In this article
The seven points to settle before a specialist search in Poland starts: what the role must achieve, must-haves, target companies, the offer range, decision makers, the story for candidates and who runs the search. A short checklist closes the article.
A specialist search in Poland usually succeeds or fails before the first candidate is contacted. If the brief is vague, the search drifts: people are approached for the wrong reasons, interviews test different things, and the decision takes longer than it should. This checklist covers what to settle before you start, whether you run the search yourself or with a partner.
Reading time: about 4 min
Contents
In short
- Most searches succeed or fail at the brief, before anyone is contacted.
- Agree outcomes, must-haves, target companies and the offer range first.
- Name one decision maker and fix the selection steps in advance.
- For rare, senior or confidential roles, consider a direct search.
1. Define what the role must achieve
Start with outcomes, not with a list of skills. Write down what this person should have delivered after six and twelve months. A good test: could two people on your side read it and agree on whether the hire was a success?
- What problem does this hire solve for the team or the business?
- Which results will you look at after the first year?
- What happens if the role stays open for another three months?
2. Separate must-haves from nice-to-haves
Most specialist briefs ask for too much. Every extra requirement shrinks a market that is already small. Limit the must-haves to the experience the person cannot learn in the role, and be honest about which requirements are preferences.
- Three to five must-haves, each one you would reject a candidate for.
- Nice-to-haves listed separately, so nobody treats them as filters.
- Language requirements stated precisely: daily working language, or occasional contact.
3. Map where these people work today
In Poland, many specialist profiles sit in a limited number of companies, sectors or cities. Before outreach, agree which companies and roles are relevant, which are off-limits (clients, partners, sister companies) and whether relocation or remote work is acceptable.
4. Agree the offer range before you meet anyone
Candidates who are not actively looking will ask about pay early. Agree the salary range, the contract type (employment contract or B2B), the bonus logic and the flexibility you have. A range that changes mid-process costs credibility with the people you most want to hire.
5. Name the decision makers and the selection steps
Write down who interviews, who decides and who can veto. Then fix the steps: how many interviews, whether there is a task or case, and how quickly feedback is given. A clear process is part of how a strong candidate judges your company.
- One person owns the decision.
- Each interviewer knows what they are assessing.
- Feedback goes back to candidates within an agreed number of days.
6. Prepare the story you will tell candidates
A specialist who is not looking needs a reason to talk. Prepare a short, honest description of the role: why it exists, what is hard about it, who they will work with and what they can build. Avoid generic employer-brand language; specific facts work better.
7. Decide who runs the search
With a clear brief, you can decide whether your team has the time and reach to run the search, or whether a partner should map the market and approach people directly. If the role is rare, senior or confidential, a direct search is often the most practical way to reach people who are not applying to ads.
Brief checklist
- Outcomes after six and twelve months written down.
- Must-haves limited and agreed.
- Target companies, exclusions and location rules agreed.
- Offer range and contract type confirmed.
- Decision maker, interviewers and steps fixed.
- Candidate story prepared.
- Search owner decided.
FAQ
What should a search brief include?
The outcomes expected after six and twelve months, three to five must-haves, target companies and exclusions, the offer range and contract type, the decision makers and the selection steps.
How many must-haves should a specialist role have?
Usually three to five. Each one should be a reason to reject a candidate. Everything else belongs on a separate nice-to-have list.
When should we agree the salary range?
Before the first conversation with a candidate. People who are not actively looking ask about pay early, and a range that changes mid-process costs credibility.
Do we need a search partner for every specialist role?
No. If the profile is common and candidates apply to your ads, your own team may be enough. A direct search makes sense when the profile is rare, the role is critical or the search is confidential.
Want a second view on your brief? See how we run executive search in Poland.
Preparing a specialist hire in Poland?
We can go through your brief together and agree whether a direct search is the right next step.
Book a 15-minute call with Marcin
Co-founder of TalentHolo. Together with Renata Chmiel, he is responsible for the brief, the search strategy, the assessment and the recommendations in every TalentHolo search.
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