On paper, it looks balanced. In practice, it fragments learning, slows execution, and dilutes accountability.

Romek Lubaczewski, a GBS veteran who has opened over 50 corporate centers in Poland, argues for a radically different model: one team, one location, one mission.

His proposal is specific: a 50-person AI team, centralized in a single city, learning together and building institutional knowledge that scattered teams simply cannot replicate.

“Not New York, London, Bangladesh, and Shanghai. One team. One mission. Massive opportunity.”

For organizations rethinking their IT outsourcing strategy or evaluating where to place strategic capability, this is a provocation worth taking seriously. As we explored in Part One: Will AI Transform or Disrupt GBS/SSC/BPO in Europe?, the pressure on GBS leaders to act is mounting—2026 may be the year that separates those who lead from those who scramble to catch up.

Why centralization wins for emerging technology

When capability is new and evolving rapidly—as AI, robotics, and advanced data engineering are today—proximity accelerates learning.

Centralized teams benefit from:

1. Faster knowledge transfer. When your AI engineers sit together, insights spread in real-time. Distributed teams rely on documentation, calls, and time zones—all friction points.
2. Stronger culture. Building a genuine AI-first mindset requires daily reinforcement. That is harder when “the AI people” are scattered across five countries.
3. Clearer accountability. One location means one leader who owns outcomes. Distributed models create ambiguity—who is responsible when the automation project stalls?
4. Better talent density. Concentrating investment in one city lets you build a critical mass of IT talent. You become known as the place for AI careers in your organization—which attracts more candidates.

For GBS, SSC, and BPO leaders evaluating IT recruitment in Poland, this logic suggests a shift: instead of hiring piecemeal across regions, consider building a center of excellence in a single hub.

Why Krakow makes strategic sense?

Poland has long been a destination for IT outsourcing and shared services. But Krakow specifically offers a combination that few European cities can match.

Mature GBS infrastructure. Many shared services centers already operate in the city. The operational playbook is proven.

Deep IT talent pools. Software developers, cloud engineers, data scientists, and increasingly AI/ML specialists. The university pipeline (AGH, Jagiellonian, and technical colleges) produces thousands of STEM graduates annually.

Cultural and timezone alignment. For companies headquartered in Western Europe, Krakow offers minimal friction: similar working hours, strong English proficiency, and business culture that translates easily.

Growing AI ecosystem. Startups, R&D centers, and tech companies are investing in Krakow’s AI scene. The talent is not just available—it is actively developing.

Romek’s argument is that Krakow is not just a candidate for centralized AI investment—it may be the strongest candidate in Europe for organizations already operating GBS or BPO centers in Poland.

The real barrier: Leadership action

Here is the uncomfortable truth Romek emphasizes: the opportunity will not be handed to anyone.

Headquarters will not spontaneously decide to build a 50-person AI team in Krakow. Someone has to advocate for it.

“The boss has to go grab it. You have to raise your hand and say: I want it in my center.”

This is the leadership challenge that separates centers that thrive from those that shrink. It is not enough to deliver on current scope. Leaders must actively pitch for future scope—especially in AI, automation, and data.

For GBS directors and country managers across Poland, the question is direct: Are you raising your hand?

IT Hub in Krakow: How to make the case internally?

If you are a leader considering this move, here is a framework based on Romek’s insights.

Quantify the learning advantage. Show how a centralized team accelerates capability-building compared to distributed alternatives. Use internal examples where fragmentation slowed delivery.

Propose a pilot with clear metrics. Do not ask for 50 people immediately. Start with 10-15, define success criteria, and build the case for expansion based on results.

Emphasize internal talent development. Romek recommends training broadly, identifying high-aptitude individuals, and promoting from within. This is faster and cheaper than competing for scarce external AI talent.

Position the center as strategic, not operational. The pitch is not “we can do AI cheaper.” The pitch is “we can own AI delivery for the enterprise.” That is a different conversation—and a more defensible one.

Align with headquarters’ AI roadmap. If the global organization has a 3-5 year AI plan, show how a centralized team in Krakow accelerates that roadmap. Be the solution, not another budget line.

What this means for IT Recruitment in Poland?

For companies engaging IT recruitment agencies or building outstaffing partnerships, Romek’s perspective shifts the conversation.

Think capability, not just headcount. The goal is not filling seats—it is building a team that can deliver AI outcomes.

