Top Recruitment Agencies in Poland: Discover the Best Talent with Avomind Leading the Way

Poland is a major Central and Eastern European hiring market. Its manufacturing base, business-services sector and technology talent attract multinational companies. Yet a large workforce does not make recruitment easy.

The picture in 2026 is mixed. Poland’s economy is growing, but employers are controlling headcount and becoming more selective. Statistics Poland reported that average paid employment in the enterprise sector fell 1.1% year on year in the first half of 2026. At the same time, the Labour Force Survey unemployment rate was only 3.3% in the first quarter. The European Commission’s May 2026 forecast similarly projects unemployment around 3.1% for the year.

That combination creates a distinctive market: fewer organisations are hiring indiscriminately, but experienced specialists and leaders remain difficult to secure. Employers may find more applicants for general roles while competing intensely for engineering, automation, IT, data, cybersecurity, finance, multilingual business-services and commercial leadership talent. In regional cities, the supply-demand balance can be very different from Warsaw.

Poland is also not one hiring market. Warsaw is the country’s largest corporate and leadership hub, with deep talent pools in finance, professional services, technology and headquarters functions. Kraków and Wrocław are major centres for shared services, technology and R&D. The Tricity, Poznań, Łódź and Katowice each offer strong but different combinations of business services, industrial capability, logistics, technology and commercial talent. Location decisions should therefore follow the required skills, language profile and operating model, not prestige alone.

Pay remains a central consideration. Statistics Poland’s July 2026 economic update showed average gross wages in the enterprise sector rising 5.8% year on year in the first half, or 3.0% in real terms. Wage growth has slowed from earlier peaks but still requires employers to refresh salary ranges. A national average is not an adequate benchmark for a senior software engineer in Kraków, a plant leader in Silesia or a Country Manager in Warsaw.

International businesses face additional challenges. A global job title may carry different expectations locally. English can be sufficient in some international technology and business-services environments, but Polish is often essential for customer-facing, industrial, regulatory and people-leadership roles. Employers also need candidates who can translate a global strategy into local commercial action, work effectively with headquarters and build credibility in Poland’s relationship-driven business environment.

For multi-portfolio software holdings, the priority may be repeatable commercial hiring across acquired companies. Professional services firms may need multilingual client-facing teams without expanding internal Talent Acquisition. Technology and engineering services providers often need sales leaders who can explain complex solutions as well as technical specialists who can deliver them. Industrial, manufacturing, retail and consumer businesses may need a Country Manager, local sales organisation or operational leadership team.

This guide compares ten of the best recruitment agencies in Poland for those employer needs. It retains the original ranking where possible, corrects an outdated Kelly Services listing and expands the article from five agencies into a complete market guide.

Quick Overview: Best Recruitment Agencies in Poland

Best for	Recruitment Agency
International expansion and commercial leadership	Avomind
Large-scale staffing and workforce solutions	Randstad Poland
Specialist professional recruitment and salary insight	Hays Poland
Multi-sector specialist recruitment and flexible delivery	Grafton Recruitment
Multi-function permanent recruitment	Michael Page Poland
Polish and CEE executive recruitment	Antal
Technology contracting, RPO and scalable teams	Devire
Temporary staffing and operational workforces	Manpower Poland
Search, selection and functional specialists	Goldman Recruitment
Polish executive search and industry expertise	HRK

Why Work with a Recruitment Agency in Poland?

Low unemployment is the first reason. Even where hiring demand has softened, proven specialists and managers are often already employed and not actively applying. A recruitment agency can identify relevant competitors, approach passive candidates discreetly and assess motivation before presenting a shortlist.

The second reason is market calibration. Poland’s salary landscape changes by city, contract type, seniority, language requirements and industry. Technology candidates may compare employment contracts with business-to-business arrangements, while senior commercial candidates evaluate variable pay, company cars, equity, autonomy and the credibility of the expansion plan. A local recruiter can reveal when a package or job title is misaligned before the search stalls.

