Opening a new branch in Poland is a bold strategic move. It offers cost savings, access to a skilled talent pool, and expansion into one of Europe’s fastest-growing economies. But with opportunity comes urgency.
Whether you’re scaling 50 or 200 hires across cities and functions, how to quickly recruit a lot of people in Poland is a question most internal HR teams aren’t prepared for. That’s where a recruitment agency like TalentPlace comes in.
So, what should you know before hiring at scale in Poland? What challenges are most common? How much does it cost and how fast can you realistically hire? Let’s break it down.
Poland: Emerging Destination
Poland’s workforce is young, educated, and multilingual, making it an attractive base for:
- IT development centers
- Customer service hubs (BPO/SSC)
- Sales and marketing operations
- Engineering and logistics
Cities like Kraków, Wrocław, and Warsaw offer vibrant, scalable ecosystems supported by strong university networks, modern infrastructure, and EU-aligned labor laws. These cities are magnets for global companies looking to grow quickly and affordably.
If you’re deciding where to launch operations, it’s worth reviewing a comparative analysis of Poland’s top business hubs. TalentPlace’s report outlines which cities offer the best mix of talent, infrastructure, and cost-effectiveness for large-scale recruitment.
With a population of nearly 38 million and a workforce that is increasingly tech-savvy, globally connected, and open to international employers, Poland has slowly come to be known as a strategic hiring hub within the European Union, balancing quality, scale, and cost like few others can (All IT Club).
Global companies are opening more and more branches within Polish borders, with recent data showing that just in 2023, Poland attracted USD 28.6 billion in foreign direct investment, with 229 new foreign investment projects registered across sectors (Trade Gov).
But launching a new location is one thing. Staffing it with 50 or 100 people across multiple roles (and doing so quickly) is a totally different challenge. And unless you’re already established locally, your internal HR team likely isn’t designed for that kind of recruitment.
Client Case Snapshot: BVI Medical 50+ Hires Across Core Business Units
BVI Medical set out to open a Centre of Excellence in Kraków to centralize its operations across finance, HR, customer support, and compliance. With no local recruitment team, they turned to us for support.
The Challenge
- Build a team of 50+ specialists across multiple functions
- Operate in a new market with no in-house HR capacity
- Ensure compliance and scalability from day one
TalentPlace’s Solution
TalentPlace launched a comprehensive hiring project, applying their full-service model:
- Activated a network of 300+ expert recruiters, tailored by function
- Delivered end-to-end recruitment support, including employment and payroll
- Recruited across 5+ departments simultaneously, using distributed recruiter pods
- Provided temporary staffing, with seamless conversion to permanent roles
“The talent we’ve attracted through Talent Place is outstanding and will make an immediate impact…”
— Andy Dawson, CPO, BVI Medical
The Outcome
- 50+ hires made in under 18 months
- Rapid onboarding across finance, HR, QA, and regulatory roles
- Scalable hiring with smooth internalization post-launch
Why It Matters
This case shows how project-based recruitment can help global companies enter and scale in Poland. By partnering with TalentPlace, BVI Medical achieved rapid hiring, full legal compliance, and long-term HR stability, with no local HR setup needed.
How TalentPlace Executes Fast, High‑Volume Hiring Solutions in Poland
Most companies, especially foreign ones, lack the local HR firepower to execute high‑volume hiring at a scale and speed needed for opening a new branch. Language barriers, cultural nuances, legal complexity, and scaling recruitment processes all add risk.
1. Crowdstaffing: Scalable Recruiting Force
TalentPlace uses community-based recruitment models, activating hundreds of freelance recruiters based on your industry and location. Need 100 people in Wrocław and Gdańsk? 20 recruiters go live next week. Scaling to 5 cities? TalentPlace assigns by region and specialization.