Prioritize learning culture. Candidates who are curious, adaptable, and eager to upskill matter more than those with static credentials.

Partner with agencies embedded in the ecosystem. Recruitment partners based in Krakow—with deep networks in GBS, tech, and AI—can identify talent that fits a centralized, high-growth model.

Consider outstaffing for speed. Building a permanent team takes time. IT outstaffing lets you embed specialists quickly while hiring cycles catch up.

How AISelecta can help you build your AI Team?

Finding the right AI talent is one of the biggest challenges organizations face when building centralized capability. The profiles are scarce, the competition is fierce, and traditional recruitment approaches often fall short.

That is why we launched AISelecta—a dedicated recruitment agency focused exclusively on AI profiles.

Unlike generalist recruiters, AISelecta specializes in sourcing and placing Machine Learning Engineers, Data Scientists and AI Researchers, MLOps and AI Infrastructure Specialists, NLP and Computer Vision Engineers, AI Product Managers and Team Leads, and Prompt Engineers and LLM Specialists.

Whether you are building your first AI team in Krakow or scaling an existing capability, AISelecta has the network, expertise, and track record to deliver the talent you need.

We understand the nuances of AI recruitment—because it is all we do.

Ready to build your AI team? Contact AISelecta to discuss your hiring needs.

Start recruiting for AI talents today

AI capability is the next competitive frontier for GBS, SSC, and BPO. The organizations that win will not be those with the most locations or the largest headcounts. They will be those that concentrate investment, build learning cultures, and move faster than competitors.

Krakow has the infrastructure, talent, and ecosystem to be that concentration point for companies operating in Poland and across Europe.

But the opportunity requires a leader willing to claim it.

Romek Lubaczewski’s message is clear: raise your hand.

Continue the Conversation

This article is Part Two in an ongoing series based on Alessandrio Lombardi‘s interview with Romek Lubaczewski.

Read Part One: Will AI Transform or Disrupt GBS/SSC/BPO in Europe?

Watch the full interview.

Need AI talent? ITSelecta and AISelecta is our dedicated agency for AI recruitment—built specifically to help companies find machine learning engineers, data scientists, and AI specialists in Poland and beyond.

Get in touch with us at: info@itselecta.com   We speak IT and AI 🙂

The post Why your next AI Team should be in one city, and why Krakow is raising its hand appeared first on ITSELECTA.

Will AI transform or disrupt GBS/SSC/BPO in Europe? What leaders must know in 2026

The question every GBS/SSC/BPO leader is asking in 2026

Across Europe and the World, executives running GBS, SSC, and BPO operations face the same uncertainty: is AI a tool that will help them deliver more value—or a disruptive force that will shrink their teams and challenge their relevance?

The answer, as it turns out, depends heavily on timeline expectations, investment choices, and operational readiness.

To cut through the noise, Alessandro Lombardi, Director at ITSelecta, sat down for an in-depth conversation with Romek Lubaczewski, a GBS veteran who opened 50+ corporate centers/operations in Poland during his career and is a former PwC Partner.

Alessandro has spent many years working in IT recruitment in Poland, watching the market evolve on both sides: client expectations increasing while candidate availability shifts due to wage pressure, competition, and emerging skill demands. He wanted to understand the full picture—not just the headlines—from someone who has seen every cycle since the industry’s earliest days.

The result is a candid look at what AI will realistically change by 2026, why overnight transformation is a myth, and what leaders must do to stay competitive in Poland, across Europe, and globally.

Work in GBS, from constant growth to cost pressure: a market shift

For decades, shared services in Poland (especially Krakow) benefited from steady expansion. Romek argues that this “constant growth” pattern is ending. He predicts zero growth turning into negative growth over the next 12 months, with potential reductions of 5–10 percent across the market.

The driver isn’t a lack of demand for services—it’s cost pressure. Global headquarters are pushing for budget cuts (Romek uses the example of turning “10 million into 9 million”), and when 75–80 percent of delivery cost is people, the math becomes uncomfortable quickly.

This is where AI enters the conversation—often as a promise executives want to cash immediately.

AI expectations vs AI reality: the 3–5 year truth

One of the most valuable insights from the conversation is Romek’s reality check on AI timelines. He argues that senior executives (particularly in financial centers like New York and London) often expect AI to deliver major savings within 1–2 years. In practice, meaningful productivity improvements are more realistic over 3–5 years, with gains in the range of 20–30 percent total—not “10 percent this year, 10 percent next year.”

