Contact us

9 out of 10 clients come back with their next role.

The people you need aren’t applying to your job ads. We find them.

The right person is usually employed, well paid and not looking.

We approach them directly and assess them before you meet anyone. We hire everyone from engineers to executives, mostly in Poland, CEE and remote-first Europe, for companies in Europe and the US. Marcin or Renata leads your search, and our Talent Partners do the research and outreach.

Talk about your hire Or pick a time in Marcin’s calendar ↗

A free 15-minute call with Marcin, co-founder of Talentholo. No brief needed.

Marcin Cieszyński and Renata Chmiel, founders of Talentholo
Marcin & Renata One of us leads your search, from first call to signed offer.

Clients

Trusted with roles where the market is hard to reach.

  • ICEYE logo
  • IS-Wireless logo
  • Alokai logo
  • Deel logo
  • Decathlon logo
  • Kiwi.com logo
  • Betfan logo
  • PwC logo
  • Panattoni logo
  • Onet logo
  • Livespace logo
  • Wirtualna Polska logo

Is this your hiring challenge?

When direct search is the right route.

  1. Your ads bring applicants, but not the people you need

    The people you want are not checking job boards. We map the market and approach them directly.

  2. One hire decides what happens next

    A product launch, funding round, market entry or quarterly target is waiting for one person. We start with what that person must deliver in the first six months.

  3. The search needs discretion or extra reach

    We run confidential searches and work alongside your in-house team on profiles that need a different route.

When you may not need us

If the right people already apply and your team can assess them, a job ad or your own recruiter may be enough. We will say so on the first call.

Find out in 15 minutes whether we can help
Renata Chmiel, co-founder of Talentholo
Renata Chmiel · Co-founder A direct, honest view of the market before your search begins.

Proof

Searches in hard-to-reach markets.

The markets differ, but in each one the talent pool was narrow and candidates needed credibility as well as experience.

SAR satellites · defence & insurance

ICEYE Direct search alongside the in-house team

Why hiring here is hard

SAR, RF and commercial specialists operate in a small global market where technical depth and credibility across industry, government and defence are essential.

What we did

Every role we were asked to fill was filled. We work directly with the in-house recruitment team, on roles such as Government Relations Lead, Marketing Manager and SAR Customer Excellence Expert. The engagement is ongoing.

Led by Marcin Cieszyński

Private 5G and 6G networks

IS-Wireless Specialist hiring in a long-term partnership

Why hiring here is hard

Telecom and deep-tech specialists sit in one of Europe’s narrowest talent pools. Commercial hires also need credibility with enterprise and defence buyers.

What we did

We have worked together since 2025 and hired 15 specialists so far (as of November 2026), including Sales Managers, Project Managers, Developers and Research & Innovation experts.

Led by Marcin Cieszyński and Renata Chmiel

Open-source SaaS · enterprise commerce

Alokai Leadership and go-to-market hiring during growth

Why hiring here is hard

Alokai grew from 40 to 120 people in two years while priorities and hiring needs kept changing. Hiring had to be fast without lowering the bar.

What we did

In 2023 and 2024 we hired the Head of Engineering, CISO and CFO, and built the go-to-market team: Head of Marketing, Product Marketing Managers, Sales and Partnerships. We also rolled out the HR system, set up Deel for international employment and automated parts of recruitment.

Led by Marcin Cieszyński

Talk about your hiring challenge

How a search works

From brief to signed offer in four steps.

30 days from brief to signed offer, on average. You know what happens at each step and what we need from you.

  1. Agree the brief

    What the person must achieve, the experience that matters, the offer range and who makes the decision.

  2. Map and approach the market

    Where suitable people work today, who should not be approached and how to present the opportunity.

  3. Assess before recommending

    Experience, motivation and expectations checked against your brief. Each person comes with a written view of why they fit and what is uncertain.

  4. Decide and make the offer

    Your team meets the shortlist. We collect feedback from both sides and support you through to a signed offer.

The full process, step by step →

Renata Chmiel and Marcin Cieszyński, founders of Talentholo
Verify Renata on LinkedIn ↗Verify Marcin on LinkedIn ↗

Who owns your search

You will know the people behind your search.

We are Renata Chmiel and Marcin Cieszyński. One of us agrees the brief and the contract with you, sets the search strategy, assesses candidates and makes the recommendations.

We tell you what is realistic for your role, and we say so when we are not the right fit.