2. Pre-Built Talent Pools
Unlike most firms that start from scratch, TalentPlace recruits daily, even before you engage them. That means access to:
- Thousands of pre-screened profiles
- Niche talent in IT, sales, engineering, logistics
- Bilingual and multilingual candidates
3. Project-Based Model
Every engagement is treated like a project:
- Dedicated project manager and dashboard
- Weekly status updates
- Transparent KPI tracking (e.g. time to hire, shortlist quality)
4. Legal and HR Compliance
From contracts and work permits to GDPR handling and onboarding, an employment agency like Talent Place makes sure you’re covered legally. This is especially important for non-EU companies.
“The team provided candidates who truly understood customer experience. We were impressed by the alignment with our values and the speed of execution.”
— Project Lead, Mercedes-Benz Poland
Common Hiring Mistakes When Scaling in Poland & What to Do Instead
Hiring in a new country, especially at scale, is rarely straightforward. Even in a strong labor market like Poland’s, companies often hit unexpected obstacles when trying to fill dozens or hundreds of roles in a short time.
Here are the most common mistakes we see in high-volume hiring:
- Overhiring without a retention strategy — leading to churn and wasted effort
- Rushing onboarding — which can result in underperformance or early exits
- Ignoring cultural alignment — harming team cohesion and long-term morale
- Starting too late — putting the entire launch timeline at risk
At TalentPlace, we’ve built proven frameworks to help companies sidestep these traps. From phased hiring plans to employer branding and onboarding support, we ensure every step is structured for both speed and sustainability.
What Makes Rapid Hiring in Poland So Challenging (And How We Solve It)
| Challenge | Why It’s a Problem | TalentPlace Solution |
| Limited local HR capacity | Scaling to 50–200 hires quickly overwhelms unprepared teams | Instant deployment using project-based staffing |
| Low brand visibility in Poland | Global names are often unknown locally | We amplify your employer brand through local recruiters |
| Volume and speed pressure | Onboarding dozens of roles strains workflows | Recruiter network accelerates sourcing without sacrificing quality |
| Legal and compliance complexity | Polish labor laws, taxes, and visas are nuanced and strict | We manage end-to-end compliance for all hires |
Tactical Hiring Roadmap: 6 Steps to Recruit Fast in Poland
Speed doesn’t have to come at the expense of structure. Here’s how to approach high-volume recruitment in Poland, step by step.
1. Align on Roles
What to do: Define your hiring plan by function, seniority, and location.
TalentPlace’s approach: We build a detailed roadmap and assign recruiter teams based on industry and geography.
2. Activate Sourcing
What to do: Use Polish job boards, social media, and referrals.
TalentPlace’s approach: We deploy our crowdstaffing network and activate existing talent pools for faster reach.
3. Structured Screening
What to do: Use standardized interviews and assessment tools.
TalentPlace’s approach: We manage end-to-end vetting, including skills tests, language checks, and experience mapping, while maintaining a strong candidate experience.
“Their social recruiting model, based on a network of professional recruiters, allows us to reach a wide range of talented professionals who are difficult to find on traditional job boards.”
— Piotr Pawłowski, Primango
4. Weekly Intake
What to do: Avoid onboarding everyone at once; hire in structured waves.
TalentPlace’s approach: We plan phased onboarding aligned with your operational readiness.
5. Employer Branding
What to do: Localize your job descriptions, landing pages, and outreach messaging.
TalentPlace’s approach: We support you with Polish-language content, targeted campaigns, and recruiter-led promotion.
6. Review & Optimize
What to do: Track funnel performance and adjust tactics quickly.
TalentPlace’s approach: We hold weekly review calls to tweak sourcing strategies, interview flows, and candidate engagement based on real-time data.
Want to know how it all works in practice? Read our recent Case Study →
How to Avoid Overspending on Recruitment in Poland
Hiring in bulk doesn’t have to drain your budget. With the right model and partner, you can scale affordably and efficiently.
