In the 1980s, Poland smuggled computer parts through the Iron Curtain to build early PCs. Forty years later, it’s producing some of the best software engineers in Europe.
Meanwhile in Sweden, tech demand keeps climbing, but local supply can’t keep up. Companies are looking east for help, and Poland is answering with scale, skill, and surprising cultural compatibility.
I had a pleasure to visit Stockholm once again, this time for AWS Summit Stockholm (as an attendee) as well as Doing Business in Poland seminar organized by Swedish-Polish Chamber of Commerce (as a panelist on one of discussions “Key Success Factors for Doing Business in Poland”).
I shared some of my experiences from IT recruitment and IT staffing space.
And, what’s probably the most interesting to you, I explained how we at Relout help Scandinavian companies bridge the competency gaps.
Here are my 7 observations & tips you should be aware of when hiring IT specialists from Poland.
1. Polish Engineers Are Among the Best (In Europe, and potentially in the World)
Polish developers consistently rank at the top in global coding assessments like HackerRank. They’re strong in Java, Python, and algorithm-heavy problem-solving.
They’ve contributed to major tech milestones — from Ivona (now Alexa) to projects at OpenAI — and built global companies like Allegro, LiveChat, Booksy, or CD Projekt Red.
Additionally, Poland’s banking industry is leading with innovative solutions (like BLIK) with 30+ commercial banks operating in Poland as of today. Quality is simply the standard.
2. Deep Talent Pool, and It’s Growing
Poland has ~600,000 IT professionals; that’s double or triple Sweden’s numbers. And with around 60,000 new computer science students each year, there’s a steady flow of fresh talent.
This scale makes Poland ideal for fast-growing companies needing to build or expand tech teams without compromising on quality.
3. Fluent English Communication Is Natural and considered Standard
Fluent English in IT in Poland is considered pretty much mandatory.
Most engineers have worked with international teams. Many have experience at global firms like Google, Microsoft, and Amazon, which run large R&D centers in cities like Warsaw and Kraków – for a reason.
4. A Rare Market Opportunity
Right now, Poland’s IT market favors employers. After a slowdown in global tech hiring, availability of top engineers has jumped. Now, there’s about 5x more talent on the market, according to our internal data at Relout.
Rates are down ~20% compared to last 2023. If you’ve been waiting to outsource or scale, this is an unusually good time.
5. Strong Cultural Fit with Swedish Teams
IMHO, Swedish and Polish work cultures align surprisingly well. While Polish companies can be more hierarchical, engineers adapt quickly to Scandinavian values like flat structure, autonomy, and transparency.
Introduce your ways of working — remote-first, open communication, team trust — and you’ll likely find the team responds positively. That cultural compatibility helps with long-term retention too.
6. Hiring Smart in Poland
To attract the right talent, your hiring approach needs to match the market. Key tips:
- Be transparent. Salary ranges and expectations should be clear upfront.
- Use multiple channels. LinkedIn works, but niche platforms (e.g., Facebook groups) can surface hidden gems.
- Highlight your mission. Engineers care about impact, values, and purpose — not just compensation.
7. Retention Is About Growth, Not Perks
Keeping top talent means more than good pay. Polish engineers value:
- Flexible work setups. Remote and hybrid options are expected.
- Trust and ownership. Let them drive ideas and make decisions.
- Real connections. In-person workshops, meetups, and customer-facing time help build loyalty and motivation.
Solid Price/Value Ratio
Poland offers a rare mix of high-caliber talent, strong cultural fit, and great value. If you’re a Swedish company looking to scale smart, this is the right time and place.
At Relout, we help you hire, onboard, and manage top Polish tech talent. Let’s build your team.
Sweden to Poland outsourcing: FAQ
Is Poland a good country for outsourcing IT?
Yes. Poland offers a large, highly skilled talent pool, strong English proficiency, competitive rates, and cultural alignment with Nordic countries.
How much does it cost to hire a developer in Poland?
Rates vary by role and experience, but are generally 20–50% lower than in Sweden. As of 2024, rates have dropped ~20% due to market shifts.
Is Poland in the same time zone as Sweden?
Yes. Poland and Sweden are in the same time zone (CET/CEST), making real-time collaboration smooth and hassle-free.
How fast can you find DevOps engineers for us?
Our unique recruitment process developed over the years allows us to effectively recruit employees from 2 weeks to 1 month, while on average it takes up to 4 months.
Can we hire Polish engineers to work fully remotely?
Absolutely. Remote work is standard in Poland’s IT sector. Most engineers are set up for remote collaboration with international teams.
How do you make sure the candidates are a good cultural fit?
We screen not just for tech skills, but also communication style, ownership mindset, and adaptability to flat, Scandinavian-style structures. Thanks to that, the employee turnover rate is less than 5%.
Do your candidates speak English well enough for daily communication?
Yes. English is a must-have in Polish IT. Most candidates have prior experience working with global or Nordic teams.
What contract models can you support?
We will choose the contract model that best fulfills your needs.
How do you handle onboarding?
We assist with smooth onboarding — from documentation to integration with your tools and team workflows. We also stay in touch post-placement.
Can we visit the candidates or invite them to Sweden?
Yes. Most Polish engineers can travel freely within the EU, including to Sweden. Twice a year, we organize a trip for our employees to your company’s headquarters, so that you can work together on site, get to know each other better, and spend some time together at and outside of work.
