – Easter
April 21 – Easter Monday
May 1 – Labor Day
May 3 – Constitution Day
June 8 – Pentecost Sunday
June 19 – Corpus Christi
August 15 – Assumption Day
November 1 – All Saints’ Day
November 11 – Independence Day
December 24 – Christmas Eve
December 25 – Christmas Day
December 26 – 2nd Day of Christmas

Changes to sunday trading

As of February 1, 2025, changes to the law on Sunday trading restrictions will come into effect. According to the new regulations, an additional trading Sunday will be introduced in December before Christmas Eve.

The trading ban will not apply on:

• The three Sundays before Christmas Eve.
• The Sunday immediately preceding Easter.
• The last Sundays in January, April, June, and August.

Changes to employment rules for foreigners

Although the new rules for employing foreigners will not take effect at the beginning of 2025, the planned changes aim to simplify the process of hiring foreigners through:

• Elimination of the labor market test: This change aims to expedite and simplify the hiring process by removing the requirement for time-consuming procedures.
• Digitization of administrative procedures: This will reduce the processing time for work permit applications.
• Stricter penalties for illegal employment of foreigners: Fines will be proportional to the number of illegally employed individuals.
• Integration programs: Including Polish language courses.

Ongoing projects

In 2025, work will continue on amendments to the Labor Code. These projects include:

Including civil law contracts in employment tenure: Currently, only employment under a contract of employment counts toward tenure. The amendment proposes including other forms of employment, such as mandate contracts (umowa zlecenie) and sole proprietorships, in employment tenure starting in 2026.

Salary transparency: Employers will be required to provide candidates with salary information before job interviews and disclose salary information upon employees’ request. Failure to comply with these obligations may result in financial penalties.

Ayear of challenges and opportunities

The labor law changes in 2025 represent both challenges and opportunities for employers. This is an opportunity for companies to view the regulations as tools to support organizational growth and build a strong workplace culture. The key to success will be a proactive approach, education about the new regulations, and collaboration with experts to not only meet legal requirements but also enhance employee engagement and improve the company’s image as a responsible employer.

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The recruitment process is not only a tool for finding suitable candidates, but also an opportunity to build a positive employer image and develop relationships with potential employees. One of the key, and often neglected, elements of this process is feedback. In this article, we’ll look at why feedback is important, how to provide it, and what practices to use to build a professional and effective candidate experience.

The importance of feedback and what benefits it brings

Feedback is a message that is intended to give the candidate information about his performance in the recruitment process. Both positive and constructive feedback help candidates understand their strengths and areas for improvement. However, the essence of feedback goes beyond evaluation – it is also a way to enhance the employer’s image.

Feedback is a valued part of any recruitment process, as indicated by reports and surveys showing that as many as 81% of candidates would rather get negative feedback than no feedback at all. Additionally, as many as 65% admit that receiving feedback – whether positive or negative – makes them more likely to apply again to the same employer in the future.

How to give feedback to candidates

Effective feedback should be precise, understandable and based on facts. Here are some steps to help you achieve this goal:

Choosing the right communication channel

The format of feedback should depend on the stage of the recruitment process. At the initial stage, such as CV screening, automation can be an effective solution, especially in large-scale recruitment processes with many candidates. However, for candidates who participated in later stages, it is worth providing more personalized feedback. Even a short response with 2–3 sentences explaining the reason for rejection will be appreciated.

The most commonly used tools for providing feedback are email and phone calls. When choosing verbal feedback, it’s important to prepare substantive content and ensure appropriate conditions for the conversation. During such interactions, candidates may ask additional questions, so be open to responding while also setting clear boundaries.

Timeliness

The faster you provide feedback, the more valuable it will be for the candidate. Research shows that 82% of candidates want to know as soon as possible if they have a chance of progressing in the recruitment process after submitting their CV.

Specific information and examples

Avoid generalizations and value judgments. Refer to facts, such as the candidate’s CV details, experience or skills required for the position. Deliver your feedback in a polite yet specific and factual manner.

Balancing strengths with areas for improvement

Even if a candidate didn’t meet all the requirements, it’s important to highlight their strengths to ensure the feedback is constructive and motivating. Refer to the interviews, tests, or tasks completed by the candidate during the recruitment process. Thank them for their participation and invite them to apply for future opportunities.

Ensure candidate experience in your recruitment process

Feedback is a crucial element of a professional recruitment process. When delivered effectively, feedback not only supports candidates’ development but also enhances the company’s image as an empathetic and reliable employer. Organizations that prioritize providing feedback are more likely to build lasting relationships with candidates and improve the efficiency of future recruitment efforts.

For most candidates, receiving feedback is essential, even if it pertains to the rejection of their application. This helps them avoid feelings of uncertainty and stagnation, enabling them to focus on the next steps in their job search.

Research shows that even a basic form of feedback significantly improves candidates’ perception of the entire recruitment process, regardless of the outcome. Positive candidate experiences translate into a better reputation for the company, which can become a key factor in attracting talented employees in the future.