This mismatch creates risk. If organizations promise automation savings they cannot deliver, they face pressure to cut headcount instead—damaging capability and morale without achieving sustainable efficiency.

For Europe and the World, the implication is clear: credible roadmaps beat hype. Centers that set realistic expectations and invest in the prerequisites (process standardization, data quality, internal AI capability) will outperform those chasing quick wins.

Outsourcing, insourcing, and the changing contract logic

Alessandro and Romek explore the shifting dynamics of outsourcing contracts. Romek notes that many agreements run 5–7 years, and as renewals approach, companies are rethinking whether to bring work back in-house.

The reasoning is straightforward: if “basic simple stuff” can be automated, why pay an outsourcer to do it with people?

But Romek challenges the fantasy math. Going from “50 people to 5” on a given process is rarely achievable. A more realistic outcome is removing perhaps 10 out of 50—meaningful, but not transformational overnight.

His advice is counterintuitive: in many cases, he would leave work with the outsourcer and push them to automate and reduce price, rather than insource and discover the delivery is harder than expected. Outsourcers often have automation teams at scale; smaller in-house centers may have none.

This creates space for outstaffing as a hybrid model: companies keep strategic control but embed specialized talent (AI delivery, data engineering, process excellence) quickly, without waiting for lengthy permanent hiring cycles.

The opportunity: build AI teams inside GBS

Romek’s most actionable recommendation is to build internal AI capability rather than relying solely on external consultants or vendor promises.

He suggests a concrete approach: propose a dedicated AI team (he uses an example like a “50-person AI team”), growing the center by adding transformation scope rather than transactional volume. This positions the site as a strategic asset rather than a cost center.

The execution model he recommends:

• Train broadly on AI basics across the organization
• Identify high-aptitude individuals who enjoy the work and excel
• Invest heavily in upskilling (he suggests allocating a major share of training budget to AI)
• Create AI champions embedded in operational teams to drive adoption and culture change
• This approach is faster than trying to “buy” scarce AI talent externally—and it builds institutional knowledge that external consultants cannot replicate.

The unglamorous prerequisite: process and data standardization

Romek emphasizes a point that often gets lost in AI enthusiasm: automation doesn’t fix broken workflows. If a process involves excessive back-and-forth, missing approvals, scattered systems, and poor data quality, adding AI won’t magically create efficiency.

The sequence matters:

• Standardize the process (remove waste, clarify steps, reduce exceptions)
• Standardize and consolidate data (definitions, quality, governance)
• Then apply AI/automation and measure real outcomes
• For GBS/SSC/BPO leaders across Europe, this is a competitive differentiator. The best centers will become operational engineering hubs—not just delivery factories.

What leaders should do now: a 2026 action checklist

Based on the conversation between Alessandro and Romek, here’s a practical checklist:

• Plan for flat or negative growth and defend relevance by expanding scope into higher-value work-
• Build a 3–5 year AI roadmap with credible milestones (not hype)
• Invest in internal AI delivery capability (small core team + distributed champions)
• Treat outsourcing and outstaffing as complementary tools—choose based on speed, risk, and capability
• Standardize process and data before promising dramatic automation savings
• Communicate realistic timelines to headquarters to avoid destructive short-term cuts

The conversation between Alessandro Lombardi and Romek Lubaczewski confirms that AI is neither savior nor destroyer for GBS/SSC/BPO—it’s a tool that rewards preparation.

In 2026, success depends on moving up the value chain: toward AI delivery, process engineering, and measurable outcomes.

The centers that adapt will thrive across Poland, Europe, and the World. Those that wait for the old growth model to return will struggle.

About ITSelecta

ITSelecta is a client-centric IT recruitment agency based in Krakow, Poland, with over 10 years of experience connecting top tech talent with companies across Europe.

Specializing in IT recruitment, BPO & SSC recruitment (including finance and customer facing roles), and helping businesses start tech hubs in Poland, ITSelecta delivers vetted candidates in as few as 5 days.

ITSelecta is your trusted partner for navigating the evolving talent market.

📩 Looking to hire AI, data, or automation talent in Poland? Contact ITSelecta at info@itselecta.com
🎬 Watch the full conversation: AI & GBS in 2026: What is changing and why it matters?

The post Will AI transform or disrupt GBS/SSC/BPO in Europe? What Leaders “must know” in 2026 appeared first on ITSELECTA.

