04.07.2025 Uncategorized

Poland has become one of the most attractive destinations for both international employers and ambitious professionals in Central and Eastern Europe. With its growing economy, highly educated workforce, and strategic location in the heart of the EU, the country is a hub for global business expansion. In recent years, the demand for efficient hiring solutions has led to a surge in the popularity of recruitment agencies and innovative employment models like Employer of Record (EOR).

Whether you’re an international company looking to hire local talent or a job seeker exploring opportunities in Poland, understanding the recruitment landscape is crucial. Traditional hiring processes are no longer enough to meet the fast-paced, compliance-heavy requirements of the Polish labor market — especially for companies operating from abroad.

This article is your comprehensive guide to the role of recruitment agencies in Poland, with a special focus on Bizky EOR — a trusted local partner helping foreign companies hire quickly, compliantly, and efficiently. You’ll learn how agencies operate, why EOR is reshaping international employment, and how to avoid the legal and administrative pitfalls of hiring without local support.

Overview of the Polish Labor Market

Poland’s labor market is one of the most dynamic in Europe, evolving rapidly to meet the needs of both traditional industries and emerging sectors. With a population of over 37 million and a growing share of working-age professionals, the country offers a robust and diverse talent pool. In recent years, it has attracted international businesses seeking qualified employees, competitive labor costs, and a favorable business environment.

Key Employment Sectors in Poland

Poland’s economy supports a wide variety of industries, each with its own hiring trends and recruitment demands. The most active sectors include:

• Information Technology (IT): A booming sector with high demand for developers, cybersecurity experts, and cloud engineers. Poland is often referred to as the “IT hub of Europe.”
• Logistics and Transportation: Strategic location within the EU makes Poland vital for distribution networks across the continent.
• Manufacturing and Production: Automotive, electronics, and machinery industries are key employers, especially in southern and western Poland.
• Business Process Outsourcing (BPO) and Shared Services (SSC): Global corporations establish service centers in cities like Kraków, Wrocław, and Gdańsk.
• Healthcare and Medical Professions: Growing needs in both public and private healthcare systems, especially post-pandemic.
• Skilled Blue-Collar Jobs: High demand for electricians, welders, mechanics, and general laborers — especially from international contractors.
• Legal and Human Resources: Increased need for specialists who can support international companies with compliance, payroll, and employment law.

Employment Trends and Candidate Expectations

The Polish workforce is increasingly mobile, tech-savvy, and open to flexible employment models. Remote work, hybrid contracts, and project-based employment have all gained traction. Additionally, younger generations prioritize work-life balance, career development, and employer reputation over simple salary incentives — a trend that agencies and employers must adapt to in their recruitment strategies.

Migration and Remote Work

Migration continues to shape the labor market, with workers arriving from Ukraine, Belarus, Georgia, and beyond. This internationalization of talent has helped fill gaps in key sectors — but also introduced legal and administrative complexities. At the same time, Poland’s growing remote workforce creates new opportunities for international companies to source talent without opening a local entity — a strategy made significantly easier by Employer of Record (EOR) services like those offered by Bizky.

Current Labor Market Statistics and Trends in Poland

Understanding the latest labor market data is key for employers planning recruitment strategies in Poland. As of March 2025, the Polish job market continues to show strong momentum, with 291,500 active job postings — representing an 11% year-over-year increase. This consistent growth highlights the increasing demand for both skilled professionals and general labor across multiple sectors.

Fastest-Growing Sectors by Hiring Volume

The following industries have shown the most significant increases in job postings and recruitment activity:

• IT and Tech Services: +17% y/y – driven by digital transformation, cybersecurity demand, and cloud migration projects.
• Healthcare & Medical Services: +14% y/y – ongoing shortages of nurses, doctors, and care workers, especially in urban centers.
• Logistics & Warehousing: +12% y/y – fueled by the rapid growth of e-commerce and cross-border trade.
• Skilled Manual Labor (blue-collar jobs): +11% y/y – especially electricians, construction workers, and machine operators.
• Legal, Finance & HR: +10% y/y – need for in-house compliance, payroll, and labor law specialists.

