EORHiring in Poland
Hiring tech talent in Poland is an increasingly attractive move for international companies. But compliance, tax risks, and legal red tape can slow you down. That’s where an Employer of Record comes in.
This article breaks down the essential features your EOR partner must provide to support modern tech hiring, especially if you’re expanding or running remote-first tech & AI teams.
What Is an Employer of Record (EOR)?
An Employer of Record (EOR) is a third-party company that officially hires employees on your behalf in a specific country. You direct the work. They handle the admin.
This model works well for agile teams, fast-scaling startups, and businesses hiring remote specialists from top talent markets like Poland.
Legal and Compliance Benefits of EORs
Using an EOR in Poland isn’t just about convenience. It protects you legally, especially if you’re new to the market.
EORs handle:
- Full tax and social contribution filings
- GDPR compliance and secure data handling
- Employee classification
- Labor law alignment (contracts, terminations, benefits)
For growing tech teams, this means faster scaling with lower legal risk.
EOR vs Other Employment Models: Quick Comparison
Different hiring models come with different trade-offs.
A direct hire through your own entity gives you full control but takes time, legal help, and commitment. Setting up a legal entity in Poland can cost anywhere from $5,000 to over $50,000 in legal, registration, and compliance fees.
Freelance contracts are quick but risk misclassification if the person works like a full-time employee. Outsourcing can help scale, but comes with less visibility and flexibility.
EORs sit right in the middle, giving you control over the person and the work without the complexity of setting up shop locally.
If you’re hiring in Poland for the first time, using an Employer of Record is often the quickest and cleanest solution. It lets you bring people on legally without setting up a local company or dealing with Polish tax and employment systems.
An EOR also removes the need to run local payroll or hire HR staff. That alone can save between $2,000 and $50,000 per month. And even with typical EOR fees of 5–20% of salary, you’re still saving money and weeks of hiring time.
6 Key Features to Look For in a Polish EOR Partner
- Local Compliance Expertise
Polish labor law isn’t something you want to learn on the fly. A good EOR must have airtight legal expertise in Polish labor law, tax filing, benefits, and employee rights.
Your EOR should have:
- Polish-speaking legal and payroll teams
- Up-to-date contracts and documentation
- Built-in compliance with ZUS, income tax, sick leave, and termination rules
They should manage this quietly in the background and let you know when the rules change.
- Streamlined Onboarding & Payroll
When you’re hiring engineers, especially in AI or software, speed matters. A slow onboarding process or payroll delays can cost you top candidates.
You want a partner who can:
- Onboard new hires in under 10 business days
- Set up contracts and payroll in both PLN and your home currency
- Provide employee dashboards for time-off requests, payslips, and HR documents
- Handle all tax, benefit, and social contribution filings
A smooth, professional onboarding process makes a strong first impression, especially with remote employees. Choose an EOR who will not only make it seamless but also your new advantage.
- Tech-Savvy Support
Hiring AI and IT specialists comes with quirks. Many candidates want flexible contracts. Some are open to full-time, others insist on B2B setups. And most expect quick action—waiting two weeks for a contract just doesn’t cut it.
Your EOR should be able to support this reality.
Look for:
- Experience with B2B and freelance hiring
- Fast contract generation and onboarding workflows
- Familiarity with hybrid or remote-first team setups
- Access to existing contractor networks or AI talent pools
Some EORs specialize in general employment. Others understand tech. Choose the one that gets your hiring needs, especially if you’re hiring engineers, data scientists, or AI researchers.
- Transparent Pricing & Contracting
If the pricing model is confusing, that’s a red flag. You want to know what you’ll pay, when you’ll pay it, and what’s included without having to dig through fine print.
Common models include:
Make sure your EOR provides:
- A full cost breakdown (salary, taxes, EOR fee)
- Invoicing in your preferred currency
- No hidden fees for basic services (contract changes, benefits setup, etc.)