Artificial Intelligence (AI) has come a long way – from a science fiction concept to a practical tool that supports a wide range of industries. Today, AI automates processes, analyzes data, and generates innovative solutions. More and more companies recognize its potential and are integrating AI into their operations, which significantly increases the demand for qualified professionals in this field.

According to data from No Fluff Jobs, the number of AI-related job postings in Poland grew by 22% in 2024 compared to the previous year. This trend is likely to accelerate further as more enterprises adopt AI technologies.

How much do AI developers make in Poland

Salary is undoubtedly one of the key factors when choosing a career path. The IT sector has consistently offered some of the highest salaries on the market, and the AI field is no exception. So, how much do professionals working in Artificial Intelligence earn?

1. Artificial Intelligence / Machine Learning Engineer

Average B2B salary: 16,000 – 21,000 PLN (Mid), 23,500 – 30,000 PLN (Senior)
Key responsibilities: Designing, training, and deploying machine learning models. Preprocessing data, optimizing algorithms, monitoring results, and integrating models with existing systems.
Most in-demand skills: Python, PyTorch, TensorFlow, Scikit-learn, Git, CI/CD.

2. Data Scientist

Average B2B salary: 13,000 – 19,000 PLN (Mid), 19,000 – 24,000 PLN (Senior)
Key responsibilities: Analyzing data, building predictive models, interpreting results, and supporting business decisions. A mix of analytical, mathematical, and programming skills is essential.
Most in-demand skills: Python, SQL, Machine Learning, Data Visualization.

3. AI Architect

Average B2B salary: 25,000 – 29,000 PLN (Mid), 26,000 – 32,000 PLN (Senior)
Key responsibilities: Designing end-to-end AI systems with a focus on scalability, security, and efficiency. Combines a technical and architectural role, often managing engineering teams.
Most in-demand skills: Azure, AWS, Java, Python, NLP, Project Management.

4. AI Product Manager

Average B2B salary: 17,000 – 23,000 PLN (Mid), 20,000 – 26,000 PLN (Senior)
Key responsibilities: Managing the entire lifecycle of AI-powered products – from concept and MVP to full deployment and further development. Must understand both technical aspects and user needs.
Most in-demand skills: Product development, lifecycle management, Agile/Scrum, Jira.

5. NLP Engineer

Average B2B salary: 17,000 – 23,000 PLN (Mid), 24,000 – 30,000 PLN (Senior)
Key responsibilities: Building natural language processing systems, including chatbots, content classification, and machine translation tools.
Most in-demand skills: Python, Transformers, NLTK, SpaCy, BERT.

How to get a job in AI in 2025

Starting a career in AI often requires a degree in computer science, mathematics, robotics, or data analytics. Leading technical universities in Poland, such as Warsaw University of Technology, Wrocław University of Science and Technology, AGH University of Krakow, and the University of Warsaw, offer specialized AI programs.

However, not having a degree doesn’t mean the door is closed. Alternative learning paths include:

• Online courses (e.g., Coursera, Udemy, DataCamp, edX);
• Tech bootcamps (e.g., SDA, CodersLab);
• Certifications from tech giants: Google Cloud ML, Microsoft AI Fundamentals, IBM Applied AI.

The demand for AI education is rapidly growing. According to Coursera’s data, over 3.2 million learners enrolled in generative AI courses in 2024 alone, showing how much interest there is worldwide, especially in countries like India and the USA.

The most important factors are hands-on skills: Python proficiency, knowledge of ML libraries, data processing, and model development. Aspiring AI professionals should engage in open-source projects, participate in AI hackathons, and build a strong portfolio (e.g., on GitHub). In addition, understanding how recruitment platforms evaluate candidates can give job seekers an edge in the hiring process.

Challenges in Artificial Intelligence career development and recruitment

While AI offers attractive salaries and exciting development opportunities, it also presents challenges. Rapidly evolving technologies require constant learning and adaptability. At the same time, competition for top roles is increasing. Candidates must demonstrate not only technical expertise but also communication, creativity, and flexibility. In today’s IT world, soft skills are more valuable than ever.

From the employer’s perspective, Artificial Intelligence and recruitment go hand in hand. Hiring top AI talent has become a race. Companies must offer more than just attractive salaries – flexible work arrangements, a culture of innovation, and growth opportunities are now essential. The recruitment process is evolving to keep up with the future of hiring.

