By Alessandro Lombardi  – ITSelecta Talent Solutions | AISelecta I IT Recruitment & Outsourcing in Poland

A Director from a fast-growing IT company said something to me recently that I haven’t stopped thinking about:

That landed differently than I expected. Because he wasn’t dismissing technology. He was pointing at something technology still can’t replicate: judgment.

The recruiter AI will replace isn’t the one who builds relationships. It’s the one who was already acting like an algorithm—filtering only by keywords, skipping the call, rejecting the candidate whose CV doesn’t tick every box in exactly the right order.

The difference between Intelligence and Judgment in Recruitment

Recent analysis from Sequoia Capital frames it perfectly: writing code is mostly intelligence; knowing what to build next is judgment. The same principle applies directly to IT recruitment and outsourcing.

Translating requirements into candidate searches, parsing CVs, matching keywords, the rules are complex, but they are rules. This is intelligence work, and AI excels at it.

But judgment? That requires experience and taste. Instinct built on years of practice. Deciding which candidate will thrive in a specific company culture. Recognizing when a “unusual” profile carries exactly the fresh perspective a team needs. Understanding that a business isn’t hiring a job description, it’s betting on a person.

Why IT Outsourcing in Poland demands Human expertise

Poland has become one of Europe’s premier destinations for IT talent and outsourcing. But this success creates its own challenge: everyone is fishing in the same talent pool with the same automated tools.

When every recruitment agency uses AI to scan the same databases with the same keywords, differentiation disappears. The companies that win the best talent aren’t those with the fanciest algorithms, they’re those whose recruiters understand the nuances of the Polish IT market, the cultural dynamics of different tech hubs from Warsaw to Kraków to Wrocław, and the subtle signals that indicate true potential.

AI can tell you a developer knows Python. A great recruiter can tell you whether that developer will lead your team transformation two years from now.

The “Services Revolution”: from Copilots to Autopilots

The recruitment and staffing industry represents over 200 billion USD globally—one of the largest services markets in existence. Industry analysis suggests that the top of the hiring funnel (screening, matching, outreach) is pure intelligence work, increasingly automatable.

But closing a candidate and assessing culture fit remains judgment built on years of pattern recognition.

This creates a clear divide:

• Transactional recruiting = intelligence work = increasingly automated
• Strategic recruiting = judgment work = irreplaceably human

The best recruiters don’t just filter resumes. They help businesses see opportunities they might otherwise miss. like Prashanth Raj thinks. They act as true consultants to their leaders, advising them on what to do and how to do it, not just ticking boxes from a requirements list.

Adaptability: the “New” survival skill

“The companies and professionals that will survive and prosper are those that adapt to this new world and make the personal touch special.” as Romek Lubaczewski believes.

The big shift now is all about adaptability learning, unlearning, and getting comfortable working with AI instead of trying to outrun it. Because at the end of the day, hiring isn’t just about matching keywords. It’s about judgment, nuance, and understanding which story has the potential to change the next chapter of a business like Jan Glodzak thinks.

A CV Is a Document. A Candidate Is a Story.

Great recruiters don’t just screen. They read between the lines. They ask the uncomfortable questions. They understand that sometimes the right story is exactly what a business needs to write its next chapter.

That’s not something you automate. That’s something you craft.

Every model improvement makes transactional recruitment faster and cheaper. But it also raises the bar for what human recruiters must deliver. The future belongs to those who combine AI’s processing power with distinctly human capabilities: relationship building, cultural intuition, and strategic judgment.

What this means for IT Recruitment in Poland?

Poland’s IT sector is projected to continue its rapid growth, with demand for skilled developers, engineers, and tech leaders intensifying. Companies seeking IT outsourcing partners in Poland face a critical choice:

• Work with agencies that treat recruitment as a keyword-matching exercise
• Partner with specialists like ITSelecta and AISelecta who understand that building a great team requires judgment that no algorithm can replicate

The task that’s already outsourced, finding candidates is the wedge. But the long-term value lies in the judgment-heavy work: identifying which of those candidates will transform your business.

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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

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IT developers play a crucial role in driving innovation and supporting organizations across various industries. In the ever-evolving job market, especially in the IT sector, there is a consistently high demand for experienced and skilled professionals, with salaries remaining competitive compared to other industries. What kind of earnings can specific IT specialists expect in Poland, and how do these compare to salaries in other European countries and the USA?

B2B vs Employment Contract: How Do IT Engineers Work in Poland?

