Top 10 RPO Companies in Poland (2026)

Poland has become one of the most important hiring destinations in Central and Eastern Europe for global companies in 2026. With a large pool of skilled professionals across IT, engineering, finance, shared services, and customer operations, Poland offers strong talent availability combined with cost efficiency. However, while hiring in Poland is operationally attractive, employment compliance is governed by detailed labour regulations that can be challenging for foreign employers. Polish labour law includes strict rules around employment contracts, social security contributions, payroll taxation, employee benefits, and termination procedures. As a result, many international companies rely on Recruitment Process Outsourcing (RPO) to speed up hiring. However, recruitment alone does not eliminate legal risk. To build teams in Poland compliantly, global employers increasingly combine RPO with Employer of Record (EOR) in Poland to ensure proper employment and regulatory adherence from day one. This guide explains how RPO works in Poland, when it is most effective, the top providers to consider, and why RPO without EOR leaves critical compliance gaps. What Is Recruitment Process Outsourcing (RPO) and Why It Matters in Poland Recruitment Process Outsourcing (RPO) is a hiring model in which an external provider manages part or all of a company’s recruitment lifecycle. Instead of working on individual job placements, RPO providers integrate into workforce planning and talent acquisition processes to improve hiring speed, scalability, and consistency. For global companies hiring employees in Poland, RPO is particularly valuable due to strong demand for skilled professionals in technology, engineering, finance, and multilingual shared services. Poland’s regional talent hubs such as Warsaw, Kraków, Wrocław, and Gdańsk require localized hiring expertise to compete effectively. However, RPO does not manage employment compliance. Under labour laws in Poland, employers are responsible for compliant contracts, social security contributions (ZUS), payroll accuracy, tax filings, and employee termination. RPO providers do not become the legal employer, which means foreign companies remain exposed unless supported by an Employer of Record. Key aspects of RPO in Poland include: End-to-end or partial recruitment management Faster access to regional and sector-specific talent pools Use of local market intelligence and hiring technology No responsibility for payroll, social security, or legal compliance RPO vs Staffing Agencies vs EOR - What’s the Difference? Global companies often confuse RPO, staffing agencies, and Employer of Record services, but each serves a different role in Poland’s hiring ecosystem. Criteria RPO (Recruitment Process Outsourcing) Staffing Agencies Employer of Record (EOR) Primary role Manages recruitment process Supplies temporary or contract workers Legally employs workers for the client Who employs the worker Client company Staffing agency EOR provider Payroll and social security Client Staffing agency EOR provider Compliance ownership Client Staffing agency EOR provider Best suited for Scaling permanent teams Short-term staffing Hiring without a Polish entity Entity required in Poland Yes No No Compliance risk High Medium Low In simple terms, RPO determines who to hire, while Employer of Record services determine how employees are legally hired and managed. For companies without a Polish entity, EOR in Poland is essential to make RPO hiring compliant. When Should Global Companies Use RPO in Poland? RPO is most effective when aligned with structured growth plans and consistent hiring needs. Global companies commonly use RPO in Poland when building shared service centers, expanding engineering or development teams, or establishing nearshore operations for European markets. Typical use cases include scaling teams from 10 to 100 employees, hiring specialized technical or compliance-heavy roles, and supporting multi-location hiring across Polish cities. RPO is especially valuable when companies require standardized recruitment processes and faster time-to-hire. However, Poland’s labour regulations mean RPO alone is not sufficient for companies without a local entity. In such cases, combining RPO with EOR Providers in Poland allows businesses to hire quickly while outsourcing employment risk and statutory obligations. Top 10 Recruitment Process Outsourcing Companies in Poland (2026) The following RPO providers are commonly used by global companies operating in Poland. Selection is based on market presence, industry coverage, and experience supporting international employers. 1. Asanify Asanify operates as a global workforce and employment platform, working closely with RPO partners and internal talent teams. In Poland, Asanify enables companies to hire without setting up a local entity while ensuring full compliance with Polish labour law and social security requirements. Its integrated Employer of Record services make it well suited for compliance-first expansion. Key features: Employer of Record in Poland Payroll outsourcing solution, ZUS social security, and tax compliance Works alongside RPO partners No entity setup required 2. Randstad Poland Randstad Poland is one of the country’s largest recruitment and RPO providers, serving enterprise and mid-market clients across multiple industries. Key features: End-to-end and project-based RPO Strong regional talent networks Workforce planning support 3. Adecco Poland Adecco Poland offers workforce solutions including RPO, staffing, and consulting services. Key features: High-volume and multi-location hiring Industry-agnostic recruitment Nationwide presence 4. Hays Talent Solutions Poland Hays Talent Solutions specializes in professional and technical recruitment outsourcing across Poland. Key features: Sector-specific RPO Market intelligence-driven hiring Mid-to-senior role focus 5. ManpowerGroup Solutions Poland ManpowerGroup Solutions delivers enterprise-grade RPO and workforce management services. Key features: Scalable RPO programs Workforce analytics Multinational