Interestingly, AI is also changing recruitment itself. Automated tools are increasingly used in the hiring process to screen resumes, schedule interviews, and assess candidates. While this can increase efficiency, over-reliance on algorithms, chatbots, or generic messaging may discourage top applicants. Striking the right balance between automation and human touch in the recruiting process is one of today’s biggest challenges for recruiters.

Also read our article on the role of AI in recruitment process here.

Looking to recruit top AI specialists? Get in touch today – we’ll help you find the best candidates faster and more efficiently.

Sources:

1. Coursera, data for Future of Jobs Report 2025, World Economic Forum
2. inhire.io, IT Market Snapshot Q1 2025
3. No Fluff Jobs, IT Job Market Report 2024/2025

The post Artificial Intelligence and Recruitment: Top AI Careers in 2025 appeared first on ITSELECTA.

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

The post AI Selecta: Revolutionizing AI Recruitment in Poland appeared first on ITSELECTA.

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.

The post Changes in labor law in Poland in 2025 appeared first on ITSELECTA.

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

The post Importance of feedback in the recruitment process: How to take care of candidates’ experience at every stage of hiring process 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.

Not only because we helped them recruiting top Polish software developers

At ITSelecta, we pride ourselves on providing exceptional IT recruitment services to our clients in Poland and beyond. But don’t just take our word for it – here’s what our satisfied clients have to say about why we are the best IT recruitment agency in Poland.

Why do clients value a personalized approach from IT recruitment firms in Poland to hire the best programmer?

Our team takes a consultative approach, tailoring our strategies to best serve each individual client. Every client is unique, with their own specific needs and challenges when it comes to IT recruitment in Poland. Our clients – that we prefer to call partner – value that we truly listen to them and adapt to their needs, rather than taking a one-size-fits-all approach.

How important is responsiveness from an IT recruitment agency to hire developers?

ITSelecta understands that recruitment needs can arise at any time. That’s why our clients often add us to their internal communication channels like Teams, Slack or Skype, referring to our group as their “Recruitment Poland” team. We become an extension of their own HR department, always on hand to answer questions and solve problems as they come up. Our highly responsive service gives clients peace of mind.

What qualities make an IT recruitment agency easy to work with?

At ITSelecta, we aim to be both personable and professional. Our friendly demeanor puts clients at ease, while our deep technical knowledge allows us to communicate effectively with CTOs and hiring managers. We are solution-oriented, focused on making the recruitment process as smooth as possible for our clients rather than creating additional headaches. This balance is something our clients truly appreciate about working with us.

How can an IT recruitment agency’s technology benefit clients?

ITSelecta has developed our own proprietary recruiting training system which we use to ensure our recruiters are highly skilled and up-to-date on the latest industry trends. We can even train our clients’ internal recruiters if needed. This translates to a more efficient hiring process, as we only recommend the most qualified, carefully vetted professionals in Poland – saving clients time that might otherwise be wasted interviewing the wrong people.

What insights can be gained from client reviews of best IT recruitment agencies to recruit top-notch tech talent?

ITSelecta is proud to be one of the most highly recommended agencies by both clients and candidates, with plenty of glowing reviews. A common theme is that we provide a true partnership, treating each client and candidate as an individual worthy of a tailored approach. Our clients’ satisfaction is always our top priority, and it shows in their feedback.

Why is an IT recruitment agency’s resource allocation model important to clients?

Unlike many agencies that allocate the majority of their recruiters to RPO (Recruitment Process Outsourcing) contracts, ITSelecta’s internal recruiters are fully available to focus on our clients’ open roles. This means when a new client comes to us, we always have dedicated resources ready to start working on their roles immediately, rather than struggling to find available internal staff.

How can an IT recruitment agency ensure fast delivery and efficiency to find the best developers in Poland?

With a talent pool of over 15,000 active candidates, combined with our proven recruiting methodology developed by one of our founders Bartek Lenartowski (javascript and manual tester who became beest IT Recruiter), ITSelecta is able to consistently deliver qualified candidates to our clients in less than 5 days. Speed and efficiency are hallmarks of our service that keep our clients coming back.

What are the benefits of working with a specialized polish IT recruitment firm?

ITSelecta’s recruitment team includes specialists across a wide range of areas, including sales, marketing, IT, production, finance, and multilingual roles. This allows us to provide expert service to clients hiring for all different types of positions. We understand the unique requirements and candidate profiles for each specialization supporting our partner’s workforce expansion.