More about us →
Juucy Top 1% Recruiter Award for Renata Chmiel and Marcin Cieszyński.

Recognition

Juucy Top 1% Recruiter Award

Renata and Marcin were recognised among Juucy’s top 1% recruiters.

Our Talent Partners

Magda, Gosia, Sylwia and Dorota find, approach and screen the people you will meet, in every search led by Marcin or Renata.

Before you choose

What to check before choosing a search partner.

Ask these questions of any firm you consider. Here are our answers.

What to checkHow Talentholo works
Who leads the searchMarcin or Renata agrees the brief and the contract, sets the search strategy, assesses candidates and makes the recommendations.
Who does the workOur Talent Partners do research, outreach and first screening, coordinated by the founder leading your search.
How candidates are foundDirect search, targeted outreach and our own network, including people who are not looking.
What you receiveA short, screened list. Each person comes with written reasons to meet them and open questions for your interviews.
How long it takes30 days from brief to signed offer, on average.
How the fee worksA fixed amount or a percentage, agreed in writing before the search starts and paid after the hire.
How we work with your teamYour team keeps employer brand, active pipeline and the wider process. We take the searches that need a different route.
If the hire leavesA guarantee of three to six months, agreed before the search starts.

Services

Choose the support you need.

Fees and terms

Fees and terms, agreed before we start.

For a search you choose how the fee is set. Either way you pay after the hire, and the scope, exclusivity, payment terms and guarantee are agreed in writing before the search starts.

  • Recommended

    Fixed fee

    One amount agreed for the role before we start, paid after the hire. It does not rise with the candidate’s salary, so we have no reason to favour the highest-paid candidate.

  • Success fee

    A percentage of the hire’s compensation, paid after the hire. Before the search starts we agree in writing what counts towards the fee and when it is due.

What happens if the hire does not work out?

Most searches carry a guarantee of three to six months. Before the search starts we agree how long it lasts, when it starts, what it covers and what we do if it applies, and we write this into your agreement.

Tell us the role, location and level of responsibility. We will say which model fits and what we need to confirm the fee. How executive search fees work →

FAQ

Questions clients ask first.

Who will I actually work with?

Marcin or Renata, often both. A founder takes your brief, agrees the search strategy, presents the shortlist and stays through the offer. Research, outreach and first screening are done by our team of experienced talent partners, coordinated by that founder.

Do you only work with startups?

No. We work with early-stage teams making their first critical hires, scale-ups building the functions behind their next phase of growth and established companies that need to get one important role right. What they have in common is one hire that matters a lot.

Which markets do you cover?

Our clients are companies in Europe and the US. Most searches connect with Poland, CEE and remote-first Europe, including projects connected with Germany. Every search starts with a direct view of whether the market is reachable for the role you need.

How quickly can we start?

Leave your number and Marcin calls you back personally within one working day, or pick a time in Marcin’s calendar. In a 15-minute call you get an initial view of whether we can help. For a search we take on, a signed offer takes 30 days on average.

Can you work alongside our in-house talent team?

Yes. Your team retains ownership of employer brand, active pipeline and the wider process. We take the searches that need a different route: narrow profiles, confidential roles or markets where you need additional reach.

Do you run confidential searches?

Yes. People are approached directly without publishing an ad, and information is shared on a need-to-know basis. Direct search suits confidential replacements and leadership roles well.

What does it cost?

Cost depends on the model, seniority and scope of the search. You get a concrete number in the first conversation. With a fixed fee, that number is one amount for the hire and does not change with the candidate’s salary.

How does the guarantee work?

Most searches carry a guarantee of three to six months. Before the search starts we agree how long it lasts, when it starts, what it covers and what we do if it applies, and we write this into your agreement.

The previous agency did not deliver. Is that a problem?

No. The first conversation identifies what happened. Sometimes the agency failed. Sometimes the profile did not exist at the available budget, timeline or location. You should know which problem you have before paying for another search.

Renata ChmielMarcin Cieszyński

Free 15-minute call with Marcin

  • We ask about the role.
  • You hear if direct search fits and how the fee works.
  • If we are not the right fit, we say so.

Ask us to call you back

Marcin calls you back personally within one working day.

For a confidential role, leave out names and sensitive details.

Prefer to pick a time?

Book 15 minutes in Marcin’s calendar.

Open Marcin’s calendar

Calendar not loading? Email info@talentholo.com or call +48 601 641 580.

Looking for a job? See open roles →