Sources:

1. Pracuj.pl, Feedback w procesach rekrutacyjnych z perspektywy rekruterów
2. No Fluff Jobs, Tak mnie rekrutuj Candidate experience w IT, czyli doświadczenia kandydatów i kandydatek 2023

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Europe has become one of the key regions in the world for fintech companies. The number of investments and expansions by international fintech companies is growing year after year, showing the huge potential that lies in this region. Many global players are choosing to expand their operations in Europe, recognizing the unique opportunities offered by the local markets, regulations and innovative environment. Poland, as part of the European market, is becoming one of the most promising destinations for financial technology companies.

Europe a key market for fintech companies

According to Ezequiel Canestrari, COO of ClearBank Europe, Europe has become an attractive region for fintech companies for several reasons. First, it is characterized by a diversity of markets, which gives companies the opportunity to tailor their products to different consumer needs. In turn, the European Union, as a single market, allows access to many countries with a single license. For fintech companies that plan to expand internationally, this is a huge convenience. Thanks to regulations such as PSD2 (Payment Services Directive) and DORA (Digital Operational Resilience Act), fintechs can operate in the European market while complying with uniform regulations and ensuring the security of their services.

Europe also presents tremendous opportunities in the form of a growing number of consumers who are becoming more receptive to innovative financial services.

Cyber security in Europe – a priority for fintech companies and startups

Against the backdrop of digital threats, cyber security has become one of the most important aspects of fintech companies’ development in Europe. In response to the growing number of cyber attacks and online threats, investing in advanced security has become a necessity. Fintech companies are prioritizing the protection of their customers’ data and regulatory compliance, which is supported by European legislation such as DORA, which aims to strengthen resilience against cyber threats.

Regulation in Europe is key from a security perspective. Compliance with regulations such as PSD2, which enables innovation in payments, and DORA, which focuses on operational resilience in the event of cyber attacks, allows financial firms to offer top-notch services.

Poland as an attractive market for fintech companies

Poland is becoming an increasingly attractive destination for fintech companies, thanks to its dynamic economic growth, increasing demand for financial and technology services and rich talent pool. In particular, the financial services and technology sector is growing in Poland, offering significant advantages such as lower operating costs compared to Western Europe.

Poland’s geographic and political location increases its importance as a strategic center that allows companies to access the EU market while benefiting from lower operating costs.

Benefits of locating in Poland

Poland stands out primarily for its cost efficiency and access to a broad pool of highly skilled talent. The country boasts a large, well-educated workforce characterized by advanced technical skills and increasing specialization in the financial services sector. Moreover, Polish professionals excel in English communication, facilitating collaboration with international partners and enabling seamless operation in the global business environment. These factors make Poland an extremely attractive location for investors seeking efficiency and innovative solutions.

Poland is home to major operational centers for international financial institutions such as Citibank and UBS. Technology giants like Google, IBM, and Microsoft have also chosen Poland as a base for significant operations, recognizing the country’s skilled workforce and strategic location.

Recognized as one of the top destinations in Europe for business services, the country hosts nearly 2,000 service centers, including BPO, SSC/GBS, IT, and R&D, employing over 450,000 people, according to ABSL data.  These centers provide a wide range of services, such as IT, finance, HR, and customer support, for companies across the continent and beyond. Thanks to these investments, Poland is becoming one of Europe’s most significant business hubs.

Growth of the Polish economy and fintech sector

Poland, with a population of nearly 40 million people, is becoming an increasingly important financial services and technology center in Europe. Projections for the Polish economy show GDP growth of 3.6% in 2025, supported by strong private consumption and investment.

Poland’s fintech sector is growing at an impressive rate. Statista data shows that the number of fintech companies in Poland has increased from 167 in 2018 to 368 in 2024. This demonstrates Poland’s growing potential as a destination for innovative financial technologies. Poland is also home to the popular BLIK application, which has revolutionized the mobile payment market in Poland. The value of e-commerce transactions via BLIK has increased from 0.01 billion zlotys in 2015 to nearly 126 billion zlotys in 2023, a huge leap in Poles’ use of the tool. Transactions via ATMs, payment terminals and P2P systems are also growing rapidly, confirming Poland’s large role in the European mobile payments market.

Poland as a center for innovation and talent

Poland is also one of the best places on the map of Europe when it comes to technological innovation and access to highly skilled professionals. According to a HackerRank study, Poland ranks third in the world in terms of the quality of programmers, behind only China and Russia. This is a huge asset that attracts international companies looking for top talent. What’s more, Poland ranks 13th in the EF English Proficiency Index, confirming the high level of English proficiency among Polish workers in the technology sector. As a result, Polish professionals are well prepared to work with international companies, and their skills are highly valued in the global market.

You can read more about the excellence of Polish specialists in our article The Global IT Rankings: Poland at the top with the best programmers in the world.

The future of the fintech market in Poland and Europe

In the coming years, the fintech sector in Europe, and Poland in particular, has great potential for further development. Fintech companies will develop cross-border payment services and invest in blockchain technology and artificial intelligence. Thanks to regulatory support and growing demand for innovative financial services, Poland has a chance to become Europe’s fintech hub.

Poland’s fintech sector is developing rapidly, and the growing number of investments and international R&D centers are proof of its strength. Poland is one of the largest financial services markets in Central and Eastern Europe, and its economy will have a key impact on the future of the sector. From the perspective of ClearBank and other fintech companies, the coming years will be crucial for the further development of innovative financial services in Poland and Europe.