In Poland, IT professionals most commonly work under a B2B (Business to Business) contract or a traditional employment contract (UoP – “Umowa o Pracę”), with B2B being the most popular form of cooperation. In this model, specialists are hired as independent contractors, allowing them to negotiate higher rates and work with multiple clients simultaneously – a highly attractive option for many. From the employer’s perspective, this also provides flexibility and cost savings, as B2B workers handle their own taxes, social security, and health insurance contributions.

On the other hand, an employment contract offers greater job stability and additional benefits but usually comes with a lower salary.

In the following sections, we take a closer look at salary ranges for selected IT specializations in Poland under both employment models, based on data from job postings and salary reports from platforms such as NoFluffJobs, JustJoinIT, Bulldogjob, Pracuj.pl, Glassdoor, and Inhire.io, as well as our internal market observations and candidate insights gathered during recruitment processes.

Java Software Engineer Salaries

Java Software Engineers develop backend applications using the Java language. They are responsible for server-side logic, database management, and system integration, often working with frameworks like Spring or Hibernate.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,000 PLN – 9,500 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 14,000 PLN – 22,000 PLN/month
• UoP: 13,000 PLN – 19,000 PLN/month
• Median: 18,000 PLN (B2B), 16,000 PLN (UoP)

Senior:

• B2B: 21,000 PLN – 28,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 24,500 PLN (B2B), 20,000 PLN (UoP)

Frontend Developer Salaries

Frontend Developers focus on user interface (UI) and user experience (UX), using HTML, CSS, JavaScript, and frameworks like React, Angular, or Vue.js to create attractive, interactive, and responsive websites and web applications.

Junior:

• B2B: 7,000 PLN – 11,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 9,000 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 13,000 PLN – 19,000 PLN/month
• UoP: 11,000 PLN – 16,000 PLN/month
• Median: 16,000 PLN (B2B), 13,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 27,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 23,000 PLN (B2B), 20,000 PLN (UoP)

DevOps Engineer Salaries

DevOps Engineers blend software development skills with systems administration, automating application lifecycle processes. Their key responsibilities include supporting Continuous Integration (CI) and Continuous Deployment (CD) workflows, as well as monitoring and scaling cloud applications.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,500 PLN – 9,000 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 16,000 PLN – 21,000 PLN/month
• UoP: 12,000 PLN – 17,000 PLN/month
• Median: 18,500 PLN (B2B), 14,500 PLN (UoP)

Senior:

• B2B: 22,000 PLN – 28,000 PLN/month
• UoP: 18,000 PLN – 24,000 PLN/month
• Median: 25,000 PLN (B2B), 21,000 PLN (UoP)

QA Engineer Salaries

QA Engineers are responsible for testing applications to ensure they meet specifications. They perform manual and automated tests, identify bugs, and collaborate with development teams to improve product quality.

Junior:

• B2B: 6,500 PLN – 10,000 PLN/month
• UoP: 5,500 PLN – 8,000 PLN/month
• Median: 8,250 PLN (B2B), 6,750 PLN (UoP)

Mid:

• B2B: 12,500 PLN – 17,500 PLN/month
• UoP: 10,000 PLN – 15,000 PLN/month
• Median: 15,000 PLN (B2B), 12,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 25,000 PLN/month
• UoP: 15,000 PLN – 20,000 PLN/month
• Median: 22,000 PLN (B2B), 17,500 PLN (UoP)

Security Engineer Salaries

Security Engineers protect applications, systems, and networks from cyber threats. They identify vulnerabilities, implement security measures, and monitor for security incidents.

Junior:

• B2B: 8,000 PLN – 13,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 10,500 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 15,000 PLN – 21,000 PLN/month
• UoP: 13,000 PLN – 18,000 PLN/month
• Median: 18,000 PLN (B2B), 15,500 PLN (UoP)

Senior:

• B2B: 23,000 PLN – 29,000 PLN/month
• UoP: 19,000 PLN – 25,000 PLN/month
• Median: 26,000 PLN (B2B), 22,000 PLN (UoP)

Salary Comparison: Poland vs Other Countries

Salaries in Poland are competitive compared to those in Central and Eastern Europe. However, there are significant differences when compared to Western Europe, Scandinavia, or the USA.

Source: Glassdoor

For example, while a mid-level developer in Poland earns around 3,500 € gross per month, the same position in Germany or the UK can earn nearly double – around 5,300 € in Germany and 5,000 € in the UK. Junior positions in Poland, with an average of 2,500 €, are competitive for the CEE region but lag behind Western European standards.

At the senior level, the gap persists – experienced developers in Norway, for example, can earn around 7,000 €, significantly more than in Poland, where the average is 4,600 €. Still, this is attractive relative to the CEE region.