A good EOR is upfront. If the costs are buried in vague terms or bloated service packages, keep looking.
- GDPR & RODO Compliance
If you’re handling employee data (i.e., names, addresses, banking info, health records), you must comply with GDPR and Polish RODO requirements.
Your EOR must have secure systems and strict access policies in place.
That includes:
- Full GDPR compliance (data handling, opt-ins, record keeping)
- Encrypted document storage
- Role-based access and audit trails for all sensitive data
A good EOR doesn’t just protect your company; it also reassures your employees. Data protection is a big deal, especially with global teams.
- Scalability and Flexibility to Support Growth
Hiring one engineer in Warsaw is easy. Hiring ten across Kraków, Wrocław, and Gdańsk and giving them raises, promotions, or new roles is where you’ll see if your EOR is built to scale.
The right EOR should support:
- Fast onboarding for multiple hires at once
- Contract modifications (raises, promotions, term changes)
- Coverage across multiple Polish regions
- Help with team expansion or reorgs
- Multilingual support
Common Misconceptions About Using an EOR
Myth 1: “It’s only for big companies.”
Reality: Startups use EORs to scale into new markets before setting up legal entities.
Myth 2: “It’s just for full-time hires.”
Reality: EORs increasingly support B2B and hybrid contracting, especially in Poland’s tech sector.
Myth 3: “EORs are expensive.”
Reality: Compared to setting up your own entity, EORs can cut time-to-hire and admin costs by 70%.
How to Transition to an EOR Model
You don’t need to overhaul your team overnight. Start with one role, test it, and scale from there.
How to switch smoothly:
- Review your current hiring setup (who’s where, on what contract, etc.)
- Pick a legally sound, tech-aware EOR with Poland-specific experience
- Align with your finance/legal teams on invoicing, taxes, and data handling
- Test with one hire (e.g., an AI engineer or backend dev)
- If it works, roll out gradually across your remote team
Think of it as a low-risk way to grow into a new country.
Conclusion
The wrong EOR will slow you down, frustrate your hires, and create hidden legal risks.
The right one will disappear into the background while your team scales smoothly.
It’s worth getting this right the first time.
Look for local legal depth, speed, clarity on costs, and flexibility to grow. If you’re building out tech or AI teams in Poland, the right EOR partner can make scaling faster, safer, and simpler. Look for local legal expertise, clear pricing, speed, and the flexibility to grow.
Want to understand how EORs work and whether it’s the right move for you? Start here:
- Employer of Record in Poland: Simplifying International IT Contracting
- How to Hire AI Talent Globally Using an EOR
- What Is an EOR? Meaning, Purpose, and Key Benefits
- The Future of IT Hiring in Poland: EOR Trends for 2025
- Payroll and Tax Compliance in Poland: How an EOR Can Help
Ready to hire in Poland without opening a local entity? All IT Club can help. You focus on the work, and we handle the rest.
FAQs
- Why should tech companies use an EOR?
EORs let you hire talent in Poland fast, without opening a local office. It’s ideal for AI and remote-first teams.
- What are the costs associated with using an EOR in Poland?
Costs vary depending on the EOR’s pricing model, which may include flat fees or a percentage of payroll, along with potential additional charges for specific services.
- Is EOR cheaper than setting up a company?
In most cases, yes. You avoid incorporation, legal fees, and ongoing local accounting.
- Can an EOR handle benefits administration?
Yes, a comprehensive EOR manages statutory benefits and may offer additional benefits administration services as per company requirements.
- Is an EOR the same as a payroll provider?
No. EORs take on full legal employer status. Payroll firms don’t.
- How quickly can an EOR onboard new employees in Poland?
Onboarding timelines vary, but a proficient EOR can typically onboard employees within a few days to a couple of weeks, depending on documentation and compliance requirements.
- Is All IT Club an EOR provider?
Yes, and we specialize in tech and AI hiring in Poland. Reach out for a consultation.