Sources:

1. https://absl.pl/en/sector-in-numbers
2. https://www.hackerrank.com/blog/which-country-would-win-in-the-programming-olympics/
3. https://www.hackerrank.com/research/developer-skills/2023
4. https://www.statista.com/statistics/1036660/blik-transactions-poland/
5. https://economy-finance.ec.europa.eu/economic-surveillance-eu-economies/poland/economic-forecast-poland_en
6. https://www.statista.com/statistics/1246490/poland-number-of-fintech-companies/

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Artificial intelligence remains one of the hottest topics of today. Its rapid development is changing many fields, including the area of HR and recruitment. In one of our posts, we took a look at the changes that are following more and more technological developments in the AI recruitment industry. Today we would like to expand on this topic based on the Talent Connect Show 2024 event, which took place this month. The event, organized by LinkedIn, focused on the future of talent management in the AI era.

As part of the event, participants from around the world had the opportunity to listen to inspiring talks and participate in panel discussions with HR industry leaders. Key topics included new technologies, workforce development, the future of HR, and innovative solutions to support diversity and inclusion in the workplace.

AI in recruiting: Transforming the hiring process

One of the main topics discussed at Talent Connect Show 2024 was the transformation of the recruitment process under the influence of Artificial Intelligence. During the event, experts highlighted how AI in recruiting can significantly improve the hiring process, reducing recruitment time and eliminating potential biases. These technologies, as the name “artificial” suggests – remain just a powerful tool to support recruiters in their daily work, but do not work independently.

AI in recruitment is used to automate many processes, such as processing applications, identifying the best candidates, and assessing their experience and skills. This allows recruiters to streamline the recruitment process and find the most suitable applicants faster. Crucially, this automation eliminates subjective assessments, as the algorithms analyze the data in a neutral way, which increases the accuracy of talent acquisition.

However, despite the advanced tools, experts pointed out that AI is still unable to replace the “human touch.” Recruiters play a key role in the recruiting process, taking care of communication with applicants, building relationships, and recognizing personality subtleties that algorithms cannot capture. For this reason, the role of humans in recruitment remains irreplaceable, with AI acting mainly as a support in the hiring process.

How AI recruitment tools can streamline talent acquisition

At the Talent Connect Show 2024, LinkedIn presented an innovative tool combined with LinkedIn Recruiter to support recruiters in the recruiting process – Hiring Assistant. This advanced tool combines AI in recruiting with data available on LinkedIn’s professional network, enabling companies to more quickly find the best candidates who meet specific requirements, even if they have not applied directly to a job posting. It helps streamline recruitment, allowing recruiters to focus on more strategic tasks.

Statistics related to LinkedIn’s operations confirm how much of an impact automation is having on recruiting:

• More than 13,000 new connections created every minute
• 9,000 applications submitted every minute
• 30,000 messages sent every minute
• 47 new hires worldwide every minute

Key features of AI-driven recruiting tool

The Hiring Assistant tool offers features that support recruiters in the hiring process, including:

• Generating a list of applicants who best match the required qualifications, with a brief summary of their experience and skills.
• Providing detailed summaries of selected applicants, highlighting essential qualifications such as knowledge of required tools or possession of key skills.
• Quickly identifying information about required competencies in candidate profiles.
• Enabling the creation of personalized messages to applicants, improving communication quality and strengthening relationships.

Why is AI recruiting and automation essential for HR professionals?

According to Linkedin statistics, the average recruiter spends 20 hours a week performing tedious operational tasks. Recruiters primarily mention the multitude of applications they deal with on a daily basis as the most burdensome aspects of a recruiter’s job. For a single position, recruiters receive dozens, hundreds and sometimes thousands of applications. Reviewing all these resumes is a time-consuming task, and properly selecting the most qualified candidates suited to the job offer can become frustrating. With such a large workload, changing the recruitment process to be more efficient is essential for success.

Thus, AI tools are becoming an invaluable tool in the hands of recruiters, speeding up processes, eliminating time-consuming tasks and supporting proactive candidate search.

How AI can help HR professionals in the recruitment process

Talent Connect 2024 clearly demonstrated that AI and new technologies are becoming an integral part of modern HR strategies, supporting companies in making recruitment processes more efficient, building diversity and developing employees in a more personalized and effective way.

Recruiting in the AI era requires modern tools that support rather than replace recruiters. Artificial intelligence is becoming a powerful support in the candidate selection process, enabling automation of time-consuming and repetitive tasks. However, the role of recruiters remains invaluable. They are the ones who build relationships with candidates, make subtle assessments that are beyond the reach of algorithms, and ensure that the entire recruitment process runs smoothly. To use AI effectively in recruiting, HR professionals must integrate solutions that complement human efforts. AI solutions, such as Hiring Assistant, help recruiters in their day-to-day work, but humans still play a key role in building valuable connections between candidate and employer.

Looking for specialists to join your team? Let us help you find the right talent! Contact us at info@itselecta.com or call us +48 508 033 065.

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There are a lot of companies that are looking at offshoring and outsourcing a lot of their processes, services, and sometimes even products. This has been one of the most effective ways on how you can scale your business in today’s competitive landscape. If you want to learn more about the opportunities you can unlock by utilizing outsourcing services, then you’ve come to the right place because our team at ITSELECTA IT Recruitment is here for you.

