Top HR Professionals to Follow in Poland

Hiring in Poland has changed. The market is tight, candidates are selective, and good recruiters are no longer just filling roles. They are shaping talent strategy, employer credibility, and hiring speed. In this environment, following the right HR voices matters. Not for inspiration quotes, but for insight you can actually use.

Poland has a strong group of HR leaders who consistently influence how companies hire, retain, and scale teams, especially in tech-driven and knowledge-based sectors. If you are responsible for hiring engineers, product teams, or digital talent in Poland, these are the people worth following.

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Why Following Local HR Leaders in Poland Matters

Global HR trends only take you so far. Polish hiring realities are shaped by local labour law, market saturation, salary pressure, and candidate behaviour that differs from Western Europe or the US. Local HR leaders understand these nuances because they operate inside them every day.

They talk openly about:

• Talent shortages in Poland’s tech market
• Salary inflation and offer acceptance challenges
• Employer branding that actually works locally
• Hiring speed, assessments, and candidate experience

For recruiters, this insight is far more valuable than generic global advice.

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Top HR Professionals to Follow in Poland

Maja Gojtowska

One of the most respected HR voices in Poland, especially on employer branding, recruitment communication, and candidate experience. Her work is grounded in research and real hiring outcomes, not trends for the sake of trends.

Why recruiters follow her:

• Clear thinking on employer branding in competitive markets
• Strong focus on recruitment credibility and trust
• Practical insight into how candidates actually evaluate employers

If you hire tech talent and care about offer acceptance and employer reputation, her perspective is essential.

Anna Wicha

A key figure in Poland’s HR and recruitment landscape, known for her work on labour market trends, workforce strategy, and HR leadership at a national level.

Why she matters:

• Deep understanding of Poland’s labour market structure
• Strong voice on skills shortages and workforce planning
• Regular contributor to discussions on future-of-work in Poland

Her insights are especially valuable for hiring managers planning long-term tech hiring strategies.

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Paweł Wyszomirski

A well-known HR strategist and consultant focusing on organisational design, leadership, and modern HR operating models.

Why recruiters follow him:

• Sharp thinking on how HR should support business growth
• Honest critique of outdated hiring processes
• Strong alignment between HR strategy and execution

If you are scaling tech teams and want HR to act as a business partner, not a blocker, his content is worth your time.

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Jacek Santorski

While broader than recruitment alone, his work heavily influences how Polish organisations think about leadership, culture, and people management.

Why he’s relevant for recruiters:

• Strong emphasis on leadership quality and decision-making
• Insight into organisational culture that affects retention
• Valuable context for hiring senior tech and leadership roles

Recruitment does not stop at hiring. His perspective helps recruiters understand what kind of environments retain top talent.

What Recruiters Can Learn from These HR Leaders

Across their work, several themes consistently emerge that are directly relevant to hiring tech talent in Poland:

• Hiring speed is now a competitive advantage, not a nice-to-have
• Employer branding must be honest and specific, not generic
• Tech candidates evaluate leadership quality early
• Poor recruitment processes actively repel strong engineers
• Retention starts during the hiring process, not after onboarding

Following these professionals helps recruiters stay grounded in reality rather than trends. 

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How This Helps You Hire Tech Talent in Poland

Tech hiring in Poland is not failing because there are no candidates. It is failing because many companies run outdated processes in a modern market. The HR professionals listed above consistently highlight where recruiters lose candidates and how to fix those gaps.

By following them, recruiters gain:

• Better judgment on salary positioning
• Smarter interview and assessment design
• Stronger employer messaging for tech roles
• Clearer alignment between hiring and business goals

This is the difference between reacting to shortages and building a hiring strategy that works in Poland’s market.

Final Thoughts

If you are hiring tech talent in Poland, the biggest risk is not competition. It is ignorance. Ignorance of how candidates think, how the market moves, and how fast expectations are changing.

The HR professionals listed here do not offer shortcuts. They offer clarity. And in a market this tight, clarity is what separates recruiters who struggle from those who consistently hire strong teams.

Follow them closely. Your hiring outcomes will reflect it.

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