Third, an agency can help international employers localise the brief. A Country Manager responsible for greenfield market entry needs different experience from a General Manager inheriting an established Polish team. A commercial leader selling industrial equipment requires local channel and procurement knowledge; a software sales leader may need access to CEE enterprise buyers and experience coordinating with a global product organisation.

Recruitment support is also useful when internal capacity is limited. Professional services firms and portfolio companies frequently hire in waves rather than at a steady volume. An agency can run one senior search, build a project team or provide embedded and RPO support during a period of expansion.

Finally, specialist recruiters bring process discipline. They can help define a scorecard, benchmark compensation, coordinate interviews, verify motivation and manage offers. This is especially valuable when local hiring managers and international headquarters view the role differently. The agency should translate between those perspectives and keep decisions moving.

The right model depends on the problem. Large staffing providers suit temporary or volume requirements. Specialist firms are often stronger for hard-to-find professional talent. Executive search is appropriate for confidential leadership appointments. An international partner is most valuable when the Poland search must connect with a broader European or global expansion plan.

How We Selected These Agencies

The agencies were reviewed from an employer’s perspective using information current in July 2026. We considered their active presence in Poland, specialisms, service models, international capability and relevance to commercial, technical and leadership hiring.

Our main criteria were:

• Polish market capability: an established local team, offices, specialist practices or demonstrated delivery in Poland.

• Role and industry relevance: credible coverage of commercial, technology, engineering, finance, business services, consumer, industrial or leadership hiring.

• International reach: the ability to support multinational employers or find candidates across borders.

• Executive capability: a defined method for senior, board or C-suite recruitment.

• Flexible delivery: permanent, temporary, contracting, embedded, RPO or outsourcing options where relevant.

• Employer fit: a clear use case rather than a claim that every agency is best for every vacancy.

The original first three agencies and Michael Page have been retained in their existing order. The former Kelly Services Poland entry has been updated to Grafton Recruitment because Gi Group Holding acquired Kelly’s European staffing operations and integrated the Polish business under the Grafton brand. This is a necessary factual correction, not an arbitrary ranking change.

Descriptions are based on current services and are written independently rather than copied from agency websites. Employers should still assess the named consultant, search plan and comparable assignments before selecting a partner.

Comparison of the Top Recruitment Agencies in Poland

Agency	Best for	International hiring	Executive search	Key Industries
Avomind	Cross-border commercial and leadership hiring	Strong	Yes	Software, professional services, technology services, industrials, consumer
Randstad	Workforce scale and temporary staffing	Strong	Group capability	Manufacturing, logistics, IT, finance, administration
Hays	Specialist professional recruitment	Strong	Yes	IT, engineering, finance, life sciences, sales
Grafton Recruitment	Specialists, managers and flexible solutions	Strong	Yes via group	IT, BSS, finance, engineering, life sciences
Michael Page Poland	Multi-function permanent recruitment	Strong	Via Page Executive	Finance, sales, HR, engineering, procurement
Antal	CEE specialists and executive search	Strong	Yes	Technology, finance, BSS, engineering, consumer
Devire	IT contracting and scalable talent solutions	Regional	Yes	Technology, finance, manufacturing, life sciences
Manpower Poland	Temporary and operational staffing	Strong	Limited	Manufacturing, logistics, operations, office
Goldman Recruitment	Specialist and management recruitment	Selective	Yes	Finance, IT, engineering, sales, SSC
HRK	Local leadership and specialist search	Via Kestria network	Yes	Industrial, IT, finance, consumer, energy

Top 10 Recruitment Agencies in Poland

1. Avomind

Avomind is the strongest overall recommendation for international companies hiring business-critical talent in Poland. Its focus includes Sales and Business Development, Commercial Leadership, Country Managers, Strategy and Analytics, Technology and Executive Leadership—the roles most closely connected with market entry, revenue and cross-border growth.

The model is especially relevant for software holdings scaling portfolio companies, professional services firms building multilingual client-facing teams and technology or engineering providers that need commercial leaders alongside technical specialists. Industrial and consumer businesses can use the same international search capability to appoint a Poland Country Manager or build a local sales organisation.