These differences stem from factors like cost of living, IT market maturity, and a higher demand for skilled professionals in the West. Additionally, remote-first models allow companies to hire top talent regardless of location. This presents Polish professionals with opportunities to work for international firms while maintaining lower local living costs.

Shaping the Future as an Engineer in Poland

To secure competitive salaries in IT, professionals must continuously develop their skills – especially in areas like cloud computing, security, system architecture, and artificial intelligence. English fluency, international project experience, and industry certifications are major factors in negotiating better compensation, regardless of the employment model.

Also read: Soft Skills in the Job Market – What to Develop to Succeed?

From the perspective of foreign companies, Poland remains an attractive market for hiring skilled IT professionals. Thanks to strong technical education, a large pool of experienced engineers, and flexible employment models, Polish specialists offer high-quality solutions with a more favorable cost-to-skill ratio than in many Western European or North American markets.

Interested in how Polish developers rank globally? Check out: The Global IT Rankings: Poland at the Top with the Best Programmers in the World, to learn why hiring from Poland is a smart move.

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• Where can I outsource my IT project?
• Where can I find the best outsourced IT developers?

To answer these questions, first of all, we will list the factors you should have in consideration before choosing the destination of your IT project.

PRICE – QUALITY

You should analyze the costs of the contract, the team, the resources and the technology you will need to develop your project, without forgetting to pay attention to the expertise of the team you will choose and the quality of their outsourcing services.

COMMUNICATION

The ease of communication is the key to success when deciding to outsource a project. The location of the country you choose, the lack of cultural barriers, overlapping working hours and trustworthiness. All these aspects will make the difference between the right and the wrong destination for your company.
Once you analyzed all the factors above, it´s time to understand why Poland is your best choice for IT outsourcing.

QUALITY

The aim of IT outsourcing is not to find the cheapest IT workers, but the ones who offer the best price to quality ratio. First, let´s check Poland´s quality offer.
HackerRank, a technology company that ranks the ability of programmers in several countries to compare their IT skills, checked the skills of programmers from 50 different countries in Europe, Australia, Asia and America. The results were the following:

“If we held a hacking Olympics today, our data suggests that China
would win the gold, Russia would take home a silver, and Poland would nab the bronze.”

Poland was outstanding in most of the tests to check the programmers´ speed and accuracy, so the quality offered by this country is not questionable. Poland counts on highly educated IT professionals, and their universities, being aware of the benefits of having a good-quality pool of developers, are implementing and improving their programs to form their talents in the best way.

COSTS

Now that we better understand the quality of Polish developers, let´s analyze the costs of outsourcing here.

The average cost per hour for a Polish developer, according to Agile Engine, can be between 31 $ and 50 $ per hour depending on their experience and the level required for the position, while a QA can cost 33 $ and an architect around 59 $.

Keeping this in mind, we can consider Poland as one of the most cost-effective countries, and it is easy to have a good budget-control.

ECONOMY

After the fall of communism, the Polish economy started to grow in a significant way, and today it is considered to be one of the most stables around.

According to Bloomberg’s top-50 most innovative economies, Poland is the #22. Thanks to this information, there´s no need for extra-worrying about economic crisis or political instability. Poland develops the IT industry as one of the main bases of its economy.

The EU economy grows fast and increases the need for the workforce, and Poland offers the biggest number of working places in Central Europe because over 118,000 IT specialists work here.

The main destinations in Poland for outsourcing are Warsaw and Krakow. In addition to all these benefits, Poland operates inside the EEA economic zone, which is very convenient for the legal aspects of the outsourcing arrangement.

LACK OF CULTURAL BARRIERS

Considering cultural compatibility an essential aspect to have comfortable communication between your company and the outsourcing team, we have to take into account the distance and the cultural barriers we may have with our outsourced team.

Even if Asia has cheaper workers per hour, it is easier to communicate with a European team.

Poland is in the centre of Europe, and with this strategic location we can observe some advantages: they have been influenced by so many different cultures, which means they are open-minded and have a wide experience in doing international business.
Thanks to this, comparing the time zone of Poland to the Eastern Standard Time, we can see that there are at least 5 overlapping hours of work per day, which makes the communication much easier.

In addition to this, it enables visits to the potential contractor on a regular basis. We can highlight that among IT students in Poland 94% are able to speak English fluently.

Actually, Poland has a 2019 EF English Proficiency Index score of 63.67 and is ranked #11 among 80 countries in the world.

