Most global organizations default to spreading capability across locations. A few data engineers in London. Some automation specialists in Bangalore. An AI lead reporting to New York.
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:
- 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.
- Stronger culture. Building a genuine AI-first mindset requires daily reinforcement. That is harder when “the AI people” are scattered across five countries.
- Clearer accountability. One location means one leader who owns outcomes. Distributed models create ambiguity—who is responsible when the automation project stalls?
- 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?
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?
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.