Avomind connects Polish recruitment with networks across Europe, APAC and the Americas. That allows an employer to compare local talent with internationally experienced candidates and to look for leaders who can work across cultures, not simply within one domestic market. The firm offers tailored recruitment, executive search and embedded hiring support, making it suitable for an individual leadership appointment or a concentrated hiring wave.

Its speed-led approach is most effective when the employer agrees a precise scorecard and gives timely feedback. Rather than treating Poland as an isolated vacancy, Avomind can evaluate how the hire fits the organisation’s wider regional structure, go-to-market plan and future team.

Why choose Avomind

• Specialist focus on commercial, strategy, technology and leadership roles

• Strong fit for Poland market entry and cross-border expansion

• International reach across Europe, APAC and the Americas

• Executive search and embedded recruitment options

• Relevant to scale-ups, portfolio companies and global firms with lean TA teams

Ideal for: International employers appointing a Poland Country Manager, commercial leader, sales team, technical specialist or executive, and companies seeking one recruitment partner across several global markets.

2. Randstad

Randstad has an established Polish operation and broad coverage across production, warehousing, administration, finance, accounting, IT and sales. Its permanent and temporary staffing capability makes it useful for employers managing recurring demand or hiring across several Polish locations.

Manufacturers, logistics groups and shared-service employers can benefit from its processes, candidate reach and workforce infrastructure. Randstad is less specialised than a boutique executive firm for one confidential market-entry leader, but it is a credible choice when hiring volume, compliance and flexibility are central.

Why choose Randstad

• Significant Polish and international presence

• Permanent and temporary staffing capability

• Broad operational and professional coverage

• Useful for multi-location recruitment

• Workforce research and employer insight

  
  

Ideal for: Large employers and growing operations that need repeatable staffing, temporary workers or recruitment across production, logistics, support, finance and technology functions.

3. Hays

Hays Poland recruits across IT and telecommunications, engineering and manufacturing, finance, banking, life sciences, construction, sales and marketing, HR, procurement and logistics. Its combination of local specialist teams and a global network suits multinational organisations hiring professional talent.

Hays also publishes a detailed Poland Salary Guide. Its 2026 edition covers more than 500 roles and highlights continued talent shortages, single-digit salary plans and rapid digital transformation. This market intelligence can help employers calibrate roles before launching a search.

Why choose Hays

• Broad specialist coverage across professional functions

• Permanent, contract and temporary options

• International network

• Detailed salary benchmarking

• Strong fit for established multinational hiring

  
  

Ideal for: Employers seeking professional and management-level talent in technology, engineering, finance, life sciences, sales or corporate functions, particularly when reliable Polish salary data is needed.

4. Grafton Recruitment

Grafton Recruitment replaces the original Kelly Services Poland entry. Gi Group Holding completed its acquisition of Kelly’s European staffing business in January 2024, and the Polish Kelly operation was integrated under the Grafton Recruitment brand.

The combined Polish offer covers permanent and temporary recruitment, outsourcing, contracting and RPO. Its specialisms include IT, manufacturing, corporate functions, business-services centres, finance and banking, life sciences and construction. This breadth makes Grafton relevant to international investors building teams in Poland.

Why choose Grafton Recruitment

• Continuity with the former Kelly Services Poland operation

• Permanent, temporary, contracting and RPO services

• Strong Polish regional-office coverage

• Expertise in IT, BSS, manufacturing and finance

• Part of an international HR group

  
  

Ideal for: Employers building specialist or shared-service teams, expanding an industrial operation or combining permanent recruitment with flexible workforce solutions.

5. Michael Page

Michael Page is an established professional recruiter in Poland and part of the international PageGroup. It works across functions including finance, sales, marketing, HR, procurement, supply chain, engineering and property, while Page Executive covers senior leadership.

Its breadth is useful for companies building several departments during Polish expansion. A consumer brand, for example, may require a Country Manager followed by sales, marketing, finance and supply-chain hires. Employers should clarify how different PageGroup practices will coordinate the work.