Partner companies like ITSELECTA are in charge of contacting and selecting the right IT outsourcing team here in Poland to give you the guarantee that your project will accomplish with the deadline and the budget you set. After explaining all your requirements, we will select tailor-made developers for your project and make sure you will have the needed support during the whole process.

Sources:

1. Goncharov, I. (2018). Top outsourcing destinations to watch in 2018.
2. The best countries to outsource software development. (2018).
3. Choosing IT outsourcing company: 9 factors to consider. (2015).
4. Slowik, C. (2018). What factors should I consider when choosing an outsourcing partner.
5. Which is the best country for IT outsourcing?. (2017).
6. Trikha, R. (2016). Which country would win the programming Olympics?.
7. Top IT outsourcing countries in 2019. (2019).
8. Sydenham, S. (2018). Why outsourcing your IT to Poland will ruin your life.
9. https://www.ef.de/epi/regions/europe/poland/

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Get in touch with our team:

ITSELECTA

info@itselecta.com

Tel. +48 508033065

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I like reading. When I read, I can feel my skills, knowledge and horizons expanding. For me, reading is a way of challenging my existing patterns of thought and learn new things. Another way to achieve this is by joining a community.

The ‘Community Manager’ book

You will find many interesting insights on this subject in one of the best books I read last year, ‘Community Manager’ (available in Italian only for now) at Amazon.

This book, written by two Italian community managers, Osvaldo Danzi and Giovanni Re. Osvaldo Danzi is the founder of the thriving business community FiordiRisorse and is also a senior recruiter, author and influencer in the Italian HR landscape. Giovanni Re is the community manager of Artigiani Digitali; another vibrant group. He’s also a researcher and lecturer in the area of visual communications and digital craftsmanship.

The book presents a series of diverse communities and explains the strategic role of the community manager in each. This is enriched using real-world examples and case studies. We’re shown that, even in a world where communications are delivered via digital platforms, newsletters, mailing list or bots, the essence of any organization is always its people. They are the key to the success of a community that shares common values and interests, and that the person driving it also usually influences it.

Back when Osvaldo was writing the book, he was looking for practical examples to incorporate. I thought it would be a good idea to give him my contribution, an introduction to the start-up community in the city where I have lived for over nine years, Krakow.

Not everyone knows that this city, located in Central Europe, is one of the leading destinations for corporate outsourcing and an excellent place for start-ups, energized by an active community.

The Krakow startup community #OMGKRK

As a member of #OMGKRK (the name used by the foundation connecting the Krakow startup community) I thought I could not miss the chance to interview one of its founders, Richard Lucas, an entrepreneur and investor. As usual, whenever I interact with him, I learnt a lot (I’ll quickly take this opportunity to thank him for all the great insights he has provided me with).

During the interview, he mentioned some examples of the events he organizes, such as OpenCoffee and Krakow Enterprise Mondays. With both events, the most significant value provided is meeting other attendees in person.

The OpenCoffee event

If waking up early is not a problem and you enjoy meeting new people, OpenCoffee is an excellent event for you. Here, entrepreneurs, students and others interested in startups can network. As stated in their Facebook description: “We make sure that, whenever a young person from a less supportive background or country finds the courage to join our meeting, they see that we are glad they came. We always warmly welcome their effort and contribution.”

The Krakow Enterprise Mondays event

In contrast, Krakow Enterprise Mondays is a pro-enterprise meetup that happens in the evening, after standard working hours. Here, students can encounter entrepreneurs and alumni who have gone into business, within a friendly and informal setting.

When attending one of these events, you can benefit from many things. You have the chance to learn something new, improve your knowledge, get some validation of your idea, get a new job, find resources for your company, business partners, investors, inspirations or, lastly, inform people of that event you are organizing.

The book suggests not focusing entirely on your interests but, instead, think about what you can offer people and focus on relationship rather than transactions. Avoid asking for something before giving. The key is to be eager to help people and, in the future, they may find ways to help you.

Something I can add to this is, that when networking at this kind of event or in general, it is better to prioritize quality over quantity. Don’t worry how many people you interact with but to make sure your interactions with them count.

The Fior di Risorse community

Even if Poland and Italy are not close neighbors, we can identify many similarities between #OMGKRK and the Italian business community that Osvaldo founded circa ten years ago, Fior di Risorse (full name Fior di Risorse “Persone al Centro”, or “People at the Center”).

Being a proud member of both communities, I have gained a lot from both. Looking back, I see that attending these communities’ events allowed me to challenge my existing patterns of thought and help me to learn many new things! And I met new friends, found suppliers and inspirations for life.

