The people you need aren’t applying to your job ads. We find them.
We reach them directly and help you decide who is right for the role — from engineers to executives, for companies hiring in Poland, CEE and across Europe. You work with Marcin or Renata from the first call to the signed offer, with a team of experienced talent partners behind every search.
You speak with Marcin, co-founder — not a sales rep. No brief required.
Marcin & Renata
One of us leads your search, from first call to signed offer.
founder-led, from first call to offer negotiation
of our hires pass their probation period
of people we introduce are invited to interview
from brief to signed offer, on average
Clients
Trusted with roles where the market is hard to reach.
We work with startups making their first critical hire, scale-ups building for their next stage of growth, and established companies strengthening a key function. The industry changes. The challenge does not: the right person is already doing a good job somewhere else.
Proof
Three companies where the hiring challenge is real.
Three different markets. The same pattern: narrow talent pools, complex context and roles where credibility matters as much as experience.
SAR satellites · defence & insurance
Sovereign intelligence from space
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 was delivered
Every role we were asked to fill was filled, working directly with the in-house recruitment team — including Government Relations Lead, Marketing Manager and SAR Customer Excellence Experts. The engagement is ongoing.
Led by Marcin Cieszyński
5G/6G software · telco & defence
Dual-use private 5G and 6G
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 was delivered
An ongoing partnership since 2025: 15 specialists hired so far, including Sales Managers, Project Managers, Developers and Research & Innovation experts.
Led by Marcin Cieszyński and Renata Chmiel
Open-source SaaS · enterprise commerce
Frontend platform for enterprise commerce
Why hiring here is hard
Tripling the team from 40 to 120 people in two years, while business priorities and hiring needs keep evolving, requires speed without lowering the hiring bar.
What was delivered
Two years alongside the company (2023–2024): C-level hires including Head of Engineering, CISO and CFO, plus the go-to-market team — Head of Marketing, Product Marketing Managers, Sales and Partnerships. Beyond hiring: HR system rollout, Deel for international employment and recruitment automation.
Led by Marcin Cieszyński
About us
You will know the people behind your search.
We are Renata Chmiel and Marcin Cieszyński. We started Talentholo after seeing companies pay big-agency fees and receive junior research. Here you agree the search with a founder, and that founder stays responsible for the strategy, the shortlist and the offer.
Clients come back because we tell them what is realistic, what is not, and when we are not the right fit.
The team
The people working on your search.
Part of the team — and part of your success. Magda, Gosia, Sylwia and Dorota find, approach and screen the people you will meet, in every search led by Marcin or Renata.
years in recruitment
closed searches
people in our network
Recognition
Juucy Top 1% Recruiter Award
Renata and Marcin were recognised among Juucy’s top 1% recruiters.
- Click to enlarge
The difference
Talentholo vs. a typical agency process.
Hard-to-fill roles need direct ownership, not another layer between you and the market. Here is what that changes in practice.
Talentholo
Marcin or Renata, from the first call to offer negotiation
A typical agency process
The brief may pass from sales to delivery or junior research
Talentholo
Talentholo’s talent partners handle sourcing, research and screening; the founder leading your search coordinates every step
A typical agency process
Research is often outsourced or handed to people you never meet
Talentholo
Direct search, targeted outreach and a network built through 70,000+ relationships
A typical agency process
Job ads, database searches and people who are already available
Talentholo
A short, screened list — recommended only when we are prepared to stand behind each person
A typical agency process
More CVs, leaving more screening and calibration to your team
Talentholo
30 days from brief to signed offer, on average
A typical agency process
Timing often depends on applications and database response
Talentholo
Fixed fee available — one amount agreed upfront, not a percentage of salary
A typical agency process
Percentage-only fees may increase with compensation
Talentholo
One named founder stays accountable throughout the search
A typical agency process
Multiple handoffs and shared ownership
Talentholo
A guarantee of three to six months, agreed before the search starts
A typical agency process
Replacement terms may be shorter or vary by supplier
80% of the people we introduce are invited to interview. · 99% of our hires pass their probation period.