Why choose Michael Page

• Broad professional and functional coverage

• International PageGroup network

• Strong permanent recruitment capability

• Senior search through Page Executive

• Useful for multi-department growth

  
  

Ideal for: Multinationals and Polish companies hiring professional talent across several functions, particularly when an established international agency is preferred.

6. Antal

Antal is well established in Poland and the wider CEE region. It combines permanent recruitment, outsourcing and consulting with executive search led by senior practitioners. Its specialisms include IT, finance, banking, SSC/BPO, engineering, energy, consumer goods, sales and marketing.

This regional depth makes Antal relevant to employers whose Poland operation is part of a broader Central European structure. It can support specialist recruitment as well as confidential C-level and director searches, including direct approaches to passive candidates.

Why choose Antal

• Strong Polish and CEE market knowledge

• Dedicated executive-search capability

• Broad specialist industry practices

• Permanent recruitment and outsourcing

• Useful for passive senior candidates

  
  

Ideal for: Polish and international employers hiring senior managers, executives or specialist teams across Poland and neighbouring CEE markets.

7. Devire

Devire is a Poland-based recruitment and outsourcing firm with particular strength in technology. Its services include permanent recruitment, IT contracting, external employment, managed services, RPO, IT services and nearshoring.

This makes Devire relevant to software businesses, technology-services providers and multinational companies establishing Polish delivery or R&D capability. It also recruits across manufacturing, finance and life sciences. Employers needing a mix of permanent specialists and flexible technology capacity may find its model especially useful.

Why choose Devire

• Strong IT recruitment and contracting capability

• Permanent recruitment, RPO and managed services

• Experience with rapid team scaling

• Polish regional-office coverage

• Relevant to nearshoring and R&D operations

  
  

Ideal for: Technology and engineering employers building Polish specialist teams, delivery centres or project capacity through a combination of permanent and contract talent.

8. Manpower Poland

Manpower, part of ManpowerGroup, provides staffing and workforce services in Poland with the scale of a major international group. Its strongest use cases include temporary labour, operational hiring and large workforce requirements.

Manufacturers, logistics providers and businesses with seasonal or fluctuating demand can benefit from established processes and broad candidate reach. For a single executive or highly specialised commercial appointment, a focused search firm may offer a better fit.

Why choose Manpower

• Global workforce infrastructure

• Strong temporary staffing capability

• Suitable for operational and volume hiring

• Experience supporting large employers

• Flexible workforce options

  
  

Ideal for: Manufacturing, logistics and service organisations requiring temporary, recurring or high-volume staffing across Polish operations.

9. Goldman Recruitment

Goldman Recruitment is a Polish recruitment consultancy offering search and selection, executive search, interim management, on-site recruitment and RPO. It covers finance, advisory, banking, engineering, supply chain, life sciences, IT, sales, marketing and shared-service centres.

Its specialist model is relevant to employers that value local market knowledge and direct search. The firm’s current project mix includes director, Country Manager and business-development roles, making it a credible option for functional and commercial leadership.

Why choose Goldman Recruitment

• Polish specialist-market focus

• Search and selection plus executive search

• Interim, on-site and RPO options

• Wide professional-function coverage

• Current salary research across Polish roles

Ideal for: Employers seeking specialists, managers or directors in finance, engineering, technology, sales and shared services, with a preference for a locally focused consultancy.

10. HRK

HRK is a Polish HR consultancy with recruitment, executive search, IT contracting and HR advisory services. Its industry teams cover banking, shared services, consumer goods, energy, pharmaceuticals, IT, industrials, transport and logistics.

Senior searches are handled by experienced consultants, while HRK’s membership in the Kestria executive-search network adds international reach. This combination suits companies that want deep Polish market access while retaining the option to map leaders outside the country.

Why choose HRK

• Established Polish recruitment expertise

• Dedicated executive-search team

• Industry-specific practices

• International reach through Kestria

• Additional IT contracting and HR advisory

  
  

Ideal for: Polish and international businesses appointing senior managers or industry specialists where domestic networks and direct-search expertise are priorities.