Regional Job Market Insights

• Warsaw: Dominates in IT, finance, and corporate services.
• Kraków & Wrocław: Strong presence of BPO/SSC centers, often seeking multilingual candidates.
• Katowice & Łódź: Industrial and logistics hubs with growing blue-collar hiring needs.
• Tricity (Gdańsk–Gdynia–Sopot): Expanding in port logistics, shipping, and software development.

What This Means for Employers?

The increasing competition for talent means companies need to move quickly, streamline onboarding, and offer compelling benefits beyond salary — especially if they’re targeting skilled workers. International employers, in particular, benefit from local partners who understand labor regulations, candidate behavior, and real-time hiring trends.

Bizky EOR not only tracks these data points but helps businesses translate them into hiring strategies — offering tailored EOR services that remove administrative complexity and ensure full compliance with Polish employment law.

What Are Recruitment Agencies?

Recruitment agencies play a vital role in modern hiring processes, acting as intermediaries between employers and job seekers. In Poland, their significance has grown rapidly, especially as companies seek to expand quickly without navigating complex local employment regulations on their own.

Definition and Core Functions

A recruitment agency is a professional organization that helps companies find and hire employees — either for permanent roles, temporary positions, or specific projects. These agencies maintain extensive talent databases, conduct pre-screening, and manage much of the early-stage hiring process.

They can assist in:

• Advertising open positions
• Sourcing and screening candidates
• Scheduling interviews and skills assessments
• Negotiating employment terms
• Ensuring compliance with labor regulations

For job seekers, recruitment agencies offer access to a wide range of vacancies — often before they’re advertised publicly — along with CV advice, career coaching, and interview preparation.

Recruitment Agency vs. Headhunter vs. EOR

While the terms are often used interchangeably, they refer to different services:

• Recruitment Agency: Focused on filling open roles for client companies. They often work across industries and can handle large-scale hiring.
• Headhunter: Specializes in finding top-tier candidates (usually executives or highly skilled professionals) through direct, targeted outreach.
• Employer of Record (EOR): A legal employer that hires employees on behalf of a company. The EOR handles all employment-related responsibilities — payroll, contracts, taxes, benefits — while the client company manages day-to-day tasks.

The EOR model, unlike traditional recruitment, also enables companies to employ workers in countries where they don’t have a legal entity — making it ideal for rapid international expansion.

Why Use a Recruitment Partner in Poland

The Polish market has unique features — from language and legal complexity to cultural hiring norms. A recruitment agency can help navigate this terrain by:

• Providing access to verified local talent
• Reducing hiring time through pre-qualified candidates
• Ensuring compliance with Polish labor codes
• Offering flexibility through temp staffing or project-based work
• Advising on salary benchmarks and benefits expectations

Increasingly, recruitment partners are integrating EOR services into their offering — which brings us to a key innovation in the Polish employment landscape: Employer of Record.

Employer of Record (EOR) – A Modern Hiring Solution

As companies expand into new markets, many discover that traditional recruitment methods no longer suffice — especially when they don’t have a legal entity in the target country. That’s where the Employer of Record (EOR) model comes in. It’s a strategic solution that allows businesses to hire talent in Poland (and other countries) without setting up a local company, while remaining fully compliant with labor laws and tax obligations.

What Is an Employer of Record (EOR)?

An Employer of Record is a third-party organization that legally employs workers on behalf of another company. While the EOR is the official employer in the eyes of the law, the client company directs the employee’s daily tasks and performance.

In practical terms, this means the EOR handles:

• Employment contracts and legal onboarding
• Payroll processing and salary disbursement
• Social security contributions and tax withholding
• Benefits administration
• Labor law compliance and audits
• Termination procedures (if needed)

The EOR solution is especially valuable for companies that want to enter the Polish market quickly, test it, or hire a single specialist — without the burden of establishing a full subsidiary.

EOR vs. Temporary Staffing Agencies and Headhunters

EOR is not a replacement for recruiters — it’s a complementary solution. Many companies use EOR after selecting the candidate themselves or through a recruitment agency, then hand over employment logistics to their EOR partner.

