The biggest challenge for Ukrainian employers in Poland is not to convince the candidates to join, but find them. All my interlocutors point out that they are primarily looking for highly qualified specialists, not juniors. – It is complex, demanding position where not only technical skills count, but also mindset and responsibility for the product – says Dmytro Burkovskyi, Talent Acquisition Team Leader at Newxel.
The basic problem is reaching such candidates. – In Ukraine, we have a huge community of developers – groups and industry forums, events. In Poland, we lack such a network of contacts, but it may be a matter of time – says Vadym Shyshchuk, Operations Manager at Synergetica.
– I also noticed that on the Polish market few people have current profiles on LinkedIn or Github. For us, these are important sources of information about their professional experience – he adds.
There are also procedural issues. – In Poland, candidates more often have several offers on the table at the same time, they are more selective and less responsive to messages than recruiters – notes Bianka Jaworska, Lead It Recruiter Alcor. – The standard monthly notice period also means that the entire employment process must be planned well in advance – he adds.
Two work philosophers
– Polish engineers expect conditions as in large corporations – clearly defined roles, a transparent structure or a clarified scope of duties. Meanwhile, we are often looking for people who will find themselves in a dynamic, product environment where not everything can be planned in advance – explains Vadym Shyshchuk.
According to Iry Veles, Head of Marketing at Laba Group Poland, it is not a matter of nationality. It is a matter of work culture that is inherited. – The way Ukrainian economics has developed since the 1990s shaped the work style there – he explains.
Both Ira Veles and Vadym Shyshchuk emphasize that the full -scale war in Ukraine has an impact on the style of work of Ukrainian team members. – I check the news every morning if there is bad news, e.g. from Kiev or Zaporozhye. I always ask my team whether the night was calm or they need some time. Alarm sirens can stop working at any time – says Ira Veles. Such conditions make flexibility and work in intervals easier for them.
This is a difference in the approach to stability and flexibility. Ukrainian specialists, accustomed to rapidly changing conditions, easily adapt to new projects and duties, while Polish candidates value predictability.
Dmytro Burkovskyi confirms: – Polish candidates ask more detailed questions about the company's stability, types of contracts, long -term perspectives. This shows a mature, thoughtful approach to the choice of employer.
Vadym Shyshchuk agrees with this perspective, although he admits that in design work this approach can be a challenge.
Communication: directness versus structure
Ukrainian companies appreciate Polish specialists for punctuality and customer orientation. – Polish candidates do well in conversations with clients, are reliable and stick to the arrangements – emphasizes Iryna Machkur, Head of Capacity and Talent Acquisition Office in Eleks. Dmytro Burkovskyi adds that almost everyone speaks English well, and communication is clear and orderly.
The differences begin with the way of organizing work: Polish engineers prefer a more formal structure, focus on roles and documentation, while Ukrainians are more informal and better find themselves in a dynamic, variable environment.
These differences can be seen even at the rate of feeding feedback – our Ukrainian team reacts immediately to changes in projects. Polish colleagues have a more analytical approach. They will listen, think, and feedback from them can sometimes come after one or two days. It is neither good nor bad – simply a different style of work that you need to keep in mind in such teams – explains Vadym Shyshchuk.
Agile team management
Ukrainian companies are learning to adapt. – We have created mixed bands in which everyone feels comfortable. We focus on people who have experience with both Poles and Ukrainians, able to help in establishing mutual understanding in multilingual communication – says Vadym Shyshchuk. – Explanation by managers of the context of the decision also helps to broaden understanding in the teams – he adds.
Companies are increasingly introducing elements of cultural onboarding. They bring employees closer to the culture and customs of colleagues from other countries as part of internal communication. – Such a detailed introduction process helps everyone – regardless of origin – find themselves in the company faster – comments Olena Motorina, HR specialist in APRIORIT.
– I would not say that these are serious cultural challenges, but you can see that Polish professionals clearly value clarity and structure. If something seems unclear, they can withdraw instead of solving misunderstandings – sums up Dmytro Burkovskyi.
– I am honestly inspired by the Polish market – it is mature, competitive and full of conscious, talented people – he adds.