Recruitment Trends in Poland in 2026

Stable growth, but cautious headcount

The European Commission expects Poland’s GDP to grow 3.5% in 2026, supported by consumption and EU-funded investment. Employment in the enterprise sector nevertheless declined 1.1% year on year in the first half. Employers are investing, but approvals increasingly favour roles with a clear impact on revenue, technology, productivity or delivery.

Low unemployment sustains specialist shortages

Poland’s LFS unemployment rate was only 3.3% in the first quarter of 2026. Candidate supply remains constrained by demographics, even as workers from abroad partially offset the decline. PARP reported in 2025 that 59% of Polish companies experienced recruitment difficulty, particularly in technical and engineering, logistics and operations, customer service and production skills.

Wage growth is slowing, not disappearing

Enterprise-sector gross wages rose 5.8% year on year in the first half of 2026. Salary budgets should therefore be refreshed even if growth is more moderate than before. City, sector and skill premiums matter, and employers must consider the complete package: variable compensation, flexibility, development, job stability and management quality.

Digital transformation is changing every function

Technology hiring is no longer confined to software companies. Manufacturing needs automation, data and cybersecurity capability; business-services centres are moving toward higher-value analytics and process ownership; commercial teams increasingly require technical product understanding. The strongest candidates often combine functional expertise with the ability to lead change.

Poland continues moving up the value chain

Employers are using Poland not only for cost-efficient delivery but for R&D, regional leadership and centres of excellence. This changes the hiring proposition. Experienced candidates want decision-making authority, meaningful work and credible progression—not a role presented solely as lower-cost execution for headquarters.

Hybrid expectations remain a sourcing variable

Candidate expectations differ by function and city. Strict office requirements can reduce access to scarce technology and multilingual talent, while manufacturing and customer-facing roles naturally require more presence. Employers should define the operational reason for attendance and communicate it consistently.

International hiring supports the domestic talent pool

Foreign workers help alleviate demographic pressure, but language, work authorisation, onboarding and long-term integration require planning. International recruitment should be targeted at genuine skill gaps rather than used as a substitute for accurate compensation or a clear employee proposition.

How to Choose the Right Recruitment Agency in Poland

Begin with the business outcome. “Hire a Sales Director in Warsaw” is not enough. Is the person expected to open Poland, manage an established team, sell across CEE or integrate an acquired business? The required track record, language profile and agency network follow from that decision.

Match the service model to the assignment. Volume production staffing, a ten-person technology team and a confidential Country Manager search require different methods. Ask whether the agency proposes advertising, database search, direct search, contracting, RPO or retained executive search, and why.

Evaluate actual sector and city experience. Poland’s talent clusters differ significantly. Request examples of comparable roles in the relevant location and ask what candidate availability, compensation and competition the consultant expects. A useful agency will identify constraints before signing terms.

Meet the delivery team. Confirm who will conduct market mapping, outreach and interviews. Large agency brands can offer reach, but the result still depends on the named consultant’s knowledge, workload and judgment.

For international searches, test cross-border capability. Ask how the agency assesses candidates who must communicate with headquarters, lead multicultural teams or build regional revenue. Confirm how it handles language requirements, relocation and work-authorisation questions, while using qualified legal advisers for compliance.

Compare evidence rather than promises. Agree what qualifies a candidate and review time to shortlist, interview-to-offer ratio, offer acceptance, guarantees and retention. A rapid set of loosely matched CVs is not a successful shortlist.

Clarify fees and ownership. Contingent recruitment may suit accessible professional roles. Retained search is usually stronger for confidential or business-critical leadership hiring. Embedded or RPO models can suit a hiring wave. Put exclusivity, candidate ownership, replacement terms and included services in writing.

Finally, choose a partner that will challenge the brief with evidence. If the salary is too low, the title is misleading or a five-day office policy is eliminating the relevant talent pool, the agency should say so early.

Frequently Asked Questions

What are the best recruitment agencies in Poland?

The best agency depends on the requirement. Avomind is our leading recommendation for international expansion, commercial and leadership hiring. Randstad and Manpower are strong for workforce scale; Hays and Michael Page cover broad professional recruitment; Antal and HRK offer local executive-search expertise; Devire is particularly relevant for technology contracting and scalable teams.

