Build your development center in Poland from the ground up, with a partner who has done exactly that — 100 engineers, fully operational, within one year. We handle recruitment, team scaling, infrastructure advisory, and HR operations. You get a hub; we carry the build.
From the founding engineers to full teams — sourced, screened, and matched with the same rigor as our staffing work: technical depth, communication style, team fit.
Hiring waves planned against your roadmap — team composition, seniority mix, and lead roles designed before the headcount grows, not after it hurts.
Office, equipment, tooling, and vendor landscape in Poland — advisory grounded in having stood up a real hub, not a slide about one.
Contracts, payroll, benefits, evaluations, and retention practices — structured development paths that keep engineers past year one.
100 IT specialists in one year
A 100-person IT center built in Poland for a global retail group — recruitment, scaling, and operations delivered end to end, from the first founding hires to a fully staffed hub.
One of Europe's largest engineering talent pools — and our 10,000+ candidate base is 70% senior-level, with sector experience in banking, automotive, and e-commerce.
EU and NATO member state — a secure jurisdiction for long-term investment, with European service quality your board won't need convincing about.
English as standard, German-speaking developers available — CET working hours aligned with your European teams and clients.
Meaningfully lower total cost than Western Europe — without the quality and communication trade-offs of distant offshore locations.
Many hubs start as augmented teams. The try-&-hire path lets you convert proven contractors into founding hub employees — the lowest-risk way to begin.
Exit at any phase boundary — Foundation, Scale, or Full hub. The commitment matches the phase, not the dream headcount.
The first 5–10 hires run under our standard commitments: first CVs in 48h, max 5 profiles per role, 90-day replacement.
A single person accountable end to end — from the first brief to the operating hub.
Tell us the scale you're aiming for and the roadmap it serves. We'll bring the plan — including the honest parts about what it takes.
Get a Hub Build PlanMeaningfully less than Western Europe at equal seniority — but the honest answer is built, not quoted: stack, seniority mix and hiring pace drive it. We model the number with you in the first planning session, including the costs agencies usually leave out — attrition risk, lead-time, and the price of hiring the wrong founding engineers.
Founding hires start in weeks, not quarters — first CVs in 48 hours applies here too. Foundation (5–10 people) typically stands within the first months; our reference build reached a fully operational 100-person hub within one year.
Both paths work. Many clients start employer-of-record-style through our structures and incorporate once the hub proves itself — we advise on the switch point, and the team transfers with the entity.
Yes — it is the lowest-risk start. Try-&-hire converts proven contractors into founding hub employees, so the culture arrives pre-tested. Many hubs begin exactly this way.
Put a slot in a calendar, or send the brief and we will come back to you. Either way you are talking to a partner, not a queue.
Thirty minutes, no deck. Whoever's calendar suits you — they take the call themselves.
Roles, platform, headcount, timeline. A link to a brief is even better.