Employer Branding in Poland: How to Attract Top Tech Talent

The battle for technical expertise is intensifying. In 2025, nearly 70% of employers in Poland are facing significant difficulties filling IT roles, a challenge compounded by a projected need for 700,000 specialists across the sector. For global companies, this statistic is a wake-up call: simply posting a job offer is no longer enough.

Effective employer branding is essential for companies to stand out in Poland’s competitive tech market and attract skilled Polish developers. It acts as the differentiator that turns a passive candidate into an engaged applicant. 

In this article, I explore the current landscape of employer branding Poland, key strategies to attract Polish developers, and why strategic partnerships are critical for securing tech talent Poland.

The Polish Tech Talent Landscape: Opportunities and Challenges

Poland has firmly established itself as Europe’s third-largest software development hub, with a booming IT sector valued at $11.28 billion in 2025 (projected to grow at a 5.16% CAGR).

With a massive pool of over 650,000 developers, the country is a goldmine for organizations seeking high-quality engineering work.

However, accessing this talent requires navigating specific challenges:

• Talent Shortages: Approximately 55% of tech firms struggle with skills gaps, particularly in high-demand fields like AI, Cybersecurity, and DevOps.
• Low Unemployment: The IT unemployment rate in major hubs like Warsaw hovers around a negligible 1.2%, meaning top talent is almost always employed and passive.

Despite these hurdles, the opportunities are immense. Polish developers rank 13th globally for English proficiency, ensuring seamless communication with Western teams.

Furthermore, hiring developers in Poland remains cost-effective, with mid-level developer salaries averaging around PLN 17,000 gross, delivering premium code quality at a fraction of Western costs.

Why Employer Branding Matters for Attracting Polish Developers

In a market where candidates often hold multiple offers, a strong employer brand is your most powerful recruitment tool. A robust strategy can reduce hiring time by 2-6 weeks and boost application rates by 15%, significantly lowering your cost-per-hire.

To attract Polish developers, your Employee Value Proposition (EVP) must align with their specific preferences:

• Work-Life Balance: 94% of Polish IT professionals prioritize a good atmosphere and balance over pure salary.
• Flexibility: 51.4% value flexible working hours and remote options highly.
• Growth: 30.2% cite professional development and training as a key retention factor.

Real-world evidence supports this. Companies like ING Tech Poland have successfully expanded their teams from 400 to thousands by focusing heavily on career growth and stability, proving that a reputation for development is a magnet for tech talent Poland.

Key Strategies for Building Employer Branding in Poland

To cut through the noise, companies must adopt a multi-channel approach to employer branding Poland:

Strategy 1: Craft an Authentic EVP
Don’t just use buzzwords. Honest communication via tech blogs, webinars, and open-source contributions showcases your engineering culture. Developers want to see the code they will write and the problems they will solve.

Strategy 2: Leverage Digital Channels
Optimize your presence where developers hang out. A strong LinkedIn strategy can boost engagement by 45%. Utilize local job boards like Just Join IT or No Fluff Jobs, which are favored for their transparent salary brackets.

Strategy 3: Engage Communities and Events
Physical presence matters. Participate in conferences in key tech hubs like Warsaw, Kraków, and Wrocław. Encouraging your current employees to speak at meetups or write for local media (e.g., Computerworld Poland) builds organic trust.

Strategy 4: Offer Competitive Perks
Beyond salary, highlight benefits that resonate. Private healthcare (valued by 34.9%) and creative perks like training budgets are standard expectations. Integrating hybrid models can also widen your talent pool beyond major cities.

Measurement Tips: Track engagement rates, follower growth on social platforms, and the min_replies:N on your technical posts to gauge resonance.

Case Studies: Successful Employer Branding in Action

• ING Tech Poland: By emphasizing clear development paths and stability, they successfully scaled from 400 to thousands of employees despite the “talent war.”
• Intellias: Their focus on a human-centric EVP and inclusion earned them the Employer Branding Stars 2024 award, helping them secure top IT talent in Poland and Portugal.
• Altimetrik: Leveraged targeted media campaigns to enter the Wrocław market, quickly building a reputation that supports their 4,000+ global employee base.

Partnering with Experts: Beyond Traditional Recruitment

Building a brand takes time, but your hiring needs are often immediate. This is where shifting to strategic alliances pays off.

Partners like RemoDevs act as true collaborators, not just recruiters. We go beyond simple staffing by offering vetted senior engineers – who make up 90% of our placements, often with 5+ years of experience. With services that include 3-day shortlists and 90-day guarantees, we bridge the gap between your immediate need for talent and your long-term branding goals.

Conclusion

Strong employer branding Poland is no longer optional; it is a vital strategy to attract Polish developers and secure the future of your engineering teams in a shortage-driven market.

Ready to elevate your strategy? Partner with RemoDevs for expert guidance on attracting top Polish tech talent. Contact us today to start building your dream team.

Kamil Klepusewicz

Growth Expert

• Visit website