What we recruit
The hires that are too important to get wrong.
Some roles are too important for a job ad and too complex for a generic agency process. You get fewer CVs, better conversations and people you can meet with confidence.
01
Expertise that is hard to find
You need a specialist with a rare combination of experience, context and credibility. The job title is not the challenge. The pool is.
02
A hire that moves the business
A CTO, CFO, Head of Product, country manager or first sales leader can change your next quarter. These decisions deserve more than a stack of CVs.
03
A search that needs to stay private
The role may be new, hybrid or confidential. We approach people directly and share only what they need to know.
04
A role between product and revenue
Some of the hardest hires sit between two functions: people who understand the product and the customer well enough to create commercial value.
Functions we recruit across
From specialist expertise to business leadership.
Examples, not limits. Every search starts with the business outcome and the market available for it.
Tech & product
Software, AI & data · Systems, cloud & cybersecurity · Product and engineering leadership
Commercial & go-to-market
B2B sales & business development · Key account management · Presales & solutions · Marketing & growth
Finance & operations
CFO & finance leadership · FP&A, risk & compliance · Operations, project and programme management
Leadership & critical hires
C-level, VP and Head roles · Country managers · First functional leaders
Sector experience: deep tech, telecom, space, software, fintech, e-commerce, industrial technology, professional services and venture-backed portfolio companies.
When to get in touch
When hiring cannot wait.
Stop losing months to long hiring processes, rising vacancy costs and shortlists that miss the point. We help you hire the right person at the right time, even when the role is hard to fill.
An unfilled position can cost up to €69,000 and take as long as 140 days to fill. (Germany, Stepstone, 2023)
01
Your job ad brings volume, not fit
You have applications, but not the right ones. The people you want are employed, well paid and not checking job boards.
02
You need to get the decision right
A product launch, funding round, market entry or quarterly target is waiting for one person.
03
The role is difficult to describe or keep private
The right starting point is what the person has to deliver in the first six months and what would make the hire fail.
04
Your internal team needs a different route
We work alongside your internal team, not against it, on difficult roles, confidential searches and unreachable markets.
Renata Chmiel · Co-founder
A direct, honest view of the market before your search begins.
Engagement models
Three ways to work together.
No surprises: the fee and the guarantee are both agreed before the search starts.
Fixed fee
Pay after the hire: one fixed amount, agreed before we start — not a percentage of salary. You know what the search will cost, and we have no reason to favour the highest-paid candidate.
Recommended
Success fee
Pay after the hire, as a percentage of compensation. A flexible way to begin the relationship.
Embedded recruiter
Experienced recruitment capacity inside your team when several roles are open at once. You pay for recruiter time rather than each hire.
A guarantee of three to six months. Length and terms agreed with you before the search starts. 99% of our hires pass their probation period.
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. The common factor is not company size. It is the importance of the hire.
Which markets do you cover?
Most searches connect with Poland, CEE and remote-first Europe. We also support international companies hiring into European markets, 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?
Request a call back and we reply personally within 24 hours. In a 15-minute consultation, 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. Confidential replacement and leadership searches are a core use case for direct search.
What does it cost?
Cost depends on the model, seniority and scope of the search. You get a concrete number in the first conversation, not after a long sales process. 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. If the person leaves within that period, we either run the search again at no extra fee or refund a proportionate part of the fee. The length and the remedy are written into your agreement before the search starts, so there is nothing to interpret later.
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.
“
We believe better hires build stronger companies.
— Renata & Marcin
Talk to the people who will lead your search.
Book 15 minutes in Marcin Cieszyński’s calendar. You speak with a co-founder directly — no brief required.
Prefer email? info@talentholo.com · Prefer to call? +48 601 641 580 Or reach us on LinkedIn: Renata ↗ · Marcin ↗
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