In this article
How in-house recruitment, a recruitment agency and executive search differ in Poland, when each one fits, which questions to ask a search partner and how TalentHolo works.
Companies hiring in Poland usually choose between three routes: running the process in-house, working with a recruitment agency that sources from applicants and databases, or commissioning an executive search, where a partner maps the market and approaches people directly. Each has its place. This guide explains the differences and when a search partner makes sense.
Reading time: about 4 min
Contents
In short
- Companies in Poland can hire in-house, through a recruitment agency or through executive search.
- An agency usually works from applicants and databases and is paid on hire.
- Executive search maps the market and approaches people who are not applying.
- A search partner makes sense for rare, critical or confidential roles.
Recruitment agency or executive search: the main difference
The terms overlap in practice, but the working model differs.
- Recruitment agency (contingency). The agency advertises, searches its database and sends CVs. It is usually paid only when a candidate is hired. Several agencies may work on the same role.
- Executive search (retained or exclusive). One partner takes the brief, maps the market, approaches people who are not applying and assesses them in depth. The fee structure and its stages are agreed upfront.
- In-house recruitment. Your own team posts ads and sources candidates, often supported by LinkedIn and job boards.
When in-house recruitment is enough
- The profile is common and candidates actively apply.
- Your team has time and an established employer brand in Poland.
- The hire is not confidential and the market response to ads is good.
When an agency fits
- You need several similar roles filled and the profiles are well known in the market.
- Speed of CV flow matters more than depth of assessment.
- You are comfortable comparing candidates from different sources yourself.
When to use a search partner
A direct search is worth considering when one or more of these is true:
- The profile is rare. Few people in Poland have the combination of experience you need, and most of them are not looking.
- The role is critical. The hire will lead a team or function, or own a key client or product.
- The search must be confidential. For example, a replacement that cannot be advertised.
- You need a view of the market. Who the realistic candidates are, what they earn and why they would move.
- Your team lacks capacity. Mapping a market and approaching people one by one takes time that hiring managers rarely have.
Questions to ask a search partner in Poland
- Who is responsible for the brief, the strategy and the recommendations, and who does the research and outreach?
- How will you approach people who are not looking, and how do you present our company to them?
- How do you assess candidates against the brief, and what will we receive with each recommendation?
- What happens if the hired person leaves early? Is there a guarantee, and how is it defined in the contract?
- How are fees structured and at which stages are they due?
- Which companies or contacts are off-limits for you?
How TalentHolo works
We run direct searches for specialist and leadership roles, in Poland and in other markets where our clients hire. The founders, Marcin Cieszyński and Renata Chmiel, are responsible for the brief, the contract, the search strategy, the direction of research and sourcing, the choice of candidates, the assessment and the recommendations. Our team supports part of the research, outreach and first screening. Read more about our executive search in Poland.
FAQ
What is the difference between a recruitment agency and executive search?
A recruitment agency usually advertises, searches its database and sends CVs, and is paid when a candidate is hired. Executive search means one partner maps the market, approaches people directly and assesses them in depth, with fees and stages agreed upfront.
Is executive search only for executive roles?
No. The same method works for specialist roles where the right people are rare and not actively looking.
When is in-house recruitment enough?
When the profile is common, candidates apply to your ads, your team has time and the hire is not confidential.
What should I ask a search partner before signing?
Who is responsible for each part of the work, how they approach people who are not looking, how they assess candidates, how a guarantee is defined in the contract, how fees are structured and which companies are off-limits.
Choosing how to fill a difficult role in Poland?
We can talk through the role and agree whether a direct search is the right route.
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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