As written in Community Manager “when you are looking for a job or business partner, the likelihood of success is strongly related to your skill in creating the right network over the previous four years, before it was needed.” This reflects Dr Cialdini’s  principle of reciprocity when you provide value to others, and then you can have it back. “There is an obligation to give, an obligation to receive, and an obligation to repay.”

Being an active part of a community may help your business and be an opportunity to build your credibility. As Dr.Cialdini says: “People will do business with people they know, like and trust based on your knowledge, your creativity, and your credibility.”

My recommendation

Even from my limited perspective, I heartily recommend anyone to join a community that has a good fit to your goals and needs. You will not regret it! It will almost certainly boost your efficiency and effectiveness when on your entrepreneurial journey.

And as the Fior di Risorse’s motto says, even in a digital world “people are always the center”.

The post Ideas of ‘community’ extend beyond physical distance: What do Italian community Fior di Risorse and the Polish community #OMGKRK, focused on start-ups, have in common? appeared first on ITSELECTA.

We have decided to develop a survey because we want to hear from you!

We want to understand if you would consider working abroad and what are the most important factors when choosing a new job/internship. And of course, where?

Moreover if and when we will have a suitable job offer for you we will contact you!

Click here to start the questionnaire about your preference when working abroad!

We look forward hearing from you!

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Since 2014, the Polish city has been the first European centre for outsourcing services.

by Alessandro Lombardi

Walking through the streets of central Kraków, the medieval atmosphere makes it seem like a step back in time; but travel a few kilometers towards the suburbs, and you’ll have the sensation of being physically transported to the future with the geometric shapes of the massive, fifteen-storey glass buildings that house corporate headquarters.

These are the so-called Business Parks, an English term that means built-up areas where Polish employees work alongside foreigners from all over the world: Italy, Spain, Ukraine, France, the United States, the UK, Finland… I, too, came to Poland following in their footsteps.

Poland, especially Krakow, is progressively welcoming foreigners. It has adopted a policy of encouraging people to visit not only in regards of business activities, but also in terms of tourism. During the era of the communist regime it was very complex for a non-Polish citizen to enter the country – let alone start up a business – but a few decades later the situation has completely turned upside down.

Over 15 million passengers travelled through Polish airports in 2013, though this number is estimated to increase to over 41 million visitors by 2020.

A quarter of these travellers are foreign – a strong sign of the interest the country attracts outside of its national confines. Mission accomplished by the Polish government.

Why is Poland the destination for investors all around the world?

Perhaps it is the allure of the landscape, history and culture: Poland is increasingly becoming the destination for foreign investors and employees of international organizations that have moved to the country. Recently, many young people from all over Europe have chosen to spend their year abroad in Poland. Many are even looking for a chance to enter the labor market without having to go through the classic unpaid internships that are often offered in their own countries.

Poland presents itself to a potential investor as “an oasis full of water to a thirsty person in the desert.” Among the most important reasons to the country’s recent success is its increasingly stable position in European economics. Companies relocating to Poland have the possibility to benefit from EU economic funds: about 105 million Euros have been allocated to encourage growth in the coming years. Moreover, we can’t forget about the “special economic zones” that let investors benefit from tax reductions. Depending on the area, tax reductions can be based on the investment value, the size of the company and the number of new jobs created. Tax reduction can amount to 30-55%. The minimum investment required to obtain some of these subsidies is around ten thousand euros.

In terms of human resources, Poland offers a vast range of selection and recruitment of qualified personnel, especially when it comes to knowledge of foreign languages. For this reason, big international groups like Shell, IMB or Motorola have chosen this nation to set up their own business centres dedicated to outsourcing services such as HR, cash collection or customer service.

Another decisive element are the great air link services, consisting of 11 international airports, and the presence of low-cost flight operators, which cover around 45% of air traffic.

Invest in Polish resources

The Business Process Outsourcing (BPO) can be defined as outsourcing of management and control processes that, for these functions, rely on a highly qualified partner to fire up internal resources and dedicate them to activities that are more orientated towards the company’s core business. Since 2014, Krakow has been the first European centre for outsourcing and shared services.

So, if you happen to have a technical problem with your newly-purchased television and you have to phone an assistance line, the person on the line could be located in Poland, despite speaking your language.

Don’t be surprised if you are sitting next to a manager equipped with a laptop and a Blackberry on your trip to Krakow.

This is why ITSELECTA decided to set up the office in Krakow, where we have been established for 6 years now. We have a wide knowledge of the IT environment not only in Krakow but also in other cities in Poland, like Warsaw and Katowice, as well as in Ukraine. We source different markets to find the most suitable programmer or developer for your company’s needs.

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