Pricing Models for Scalable Hiring
| Model | Cost Level | Best For | Learn More |
| RPO (Recruitment Process Outsourcing) | $$$ | Full-cycle, project-based recruitment for high-volume or long-term hiring | Explore RPO model → |
| Recruiter on Demand | $$ | On-demand sourcing and screening support billed hourly or monthly | — |
| Contracting | $–$$ | Short-term or project-specific hires with flexible timelines | Explore Project Model → Explore Contacting Model → |
| Executive Search | $$$$ | Strategic hiring for leadership or highly specialized senior roles | Explore Executive Search Services → |
Want a tailored cost estimate? Let’s talk →
Cost-Saving Best Practices
- Use a flexible model: Avoid locking into fixed-cost retainers for uncertain hiring needs. Choose project-based or recruiter-on-demand models to keep costs aligned with actual activity.
- Leverage local talent pools: Local sourcing reduces advertising costs and time-to-fill. This is especially important when hiring in multiple cities or niche roles.
- Prioritize retention: Cheap hires that churn quickly become expensive. TalentPlace supports structured onboarding and cultural fit assessments to keep your hires longer.
- Skip building an internal team upfront: Instead of hiring internal recruiters and HR, take advantage of ready-built infrastructure and compliance support.
Summary: Do’s & Don’ts for Fast, High‑Scale Hiring in Poland
| DOS | DON’TS |
| Start early. Kick off recruitment at least 2–3 months before launching operations. Engage a recruitment partner. Use agencies like TalentPlace that know the Polish market inside out. Segment roles by priority. Hire in phases to manage onboarding and training efficiently. Leverage talent pools. Tap into existing candidate databases for faster turnarounds. Localize your hiring strategy. Adapt job ads, language, and EVP to local expectations. Track and adjust. Use clear KPIs to monitor recruitment performance and course-correct quickly. | Don’t build your HR process from scratch. It’s inefficient and slows you down. Don’t rely only on job boards. They don’t scale for volume or speed. Don’t ignore compliance. Polish labor law, contracts, and GDPR can’t be an afterthought. Don’t hire in one massive intake. Stagger hires to avoid bottlenecks. Don’t underestimate local recruiter insights. Their feedback is key to refining your approach. Don’t assume culture fit is automatic. Without proper screening, retention will suffer. |
Conclusion: Fast Hiring Doesn’t Mean Reckless Hiring
Recruiting 50, 100, or even 200 people in Poland doesn’t have to be chaotic or risky. The companies that scale successfully don’t waste time trying to stitch together internal HR teams, translate job ads, or guess where to source talent. They partner with experts who’ve done it before.
TalentPlace isn’t just another recruitment agency. It’s an on-demand hiring machine, backed by 200+ recruiters, pre-vetted candidate pools, and a battle-tested project model that delivers. Fast.
If your company is serious about growing in Poland, whether you’re opening your first office or expanding a team, this isn’t the time to experiment. This is the time to execute. And TalentPlace is the team that makes it happen.
Ready to build your team in Poland? Let’s talk.
FAQ
- How long does it take to recruit in Poland?
With a recruitment partner, initial hires can be made within 2–3 weeks. Full projects (50–150 people) are often completed in under 90 days, depending on roles and locations.
- What roles are easiest to hire for in Poland?
Customer service (multilingual), logistics, finance, and junior IT roles are most accessible. Senior IT and niche engineering positions may require longer sourcing times.
- Do I need to set up a legal entity to hire?
Not necessarily. You can use Employer of Record (EOR) or agency contracting solutions to hire compliantly without opening a Polish branch.
- How much does recruitment cost?
Project-based recruitment (RPO) is more cost-effective than traditional % fee models, especially for high-volume or repeat hiring. Costs depend on role type, volume, and timeframe.
- Can you support multiple cities at once?
Yes. TalentPlace has recruiters across all major Polish regions and can simultaneously run projects in Warsaw, Kraków, Wrocław, Gdańsk, Poznań, Łódź, and more.