How can an IT recruitment agency help optimize salary budgets?

With our finger constantly on the pulse of the Polish job market through our community of over 10,000 people (including candidates, tech companies and other recruiters) in our IT and multilingual job groups on Facebook, our team have up-to-date insights into competitive salary ranges. We use this knowledge to help our clients avoid overpaying while still offering attractive packages to secure top talent. Our guidance helps clients optimize their recruitment spend.

What makes clients – not only in software development – loyal to an IT recruitment agency?

ITSelecta has a relentless focus on solving our clients’ problems and providing a “wow” experience akin to a 5-star hotel. Our clients can feel that we genuinely care about their success, always advising them on the best solutions for their needs, even if it doesn’t directly benefit us. This earns their long-term loyalty and enthusiastic referrals.

How can an IT recruitment agency help foreign companies navigate the local talent pool in Poland?

For clients new to hiring in Poland, ITSelecta offers valuable guidance on the local market, explaining the differences compared to recruitment in other countries like the US, UK, Ukraine, Italy, Spain, Norway and more.

We share insights into job titles, salary expectations, how to obtain visa and hiring processes to help foreign companies localize effectively. Our clients appreciate this insider knowledge of recruiting talent in Poland.

What should companies look for in an IT recruitment agency’s problem-solving abilities and staffing solutions?

With our technical backgrounds, ITSelecta can dig into the details of even the most complex IT roles to gain a nuanced understanding of requirements. But we don’t stop there – we proactively look for ways to simplify and streamline, such as advising on job title adjustments to improve candidate response, optimizing job postings, and even helping present offers to final candidates if needed. We aim to make the complicated simple for our clients.

In summary, our team has earned our reputation as the best IT recruitment agency in Poland by always going above and beyond for our partners.

From our highly personalized service and deep market knowledge to our responsive communication and efficient processes, everything we do is aimed at providing the best possible experience and results.

But don’t just listen to us – let our clients’ satisfaction speak for itself…they are our heroes!

The post Why is ITSelecta the Best IT Recruitment Agency in Poland according to our clients? appeared first on ITSELECTA.

In the area of recruitment services in Poland, ITSelecta stands out as a partner, delivering satisfaction to clients in a variety of sectors. Our partnerships include software organizations, start-ups, fintechs, BPO and SSC. We always strive to exceed our clients’ expectations, which translates into enthusiastic and positive feedback. In short, we are creators of positive recruiting experiences for a variety of industries.

A project for an international company with years of experience successfully completed

The company that partnered with us in 2019 has been operating in the IT sector for more than 30 years and has been operating successfully internationally. Our client contacted us to cooperate on two projects in Romania and Lithuania. Their goal is to increase the number of local offices of the company.

Our client was looking for additional specialists to join the company. The goal of the project was to recruit a business assistant to the CEO for the Romanian office to improve the way the company works, and a technical sales agent for the local market for the Lithuanian office.

Our company was recommended by another recruiter who was unable to handle the positions we were looking for. He recommended ITSelecta as the right choice and a trusted recruitment partner.

As part of our cooperation, we filled both vacancies, so the client was able to expand its teams in the countries concerned with experienced professionals. A business assistant in the team in Romania was tasked with improving the efficiency of the 10-person team. A sales manager in Lithuania supported a company that previously had only one sales representative locally. The company’s growth necessitated the hiring of more people, which ITSelecta successfully found and introduced to the client.

Project Success: High quality of recruitment services

The project can be considered successful because we successfully recruited 2 suitable candidates for each project. What is important is that the filled candidates integrated into the company and stayed with the company proving the effectiveness of the recruitment. The client praises ITSelecta’s way of working, saying that our team is communicative, responsive and detail-oriented. In addition, we listen and understand the client’s needs without wasting time suggesting candidates who do not qualify for the position.

According to the client, our recruitment company stands out for good and prompt communication and high quality service. The profiles provided to the client along with the candidates’ resumes were detailed and helped the client better understand the recommended candidates.

We comprehensively understand the client’s recruiting needs

What impressed the client the most was the way ITSelecta understood the specific needs. Our team understood exactly who the client was looking for and was able to deliver the expected results. ITSelecta cares about the client’s comfort and time, providing only well-selected candidates tailored to the client’s specific requirements. The client praises the cooperation saying that our team made their work easier and faster.