Outsource IT services to propel your business growth in 2024

Our specialty is quickly identifying exceptional IT specialists and building vibrant remote teams that propel your business forward. As a trusted outsourcing service provider, we understand the complexities of sourcing top-tier talent. Our cutting-edge recruitment system expedites your employment procedure, ensuring that you are matched with the ideal IT specialist in an unbeatable two-week timeframe. Whether you are looking for software development experts or information technology specialists, ITSELECTA ensures that the talent you need is just a step away.

The ITSELECTA team, a global team of seasoned recruiters and company developers, is your problem-solving powerhouse. With our knowledge of the offshore outsourcing model and vast experience in the IT field, we are here to help you achieve success in the competitive global market.

ITSELECTA IT Recruitment named one of the most-reviewed outsourcing service providers

We are proud to announce that we’ve been recently recognized for our invaluable efforts in the market! We’ve been named as one of the most-reviewed global HR agencies by none other than The Manifest!

For those of you who are hearing about The Manifest for the first time, they are a business blog website that features top firms from all over the world. Their goal is to gather and verify the hard data, expert insights, and actionable advice that you need to build your brand and grow your business – to provide the practical business wisdom that manifests in your success.

We would like to take this opportunity to express our gratitude to our clients that have been supporting us throughout the years. This award, along with many others we’ve received in the past, wouldn’t have been possible without your trust and collaboration.

Get in touch with us today and talk to our recruitment experts!

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Recruiting employees requires not only knowledge of the market and local laws, but also an understanding of the specifics of the work culture. Before hiring new team members, an employer must not only choose an appropriate form of employment that is satisfying for both sides, but also follow legal requirements regarding vacations, salaries and other employment-related aspects.

Types of contracts in Poland

There are several forms of employment available in Poland, and the choice of the right contract depends on the type of work performed and the expectations of both sides. Each form has advantages that may be relevant to different groups of employees. Professionals in the IT industry often prefer the B2B form because of higher salaries and flexibility. On the other hand, employees in manual professions most often rely on job security, so an employment contract is the preferred form of employment for them. For students, a contract of mandate can be attractive, which in Poland comes with no obligation to pay contributions, resulting in a higher net salary for students under 26. Let’s take a closer look at all available forms of employment.

• Employment contract – provides the greatest protection for the employee. It is concluded for a probationary, fixed-term or permanent period. Regulates rights to vacation, sick pay and other benefits. Both parties to the contract are required to observe a notice period, which, depending on seniority, may be 2 weeks, 1 month or 3 months.
• Contract of mandate – a flexible form of cooperation, often used for temporary projects. The employee is not entitled to vacation, and Social Security contributions are often reduced.
• Contract of specific work – an agreement to perform a specific task, with no obligation to pay Social Security contributions.
• B2B contract – cooperation in the form of self-employment. Popular in the IT and consulting industries, it allows greater flexibility, but requires the employee to register a business. It is attractive to employees because of higher wages compared to other contracts, while for the employer the aspect of reduced operating costs is significant, among other things.

An employer who wants to assess an employee’s qualifications can enter into a probationary contract with the employee. A trial period employment contract is concluded for a period not exceeding:

• 1 month – in case of the intention to conclude an employment contract for a fixed term of less than 6 months;
• 2 months – in case of the intention to conclude an employment contract for a fixed term of at least 6 months and less than 12 months.

Legal requirements of employment in Poland

In Poland, the employment of workers is governed by comprehensive labor laws and social security regulations designed to protect the rights of employees and ensure fair working conditions. Employers must adhere to several key obligations, including:

• Contract registration – All employment contracts must be formally registered with the Social Insurance Institution (ZUS) within specified deadlines.
• Social Security contributions and taxes – Employers are legally obligated to remit social security contributions on behalf of their employees. These contributions cover various benefits, including pension, disability, and healthcare.
• Medical examinations and health and safety training – Every newly hired employee must undergo an initial examination and health and safety training.
• Time records – The employer is required to keep records of working hours and pay wages as agreed.

Salaries and benefits in 2026

Salaries in Poland vary by industry and location, but the national minimum wage is mandatory, which from January 2026 is:

• PLN 4,806 gross per month for full-time employees;
• PLN 31,40 gross per hour for freelance and part-time contracts.

The national minimum wage changes periodically.

Non-wage benefits are becoming more common and expected by employees. Examples of popular benefits that are most commonly offered by employers are:

• Private medical care;
• Sports card (Multisport);
• Flexible working hours or remote working;
• Subsidized courses and training.

Before deciding on the benefits offered at a company, it’s a useful idea to learn about the expectations of professionals in the particular industry in which you want to hire. Industries differ in their expectations, and tailoring benefits to the needs of potential employees increases the chances of attracting top talent. In the IT industry, popular benefits among Polish professionals include:

• 4-day workday;
• Flexible working hours;
• Additional days off;
• Private health care;
• Access to training and courses.

Layoffs and termination of contracts

The termination of an employment relation in Poland requires adherence to the regulations regarding the notice period, which depends on the type of contract and length of service. The notice period is calculated from the first day of the calendar month following the month in which the notice was given.

Probationary contract – notice of termination with 3 to 14 days depending on the length of the contract.