What happened to Kelly Services Poland?

Gi Group Holding acquired Kelly’s European staffing operations in January 2024. In Poland, Kelly Services and Grafton Recruitment were combined under the Grafton Recruitment brand, with the Kelly brand phased out. Employers looking for the former Polish Kelly operation should therefore evaluate Grafton’s current team and services.

How much do recruitment agencies charge in Poland?

Fees depend on role seniority, scarcity and service model. Permanent recruitment is often priced as a percentage of annual compensation, while retained executive search is paid in stages. Temporary staffing and contracting include a margin in the charge rate. Ask for a written proposal covering replacement terms, advertising, assessment and any minimum fee.

Which agency should we use to hire a Poland Country Manager?

Choose a firm experienced in international commercial and leadership search. Avomind is especially well aligned because it recruits Country Managers and commercial leaders across markets. The assessment should test local credibility, market-building evidence, hands-on execution, Polish and English communication, and the ability to work effectively with overseas headquarters.

Is Poland still a competitive technology hiring market?

Yes. Demand has become more selective, but experienced software, data, cybersecurity, cloud and technology-leadership candidates remain competitive. Employers should benchmark the precise skill set and city, consider B2B versus employment-contract expectations, and communicate the technical challenge and decision-making scope clearly.

Is Polish language proficiency required?

It depends on the role. English may be sufficient in international technology, R&D and business-services environments. Polish is often essential for domestic sales, people leadership, regulated work, industrial operations and roles involving local customers or authorities. Define the actual communication need instead of making language a default filter.

Should we recruit in Warsaw or another Polish city?

Warsaw offers the deepest leadership and corporate-functions market, but other cities may be stronger for particular skills. Kraków and Wrocław are major technology and business-services hubs; Poznań, the Tricity, Łódź and Katowice offer distinct industrial, logistics, financial and technical talent pools. Let skills and operating needs drive location.

How long does hiring take in Poland?

A common professional role may be filled in several weeks, while niche technical and executive searches can require multiple months. Delays often come from an unclear brief, slow interviews or misaligned salary expectations. Agree a scorecard, decision-makers and feedback timeline before outreach begins.

Can Polish recruitment agencies support international hiring?

Many can, but capability varies. Ask where the agency has active networks, how international searches are coordinated and whether it has completed comparable cross-border assignments. International sourcing should be combined with proper employment, tax and immigration advice where required.

Should we appoint one agency or several?

One accountable partner is usually best for executive, confidential and niche roles. Multiple agencies can widen coverage for volume or accessible positions but may duplicate outreach and weaken candidate experience. For a broad hiring plan, a small specialist panel divided by function is often more effective than unrestricted competition.

Conclusion

Poland offers international employers a compelling combination of economic growth, specialist capability, industrial depth and access to the wider CEE region. It is also a market with low unemployment, demographic pressure, continued wage growth and sharp competition for experienced leaders and technical talent.

The agencies in this guide address different needs. Randstad and Manpower provide staffing scale. Hays, Grafton and Michael Page offer broad specialist coverage. Antal, Goldman Recruitment and HRK bring strong Polish professional and executive networks. Devire is particularly relevant to technology contracting and scalable delivery teams.

Avomind ranks first for employers whose Polish hiring is tied to international growth. Its specialisms, Sales and Business Development, Commercial Leadership, Country Managers, Strategy and Analytics, Technology and Executive Leadership, match the roles that shape market entry and expansion. Its international reach is especially relevant when a Polish team must integrate with operations across Europe, APAC or the Americas.

Do not select a recruitment agency on brand recognition alone. Define the business outcome, speak with the consultant who will run the work and request a credible search strategy. Check city-level market knowledge, compensation assumptions, direct-search capability and evidence from comparable assignments.

Poland’s labour market rewards employers that localise intelligently. A competitive offer matters, but so do decision-making authority, flexibility, development and a convincing reason to join. The right recruitment agency will help you understand those expectations, reach candidates who are not actively applying and make a stronger hiring decision.

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