The smooth and effective cooperation is evidenced by the lack of areas for improvement from the client’s perspective. An IT company that we successfully helped recruit two new specialists is satisfied with working with us rating us at 5.

Are you looking for a recruitment agency in Poland? Hire your next staff with us

ITSelecta’s goal is to ensure satisfaction for both clients and candidates. Whether you need technology talent or IT staffing, contact us. Our recruiters will take care of you at every stage of the recruitment process by providing you with only selected candidates.

Our effective recruitment solutions have already proven themselves in international companies, including those outside Europe. Join the ranks of satisfied clients, increasing your competitiveness in the IT job market by outsourcing your recruitment process to a trusted company in Poland.

The post ITSelecta: Trusted staffing agency in Poland creating positive recruitment experiences for diverse industries appeared first on ITSELECTA.

At ITSelecta Recruitment, we strongly believe that each client deserves to feel like they are in a 5-star superior hotel when working with us. Service and experience should be excellent, providing a ‘wow effect’. Moreover, not only clients, whom we prefer to call ‘partners’, but also candidates should always be satisfied, ensuring that the client’s brand is well represented and leaves the right impression.

This factor is very important as we are only the custodians of our brand; others are the ones judging our value. We want our clients to have a perfect experience working with us so that their brand will also outshine

Dynamic recruiting solutions: trusted recruitment agency in Poland

The project born in 2023 was to provide IT staff support for an Energy Monitoring Solution Platform. The team was responsible for hiring full-stack developers and an analytics manager.

Our company specialising in IT recruitment in Poland allowed the client to achieve its goal of hiring top talent specialists enabling the improvement of the hiring company’s platform.

Our cooperation was able to be established primarily thanks to satisfied clients who share good feedback and recommend our company to others. It was the recommendation that was the factor through which the client found our company. Location and cultural fit, compatibility with the company’s values and also competitive pricing were other important factors through which the client decided to establish cooperation with us.

As part of our one-year cooperation, we filled seven vacancies assigned by the client (whom we prefer to call a partner). We presented the selected candidates to the company within a week, ensuring smooth and fast cooperation.

Measurable outcomes of ITSelecta’s recruitment services: timely delivery and exceptional responsiveness

The success of the project was manifested in the swift filling of seven key vacancies within a year. Importantly, the candidates integrated seamlessly into the company, demonstrating the effectiveness of the recruitment process. Impressively, these specialists were introduced within a week, demonstrating ITSelecta’s commitment to delivering results quickly.

A key aspect of any successful partnership is project management. In this regard, according to the client, ITSelecta demonstrated exceptional proficiency. Our recruitment company in Poland not only delivered the product on time, but also responded quickly to the client’s needs. The client expressed the feeling that ITSelecta was an extension of his own company, emphasizing the smooth communication and responsiveness throughout the project. All of this resulted in efficient recruitment. 

Recruitment process tailored to client needs

The communication channels used by ITSelecta reflected our adaptability and customer-focused approach. Whether through in-person meetings, virtual sessions, or email and instant messaging, the client experienced a level of engagement that matched their preferences and facilitated effective collaboration.

What differentiated ITSelecta according to the client was the personalized approach based on unique needs. By taking the time to understand the client’s company and its specific needs, ITSelecta functioned not just as a service provider, but as a true recruiting partner. This individualized strategy ensured a tailored recruitment process that resonated with the client’s unique requirements.

No areas for improvement were identified, reflecting a seamless experience and effective collaboration. The absence of any suggested improvements is a testament to the professionalism and excellence demonstrated by ITSelecta.

In conclusion, the cooperation with ITSelecta IT Recruitment in Poland proved to be a breakthrough for the client, leading to the quick and successful filling of key vacancies. With its commitment to tailored solutions, timeliness and partnership approach, ITSelecta is emerging as a recommended choice for those seeking strategic outsourcing recruitment solutions.

Are you looking to hire employees in Poland in 2024? Find your perfect staff with us

ITSelecta’s goal is to provide satisfaction to both clients and candidates. Whether you need technology talent or IT staffing, contact us. Our recruiters will take care of you at every stage of the hiring process.

Our effective HR solutions have already proven themselves in international companies, including those outside of Europe.

Looking for candidates to hire in Poland? Join the ranks of satisfied clients, increasing your competitiveness in the IT job market.

The post Crafting Success Stories in IT Recruitment – A Trusted Recruitment Agency in Poland for Your Talent Needs appeared first on ITSELECTA.