• 3 days if the trial period does not exceed 2 weeks;
• 1 week if the trial period is longer than 2 weeks;
• 2 weeks if the trial period is 3 months.

Fixed-term and indefinite-term contract:

• 2 weeks – for employees employed up to 6 months;
• 1 month – for length of service contained in the period from 6 months to 3 years;
• 3 months after working more than 3 years with the employer.

However, the length of the notice period may also be determined by the terms of the contract.

Days off and vacation entitlement

Every employee employed under an employment contract is entitled to vacations, regulated by the Labor Code. Employees are entitled to days off in the form of:

Vacation leave:

• 20 days – for employees with less than 10 years of seniority;
• 26 days – for employees with at least 10 years of seniority;
• In the case of part-time employment, the number of vacation days is determined in proportion to the full-time position. For example, with part-time employment, 10 or 13 days of leave are granted.

Leave on demand: 4 days per year, included in vacation leave.

Parental leave: 32 weeks (to be shared between parents).

Maternity leave: 20 weeks, 6 of which can be taken before childbirth.

Paternity leave: 2 weeks, to be taken within 12 months of the child’s birth.

Health (sick) leave: up to 33 days per year, paid 80% of salary paid by the employer.

Public holidays: an employee is entitled to days off during holidays that are statutory holidays (e.g. January 1, May 3, November 1). You can read more about public holidays in Poland in our post here.

In addition, employees are entitled to other days off, for example:

Occasional leave: 

• 2 days – your own wedding, the birth of a child, the funeral of loved ones (parents, spouse, child);
• 1 day – wedding of a child or funeral of one of the family members.

Child care leave: an additional 2 days leave when the employee raises a child up to the age of 14.

The most popular job portals in Poland

Employers and candidates both have a number of platforms at their disposal that make it easy to find the perfect offers and the best talent. Here are some of the most popular sites in Poland:

• Pracuj.pl– the largest job search engine in Poland, which stands out with a wide range of job postings from every industry and for different levels of experience.
• Praca.pl – this site offers a rich collection of job offers, career advice and a practical salary calculator.
• GoWork.pl – a platform that not only presents numerous job offers, but also allows users to read opinions on employers.
• Aplikuj.pl – a site with an extensive database of job offers in various industries.
• Jobs.pl – a portal that collects job offers in Poland and abroad, with a dominant category of manual labor offers.
• Indeed – a job portal that allows users to search and apply for a variety of positions in different industries
• NoFluffJobs.pl – a specialized portal focused on job offers in the IT industry, but also available for people in other areas, such as marketing or sales. It places a strong emphasis on salary transparency.
• Justjoin.it – Portal dedicated to job offers in the IT industry.
• RocketJobs.it – A site that brings together job offers from various industries, including marketing, finance, HR and IT.
• Bulldogjob – A portal aimed at IT professionals.

Choosing the right portal affects the success of the search for specialized talent. Each of the listed sites offers unique functionalities that address the diverse needs of the Polish labour market.

Why hire specialists from Poland?

Poland stands out for its reliable approach to work and the high quality of its services. It is particularly rich in highly skilled IT specialists, who achieve excellent performance results compared to other nations. What’s more, Polish professionals speak English at a high level, which makes it easier to work with companies from all over the world. For more information on the benefits of hiring Polish IT professionals, see our article The Global IT Rankings: Poland at the top with the best programmers in the world.

We also encourage you to read our article, in which we answer our clients’ most common questions about hiring professionals in Poland on a B2B basis.

In case you are looking for an EOR partner company Anywherer is an informational platform for companies exploring global hiring options. They publish in-depth reviews, comparisons, guides, and insights related to Employer of Record (EOR) and other workforce solutions, helping decision-makers choose the right partners when expanding internationally.

Looking for specialists to join your team? Let us help you find the best talent! Contact us at info@itselecta.com or call us +48 508 033 065.

Looking for AI specialists? Contact our dedicated company AISelecta!

Are you looking for work in Poland? Check our current job offers here!

The post Recruitment in Poland: What every employer should know about employment in Poland appeared first on ITSELECTA.

ITSelecta IT Recruitment company in Poland is a recruitment partner, delivering satisfaction to clients operating in various industries. Our cooperation includes software organizations, start-ups, fintechs, BPO and SSC, outsourcing recruiting process and finding the best candidates. Positive feedback is the best badge signaling ITSelecta’s fulfillment of expectations and providing a positive experience throughout the collaboration process.

Partnership in IT hiring process in Poland

In the ongoing 2022 project, ITSelecta’s task was to lead the talent acquisition strategy, select candidates and conduct interviews. ITSelecta aimed to recruit qualified programmers in Poland.

The client decided to establish a partnership after prior online research. Due to shared values and cultural fit, the client (whom we prefer to call a partner) was able to establish a partnership.

The conclusion of the partnership was followed by the initiation of a thorough recruitment process by our team of 2-5 recruitment specialists and a project manager.

ITSelecta a trusted IT recruitment agency in Poland

When it came to building a software development team, ITSelecta proved to be an exceptional recruiting company whose professionalism and experience exceeded the client’s expectations. ITSelecta not only provided recruitment services, but also developed a recruitment strategy tailored to the client’s unique needs. According to the client, ITSelecta’s flexible approach allowed to meticulously screen candidates and thus present a select shortlist from which it was possible to choose those the most suitable candidates.