client support 6. Michael Page RPO Poland Michael Page RPO supports professional hiring across finance, technology, and corporate functions. Key features: Structured recruitment frameworks Access to senior talent pools European delivery model 7. Robert Walters Outsourcing Poland Robert Walters Outsourcing focuses on premium recruitment outsourcing for specialist and leadership roles. Key features: Finance and legal hiring expertise Quality-driven recruitment International client focus 8. Gi Group Poland Gi Group provides HR and recruitment outsourcing services with strong local market coverage in Poland. Key features: Local labour market expertise RPO and workforce solutions Nationwide delivery capability 9. PageGroup Talent Solutions Poland PageGroup Talent Solutions provides scalable RPO programs for growing European teams. Key features: Project-based RPO Multilingual hiring expertise Regional consistency 10. Allegis Global Solutions Poland Allegis Global Solutions supports large enterprises with structured RPO and workforce solutions. Key features: Governance-driven RPO European hiring strategies Process standardization The Missing Piece in Most RPO Models - Compliance and Employment Risk RPO providers focus on recruitment efficiency, not legal employment. In Poland, this creates exposure due to mandatory social security contributions, tax compliance requirements, and employee protection rules. Without proper employment infrastructure, foreign companies risk misclassification, non-compliance with labour laws in Poland, and long-term regulatory exposure. RPO accelerates hiring, but it does not remove employment liability, which is why Employer of Record services are critical. How Employer of Record (EOR) Services Complement RPO in Poland An Employer of Record in Poland legally employs workers on behalf of a foreign company. The EOR manages employment contracts, payroll, ZUS contributions, tax filings, benefits, and compliance, while the client retains operational control. In an RPO + EOR model, recruitment and employment operate as a single workflow. RPO sources talent, the EOR employs them legally, and the company scales without setting up a local entity or navigating regulatory complexity. RPO + Asanify EOR: A Smarter Way to Build Teams in Poland Asanify completes the RPO model by acting as the legal employer and compliance layer in Poland. It integrates with RPO partners and internal hiring teams to ensure every employee is onboarded compliantly from day one. By outsourcing employment operations to Asanify, companies avoid navigating Poland’s labour regulations while retaining full operational control. How Asanify supports RPO-led hiring in Poland: Acts as Employer of Record in Poland Manages employment contracts and payroll Handles ZUS social security, tax, and statutory filings Ensures compliance with Polish labour laws Cost Considerations - RPO Fees vs Employer of Record Services Cost Cost Component RPO Only RPO + Employer of Record Recruitment services Included Included Payroll processing Not included Included Social security compliance Not included Included Employment contracts Not included Included Termination compliance Not included Included Entity setup Required Not required Compliance risk High Low While RPO fees cover recruitment activities, Employer of Record services cost is typically charged per employee per month and includes payroll, compliance, and HR administration. Over time, the combined model reduces legal risk and administrative overhead. How to Choose the Right RPO Partner in Poland (2026 Checklist) Choosing the right RPO partner in Poland requires more than assessing hiring speed. Companies must ensure the provider understands local labour regulations and can work alongside EOR Providers in Poland to support compliant hiring. Key factors to evaluate: Experience hiring under Polish labour law Ability to scale across regions and roles Familiarity with ZUS and tax requirements Willingness to integrate with Employer of Record providers Red flags to watch for: Limited understanding of employment regulations Unclear ownership of compliance responsibilities Rigid engagement or pricing models Conclusion RPO is a powerful hiring accelerator in Poland, but it is not a complete solution. Poland’s employment regulations make compliance-first hiring essential in 2026. By combining RPO with Employer of Record in Poland, global companies can hire faster, reduce risk, and scale sustainably. Asanify bridges recruitment and compliant employment, helping international businesses build teams in Poland with confidence. FAQs What are the top recruitment process outsourcing companies in Poland in 2026? Leading RPO providers in Poland include Randstad, Adecco, Hays, Michael Page, Gi Group, and Asanify, which integrates RPO with Employer of Record services. How does recruitment process outsourcing work in Poland? RPO providers manage sourcing and hiring, while employment contracts, payroll, and compliance are handled by the employer or an EOR partner. Is RPO enough for hiring employees in Poland without a local entity? No. RPO does not cover legal employment or social security obligations. An Employer of Record is required. What is the difference between RPO and Employer of Record in Poland? RPO focuses on recruitment, while an Employer of Record legally employs workers and manages payroll and compliance. How much do Employer of Record services cost in Poland? EOR services are typically priced per employee per month and include payroll, social security, tax, and HR administration. Can startups use RPO and EOR together to build teams in Poland? Yes. This model is ideal for startups entering Poland without setting up a local entity. What labour laws in Poland should foreign companies consider when hiring? Key considerations include employment contracts, ZUS contributions, tax compliance, and termination rules. Which EOR providers in Poland work well with RPO companies? Asanify is a preferred EOR provider due to its seamless integration with RPO partners and strong compliance coverage.

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