Use Cases for EOR in Poland

• Hiring a remote specialist in Poland while operating from abroad
• Expanding sales or support teams without setting up a Polish entity
• Testing the Polish market with minimal legal risk
• Employing contractors as full-time staff, legally
• Onboarding workers from Ukraine, Belarus, or other countries with local compliance

Legal & Compliance Risks Without EOR

Foreign companies that hire directly — without understanding Polish labor law — face serious risks:

• Misclassification of workers (B2B vs. employment contracts)
• Non-compliance with working time regulations
• Incorrect tax and benefits handling
• Risk of audits and financial penalties

Bizky EOR helps companies mitigate all these risks by acting as the legal employer — ensuring compliance while the client remains focused on business operations and talent performance.

Types of Recruitment Services in Poland

The recruitment landscape in Poland is diverse and adaptable to the needs of both local and international companies. Depending on your hiring goals, project timelines, and legal setup, different models of recruitment services can be used. Understanding each type will help you choose the most effective solution — especially when entering the market from abroad.

1. Permanent Recruitment

Permanent recruitment focuses on hiring employees for long-term, full-time positions directly within a company’s internal team. Recruitment agencies source, screen, and recommend candidates, but once hired, the employee becomes part of the client’s organization. This model works best for:

• Core team expansion
• Roles requiring long-term retention and training
• Mid- to senior-level professionals

Permanent recruitment is often success-fee based — meaning the agency is paid only if the client hires a recommended candidate.

2. Temporary Staffing (Praca Tymczasowa)

Temporary staffing involves hiring employees for a fixed duration, typically through an employment agency. In this model, the agency remains the legal employer, handling contracts and payroll, while the employee works under the client’s direction.

This model is ideal for:

• Seasonal work or short-term projects
• Maternity/paternity leave coverage
• Demand spikes in logistics, warehousing, manufacturing, etc.
• Event-based or field staff

It offers flexibility but also requires strict adherence to Poland’s labor laws regarding temp employment duration and benefits.

3. HR Process Outsourcing

Some companies choose to outsource specific HR functions — such as recruitment administration, payroll, onboarding, or background checks. This allows in-house HR teams to focus on strategic activities while external providers manage routine tasks.

Benefits include:

• Cost reduction through shared services
• Improved compliance and process consistency
• Access to advanced HR tools and analytics

This model is popular among startups and fast-scaling companies.

4. Executive Search

Also known as headhunting, this service is used to fill high-level positions that require deep industry knowledge, discretion, and a highly tailored approach. Executive search firms actively seek out passive candidates who aren’t actively applying for jobs.

Best suited for:

• C-level roles (CEO, CFO, CTO)
• Niche experts in high-demand sectors (e.g., cybersecurity, AI, legal advisory)
• Strategic hires in sensitive business units

5. Employer of Record (EOR)

The EOR model, as discussed earlier, is not focused on sourcing talent — but rather on employing that talent legally and efficiently in Poland, on behalf of a foreign company.

EOR is particularly valuable when:

• You’ve already identified your ideal candidate
• You want to expand into Poland without registering an entity
• You need full legal employment, not freelance contracts
• You want to avoid administrative burdens (contracts, payroll, benefits)

Bizky EOR offers this service end-to-end — from employment contracts and onboarding, through payroll and compliance, to smooth offboarding if necessary.

Why Companies Choose Recruitment Agencies in Poland

Poland has become a hotspot for international hiring — but navigating its legal frameworks, cultural nuances, and fast-moving labor market can be overwhelming for foreign companies. That’s why many organizations, from startups to multinational enterprises, choose to partner with recruitment agencies and Employer of Record (EOR) providers like Bizky.

1. Time and Cost Efficiency

Hiring in a new country from scratch is a costly and time-consuming process. Recruitment agencies reduce this burden significantly by:

• Providing access to pre-qualified candidates
• Reducing time-to-hire through automated screening and expert sourcing
• Lowering hiring costs by avoiding expensive internal recruitment overhead

EOR services go one step further — helping companies avoid costs tied to entity setup, legal consultations, and payroll administration.

2. Access to Talent Pools and Market Knowledge

Local agencies have their finger on the pulse of the Polish labor market. They:

• Maintain large, segmented candidate databases
• Understand salary benchmarks and benefit expectations
• Know how to attract both active and passive talent in specific industries

For example, hiring a senior Java developer in Warsaw or a logistics team in Katowice requires vastly different strategies — and experienced recruiters know how to tailor the approach accordingly.