The client praises our seamless conduct of interviews and negotiations, our commitment and understanding of the client’s needs, as well as professional approach to recruitment  by our recruitment team. In addition, efficient project management and timeliness have not gone unnoticed. 

Personalized Approach of ITSelecta: Unique advantage of one of the top poland recruitment agency

The partnership with ITSelecta has yielded tangible results, demonstrating significant progress and success in the field of IT recruitment in Poland. The creation of a highly qualified software development team, precisely meeting the client’s technical and cultural criteria, underscored ITSelecta’s effectiveness in delivering top-notch talent.

Communication channels during the collaboration included virtual meetings, emails and messaging applications. These provided quick and clear communication, helping the collaboration to be effective  between our staffing agency and our client. 

What set ITSelecta apart, according to the client, was the personal approach and genuine concern throughout the process. The commitment to understanding the needs, preferences and culture of the client’s organization went beyond the standard, according to the client. This personalized approach created a unique and valuable experience that allowed us to meet the client’s recruitment needs and make them feel like a partner throughout the recruitment process. Certainly, the collaboration can be described as a success, highlighted by the fact that the client has not identified any areas for improvement.

Recruitment solutions for companies in Europe and beyond. Recruit your staff with ITSelecta in 2024

ITSelecta IT recruitment in Poland, aims to provide an excellent experience for clients and candidates. Regardless of the talent and professionals you are looking for, feel encouraged to contact us. Our recruitment team will take care of you at every stage of the hiring process, providing the best candidates and ensure efficient recruitment of the top talent in Poland.

Our staffing services work well in Europe and the UK but also with multinational companies from the States and other countries, providing a recruiting partnership and trust in collaboration.

Experience the quality of our services and hire the best candidates, thanks to the experience of our recruiters. Get in touch!

The post Tailored Approach to IT Recruitment in Poland: Recruit the best staff with our recruitment agency in 2024 appeared first on ITSELECTA.

Recruiting the best professionals can be a challenge even for experienced HR departments. Increasing demands and awareness of candidates as well as changes in the job landscape and attitudes toward work are requiring more and more effort from employers. Streamlining recruitment processes is becoming key to attracting qualified candidates in a variety of fields. But how can employers effectively improve hiring process and thus provide their company with the best employees?

Streamline your recruitment process

In order to recruit the best talent for specialized positions at their companies, employers must ensure that they stand out from the crowd and ensure that not only the offer but also the communication with potential candidates is appealing. Poor communication, lack of feedback or unclear job offers are some of the factors that can cause potential candidates to drop out of your recruiting process. What elements are most offputting during a job search?

What factors when contacting recruiters are frustrating according to candidates in the IT industry?

• Lack of information about salary ranges – 64%
• Sending offers inadequate for the position/skills – 56%
• Sending non-personalized messages – 49%
• Lack of familiarization with resumes – 45%
• Lack of knowledge of the job specifications – 42%
• Unclear and difficult to understand tasks – 22%
• Lack of interest during the interview – 17%
• Inappropriate questions and comments – 13%
• Mistaking name or gender – 11%

What are the main reasons candidates in the IT industry reject job offers?

• Low salary – 60%
• Bad impression after the recruitment interview – 57%
• Long process of waiting for an offer – 43%
• Unsuitable work culture – 29%
• Different salary than stated in the job ad – 27%
• Too high requirements for the position – 25%
• Lack of feedback – 24%

How does it look among blue-collar workers? The issues that most often discourage candidates from applying for jobs are:

• Lack of information about the salary – 62%
• Poorly detailed job description – 52%
• Job description inconsistent with the position – 38%
• Incomprehensible job title – 35%
• Lack of information about the place of work – 32%
• The need to send a cover letter – 27%
• The need to fill out additional forms – 23%

In addition, 73% of blue-collar workers perceive an easy and quick recruitment process as a major advantage for employers. 56% of them are more likely to apply for an offer from an employer who guarantees a recruitment process no longer than 2 weeks.

Considering the perspective and expectations of candidates can be key to creating an effective recruitment process and thus finding the best talent. Therefore, what is worth keeping in mind when creating a recruitment strategy?

More effective job postings

A candidate’s first contact with a company is often made via a job advertisement. It is element that determines whether a potential employee will be interested in the offer. A confusing job title, inadequate and imprecise descriptions of the required skills and tasks can quickly discourage an applicant. That’s why it’s worthwhile to make sure your job postings are clear, attractive and accurately describe expectations and the benefits offered.

Remember to write the advertisement in simple but engaging language that will attract candidates. Advertise not only on job portals – in many industries such as IT or marketing social media will work much better. However, remember to tailor the portal to your audience. Blue-collar workers will look for jobs in a different way than people in managerial positions or those in the IT industry. You can use social media platforms, job boards or community groups. Choosing the right place can determine the success of your search for the new hire.

Provide a positive candidate experience

Positive candidate experience is an element that is gaining more and more recognition, and every year more and more companies are starting to care about it. What does a positive candidate experience contribute to? An applicant, even despite not being accepted by the employer, will be left with a positive impression of the company. He will be inclined to share this opinion and in the future will be more likely to return to your company for further recruitments. It’s also important that communication with candidates is regular and transparent. They should be kept informed of the status of the recruitment, with their questions and concerns answered quickly and honestly. Personalizing communication and paying attention to every detail can pay long-term benefits in the form of a better company reputation.

