Why getting your people strategy right matters more than you think
Poland has become one of the most attractive destinations for UK businesses looking to expand their European operations. With a highly educated workforce, competitive labour costs, and a thriving tech ecosystem, it’s easy to see why so many companies are making the move.
But here’s what we’ve noticed from speaking with dozens of UK firms who’ve set up Polish operations: the talent challenges they encounter often catch them completely off guard.
Let’s explore the risks that rarely make it into the expansion playbook, and more importantly, how to avoid them.
The Salary Expectation Gap
One of the first surprises UK companies encounter is how quickly Polish salary expectations have shifted. Warsaw, Kraków, and Wrocław have become major European tech and financial services hubs, and compensation packages have risen accordingly.
What this means in practice:
- Senior software engineers in Warsaw now command salaries that rival some Western European cities
- Finance professionals with Big Four or international banking experience expect packages reflecting their market value
- Candidates with strong English skills and international experience have multiple offers to choose from
The risk? Coming in with outdated salary benchmarks means losing out on top candidates before conversations even begin.
Cultural Nuances That Affect Retention
Polish professionals value certain things that UK employers sometimes overlook:
• Direct communication about career progression
- vague promises about “future opportunities” don’t land well
• Formal recognition of qualifications and expertise
- professional titles and credentials carry significant weight
• Work-life boundaries
- while Polish employees work hard, there’s a clear expectation that personal time is respected
• Stability and long-term thinking
- job-hopping is less common, but so is tolerance for employers who seem uncommitted to the Polish market
Companies that treat their Polish office as a “satellite” rather than a genuine part of the organisation often struggle with retention within the first 18 months.
The Competition You Don’t See Coming
UK firms expanding into Poland aren’t just competing with other British companies. They’re competing with:
- Major US tech giants with established Warsaw offices
- German financial institutions with deep roots in the region
- Fast-growing Polish fintechs offering equity and rapid career growth
- Remote-first companies offering global salaries for local talent
This means your employer brand, your employee value proposition, and your recruitment process all need to be sharp from day one.
Legal and Compliance Complexities
Polish employment law differs from UK law in ways that directly affect talent strategy:
• Notice periods
tend to be longer, particularly for employees with tenure
• Employment contracts
have specific requirements around working hours, benefits, and termination
• Probation periods
work differently and come with particular protections
• Holiday entitlements
increase with years of service in ways that might not align with UK policies
Getting these wrong doesn’t just create legal risk; it damages your reputation with candidates who talk to each other.
Building a Local Employer Brand Takes Time
Here’s something we hear regularly from candidates in Poland: they research companies thoroughly before applying. LinkedIn presence, Glassdoor reviews, local press coverage, and word-of-mouth all play a role.
UK companies entering the market often underestimate how much groundwork is needed to build credibility with Polish talent. This isn’t about flashy marketing; it’s about demonstrating genuine commitment to the local team and market.
How to Get Ahead of These Risks
Start with realistic market intelligence. Understand what candidates actually expect in terms of compensation, benefits, and working arrangements before you start hiring.
Partner with people who know both markets. Having advisors who understand UK business culture and Polish talent expectations makes a real difference.
Invest in your local team’s visibility. Let Polish employees represent your company at local events, on social media, and in industry conversations.
Be patient and consistent. The companies that succeed long-term in Poland are those that show up, stay committed, and build relationships over time.
We Can Help You Navigate This
At our agency, we work with UK businesses expanding into Poland every day. We understand what candidates are looking for, what competitors are offering, and how to position your company effectively in a crowded market.
Whether you’re making your first Polish hire or scaling an established team, we’d love to share what we’ve learned and help you find the right people.
Get in touch for a conversation about your Poland expansion plans. No pressure, just practical insights from people who’ve seen what works.
Belvedere Recruitment | www.blvdr. pl |
+48 510 544 931 | + 44 7786117760