3. Full Legal Compliance and Risk Mitigation

Poland has strict labor laws that protect employee rights — and violating them can result in hefty penalties or reputational damage. Recruitment partners and EOR providers:

• Draft fully compliant employment contracts in Polish
• Handle mandatory benefits, such as health insurance, paid leave, and pension contributions
• Ensure correct tax withholdings and social security payments

Bizky EOR specializes in helping foreign employers avoid common compliance pitfalls by acting as the legal employer on record — ensuring 100% alignment with Polish regulations.

4. Local Support for International Expansion

Companies that want to enter the Polish market without the hassle of entity formation can benefit from:

• End-to-end onboarding services (including right-to-work checks and health & safety documentation)
• Payroll management in local currency (PLN), with correct tax reporting
• Ongoing HR support and representation in labor inspections or disputes

This is where Bizky EOR excels — offering all-in-one local support, backed by legal, administrative, and operational expertise.

Case Study / Bizky EOR Success Stories

To truly understand the value of Bizky EOR, it helps to look at real-world examples of how the service has helped international companies overcome common hiring challenges in Poland. Below are selected case studies that demonstrate Bizky’s effectiveness in simplifying complex employment scenarios and accelerating market entry.

Case Study 1: Tech Startup from Germany Hiring Its First Developer in Poland

Challenge:
A Berlin-based SaaS startup wanted to hire a senior frontend developer based in Kraków but didn’t have a Polish legal entity. Setting one up would delay the process by months and distract from product development.

Solution:
Bizky EOR onboarded the developer within 7 business days, managing the contract, payroll, and benefits on behalf of the client. The developer received a fully compliant Polish employment contract, and the client maintained full control over their work and KPIs.

Result:
The startup avoided legal setup costs and hired their top-choice candidate swiftly. Within 3 months, they added two more Polish engineers under the same model.

Case Study 2: U.S. Logistics Company Scaling Seasonal Operations in Poland

Challenge:
A U.S.-based logistics firm needed to scale its warehousing team in Silesia during peak season but had no HR infrastructure in Poland. They also required temporary workers with quick onboarding.

Solution:
Bizky EOR partnered with a local recruitment agency to source vetted warehouse workers. Once candidates were selected, Bizky acted as the legal employer, handling employment documentation, training compliance, and payroll.

Result:
The client onboarded 15 workers in under 10 days, avoided fines, and met strict EU labor standards — all without opening a local branch or hiring internal HR staff.

Client Testimonial

“We needed a reliable partner to help us grow in Poland without dealing with bureaucracy. Bizky gave us exactly what we needed — fast hires, full compliance, and great communication throughout.”
— HR Director, EMEA Region – SaaS Company

List of Employment Agencies in Poland

Poland has a wide ecosystem of recruitment and employment agencies, each specializing in different industries, job levels, and employment models. Whether you’re looking to hire a single specialist or scale operations quickly, selecting the right partner is key to success. Below is a list of some notable and reputable employment agencies operating in the Polish market:

Top Employment and Recruitment Agencies in Poland

Grafton Recruitment
Provides permanent and temporary staffing across Poland with a strong emphasis on multilingual roles and international clients.

Bizky EOR
A modern Employer of Record and recruitment partner for international companies entering Poland. Bizky specializes in fully compliant employment, payroll, and onboarding — allowing foreign firms to hire locally without setting up a legal entity. Ideal for startups, remote teams, and global expansions.
👉 Recommended for EOR services, fast hiring, and full legal support.

Adecco Poland
One of the largest staffing agencies worldwide, offering temporary and permanent recruitment, outsourcing, and HR consulting.

Randstad Polska
Specializes in industrial, administrative, and white-collar recruitment. Offers temp staffing and HR support for local and global companies.

Hays Poland
A well-known agency focused on executive search and professional recruitment across industries like finance, IT, law, and marketing.

ManpowerGroup Poland
Offers recruitment, outsourcing, and managed services across various sectors including engineering, production, and IT.

Antal International
Known for mid- and senior-level recruitment, with strong reach in business services, finance, and technology roles.