Simplicity and clarity as a key to success in effective recruitment

The recruitment process should be clear, understandable and not contain unnecessary steps that can discourage a candidate from participating. An overly long, complicated process with many steps can result in frustration and the loss of valuable candidates. Ideally, recruitment should consist of no more than a few, well-thought-out steps that are clearly defined and communicated to candidates from the beginning. Transparency of the process and prompt communication of the next steps can significantly improve the candidate experience and increase the effectiveness of recruitment.

Consider also standardizing certain procedures – clear evaluation criteria, standardized questions during interviews and clearly defined timelines for the various stages of recruitment will ensure that all candidates are evaluated according to the same standards. This will not only make recruitment more efficient, but also improve the company’s image as a professional employer.

Modern solutions in recruitment

Today’s technology and tools based on Artificial Intelligence offer many opportunities for the recruitment industry. Collecting and analyzing resumes and other steps in the recruitment process take a lot of time and require a big amount of energy from recruiters. For this reason, AI tools provide great support in recruitment. We wrote more about the possibilities of using solutions based on new technology in our article AI in recruitment: How modern technologies are changing the way we recruit in 2024?, which we invite you to read. You will find out in the article what modern solutions you can implement in your company to improve recruitment processes.

Training for your HR team

Recruiters are crucial people in the recruitment process, which is the reason why it should be so important to ensure regular development of their competencies. How? By providing them with quality materials or trainings. Regular training in recruitment techniques, psychology or required technologies significantly affects the quality of recruitment and allows you to find and recruit the best candidates more effectively.

ITSelecta comes to your help in this regard in the form of a course for recruiters in IT recruitment. It will provide your HR department with essential knowledge on recruitment processes, effective ways on how to search for talent, market updates and many other valuable tips and information on IT recruitment.

Benefit from the services of a recruitment company and recruit top talent

Working with a recruitment agency saves time and resources that a company can allocate to developing key areas of its business. Experienced recruiters take full responsibility for the recruitment process, using their access to a broad database of candidates from various industries. This enables them to quickly and accurately find the people best fitted to the company’s unique characteristics and culture. What is more, their knowledge and experience allow them to reach out to qualified professionals, including those who are not actively looking for a job. Working with a recruitment agency can therefore bring long-term benefits, supporting the development of your team.

ITSelecta offers comprehensive recruitment services: from RPO to BPO & SSC recruitment. We also offer employer branding support, providing our clients with the service of employer branding videos that will enhance their employer image and thus contribute to the success of recruiting and retaining the best professionals in the company’s workforce.

What does cooperation with us in the RPO model look like?

As a recruitment agency, we take care of every element of the recruitment process – from the creation of attractive advertisements, through the selection process and interviews with candidates, to the recommendation of the best professionals, tailored to your needs. Our cooperation process is based on several key stages that ensure the highest quality of services.

The first step is an in-depth analysis of your recruitment needs and business objectives. During a meeting with you, we familiarise ourselves with the specifics of your company, its organisational culture and the detailed requirements for the candidates you are looking for.

Next, we develop a customised recruitment model based on the information gathered. We select the right talent acquisition channels, create engaging advertisements and plan step-by-step activities to make the process smooth and effective.

In the next stage, we implement the established plan, carry out a precise selection of candidates and conduct interviews to identify only those who match your requirements best. We stay in constant contact to respond to your changing needs and challenges.

At the end of the selection process, we present you with the best candidates. However, our partnership does not end with the hiring – we support both you and the new employees during the onboarding process. We stay in touch to monitor your satisfaction with the specialists you hire and ensure the long-term success of your recruitment.

Want to find the right talent in IT, production, marketing, sales or other industries? Contact our experienced recruitment team, who will do their best to meet your recruiting needs. Call +48 508 033 065, email info@itselecta.com or make an appointment with us through the form on our website. We will be happy to talk with you!

Sources:

1. NoFluffJobs, Tak mnie rekrutuj – Candidate experience w IT, czyli doświadczenia kandydatów i kandydatek 2023, Report
2. Pracuj.pl, Oczekiwania pracowników fizycznych i wyzwania dla pracodawców,  Report

The post Effective Recruitment Process: How to improve the recruitment process and attract the top talent more effectively? appeared first on ITSELECTA.

With the development of technology, companies from all over the world are looking for the best IT professionals, and one of the key elements in verifying their skills are international rankings. Polish programmers have been at the top of global rankings for years, making Poland one of the most important centres for IT talent. Let’s take a look at the IT skills rankings to see which countries are leading the world and how Polish programmers compare to other nations.

Poland among best programmers in the world according to HackerRank

HackerRank is an internationally recognised platform that evaluates programming skills based on the performance of programmers in various challenges and competitions. The HackerRank ranks countries according to their performance in 15 areas such as algorithms, data structures and various programming languages. Depending on the specific domain, different countries achieve a variety of results and rank differently.

Why is this worth keeping in mind? Because depending on what kind of specialists your company is looking for, it may reach for specialists from specific countries showing more skills in a particular domain than others. Japan, for example, is ranked No 1 in the Artificial Intelligence domain, but in the other domains it does not appear at all or is ranked No 4 and No 5 at most.

Source: Programming Olympics by Hackerrank.com

In this ranking, China stands out in particular, ranking 1st in 3 domains such as Data Structures, Mathematics and Functional Programming. In the field of C++, France is in the lead, while in the field of Security, Ukraine is ranked 1st.

Polish programmers also rank high in this ranking. Poland appears among the top 5 countries for 6 domains, taking the following places: 1st place in Java, 2nd place in Algorithms and Python, 4th place in Tutorials and Shell, 5th place in Ruby.

Overall, when the average scores of each country in each domain are summed up limiting to the 50 countries with the highest number of developers on HackerRank, the ranking appears as follows:

Source: Programming Olympics by Hackerrank.com

The top 3 places belong to China, Russia and Poland, in order. What may come as a surprise, especially due to the number of developers from the selected countries, India and the USA are not in the top half of the ranking. The USA takes the 28th place, while India is ranked 31st.

IT competitiveness in emerging Europe

The Emerging Europe – Future of IT 2023 Report highlights the impressive IT landscape in Poland, which took several top spots in the ranking. The report provides a regional overview of the IT industry, taking into account talent access, economic impact, current business environment and growth opportunities.

In the IT Competitiveness Index, which provides an evaluation of each country’s level of competitiveness, Poland ranked 3rd right after Estonia with 1st place and Lithuania at No. 2.

Source: Emerging Europe – Future of IT 2023 Report

At the same time, Poland ranked 1st in the evaluation of the talent availability factor, highlighting the high quality of education, a broad talent pool, and competitiveness in the European market.

In which other rankings did Poland rank high? 

• #2 in the PISA Mathematics Ranking: Demonstrates the high mathematical skills of Polish students, essential for programming.
• #2 in the TOPCoder Ranking: Indicates a strong presence in competitive programming.
• #4 in the Global Cybersecurity Index: Showscases Poland’s robust capabilities in cybersecurity.

Europe the region with the greatest developers in the world

The HackerRank 2023 Developer Skills Report identified the regions that have shown the most growth and progress in recent years, while also identifying areas that have experienced declines.

Despite the overall rapid decline in 2020, which affected all regions examined, the EMEA (Europe, Middle East and Africa) and Latin America regions showed the greatest growth in recent years. Both of these regions not only recovered their losses, but also exceeded the expected levels of the index, surpassing earlier forecasts and showing dynamic growth.

Source: 2023
HackerRank Developer Skills Report

The European market shows a high skill and talent pool of programmers. What is also important is price competitiveness. Hiring talent in Eastern Europe is associated with significantly lower operating costs and salaries compared to other countries. Salary costs in Poland are as much as 48%-64% lower than in other European countries or the US. The Czech Republic and Hungary also show lower costs at 39% and 63% lower than in other countries, respectively.

Source: Emerging Europe – Future of IT 2023 Report

Eastern European countries have earned a reputation as top destinations for IT Outsourcing. In the global ranking of General IT Outsourcing services, Poland ranks 3rd right after India and the Philippines, respectively. Of the European countries, the Czech Republic ranked 7th, Estonia 12th and Romania 13th.

Top programmers for each technology

Based on data from HackerRank, it is possible to analyze the popularity of different programming languages in different countries. The chart illustrates that Java is the most widely used programming language in the world. In countries such as Japan, Chile, Brazil, Mexico and Colombia, Ruby is particularly popular. C++ is most popular in Malaysia and Pakistan.

In Poland, Java also dominates the popularity ranking, with C++, Python and SQL enjoying similar interest. Ruby, on the other hand, is less popular in Poland compared to other programming languages.

Source: Programming Olympics by Hackerrank.com

English language skills as a key asset for greatest programmers

The global IT market requires not only excellent technical skills, but also fluency in English. In the global ranking of the EF English Proficiency Index (EPI), which measures English proficiency among adults, #1 Netherlands, #2 Singapore, #3 Austria lead the way.

Poland also ranks very high with 13th place among 113 countries worldwide.  This is especially important in the IT industry, where most technical documentation, communication in international teams and project documents are done in this language.

Fluency in English gives Polish programmers a huge advantage in the international market. Technology companies looking for specialists on a global scale often pay attention to the ability to communicate in international teams, and Poles excel in this regard in many other countries.

Source: EF English Proficiency Index (EPI) 

Why invest in Polish programmers?

Hiring and investing in Polish programmers provides a combination of high technical skills and cost-effectiveness. The impressive performance of Polish professionals in international rankings confirms their exceptional quality of talent. In addition, the cost of hiring skilled programmers in Poland is significantly lower compared to Western Europe and the United States, providing excellent quality-to-price ratio. What’s more, Poland’s high level of English proficiency ensures smooth communication and integration with international teams. These factors make Polish programmers a very attractive option for companies looking to increase their technological capabilities while optimizing their budgets.

Are you looking for a job as an IT specialist? Check out our job listings here!

Do you need to hire the right IT talent for your company? Get in touch with our friendly IT recruitment team 🙂

Sources:

1. https://www.ef.com/wwen/epi/regions/europe/poland/
2. https://www.hackerrank.com/research/developer-skills/2023
3. https://www.hackerrank.com/blog/which-country-would-win-in-the-programming-olympics/

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