The Polish IT market is packed with highly skilled developers, engineers, and AI specialists, but traditional recruitment often means long hiring cycles, expensive agency fees, or the risk of onboarding the wrong fit. That’s why more international companies are turning to try and hire as their preferred IT contracting solution.

In this article, we break down everything you need to know about try and hire in Poland: how the process works, its benefits, best practices, and important considerations.

What is Try and Hire?

How Try and Hire Works

Try-and-hire is a hybrid IT contracting model that allows employers to “test” a candidate during a fixed-term contract (usually three to six months) before making a final hiring decision. 

During this period, the candidate works on live projects as a regular team member, while both the company and the specialist evaluate the fit. At the end of the contract, the company can seamlessly transition the contractor to a permanent employee or opt for an alternative solution.

A wrong hire can cost a business significantly, often ranging from 30% to 50% of the employee’s first-year earnings. This includes not just the direct costs of recruitment and salary, but also the indirect costs of lost productivity, decreased team morale, and potential damage to client relationships and company reputation. 

Try & hire is also often a good way to experiment with hiring in new countries or regions before investing in a full office or entity. It’s a strategic entry ramp for expansion.

Why It’s Popular in Poland

Try & hire method is especially popular in Poland’s IT sector, where demand for talent is high, and cultural fit matters just as much as technical expertise. 

Companies appreciate being able to evaluate a candidate’s technical skills, communication style, and ability to work in a multicultural team, without being locked into a long-term contract from day one.

But this model benefits not only employers. 

For candidates, try & hire in Poland offers transparency and a fair chance to prove themselves in a real-world environment. Many Polish IT professionals appreciate being able to get to know the team, understand project expectations, and see how their skills are getting utilized before signing a long-term agreement.

Want to know more about what makes Poland such a popular choice for outsourcing IT specialists? Read our article about how the Polish market dominated the tech scene.

Try & hire also offers a smoother entry point for foreign employers unfamiliar with Polish hiring laws, contract structures, or workplace culture. 

Poland is the #1 CEE destination for temp-to-perm and try and hire contracts, outpacing Hungary and the Czech Republic for both talent pool depth and conversion rates (Motife). 

By partnering with an Employer of Record (EOR) or a local IT recruitment agency, companies can ensure that contracts are compliant, payroll and taxes are handled accurately, and the trial period terms are clearly set, protecting both parties from misunderstandings or legal risk. Poland has an established network of EOR specialists and IT staffing partners, such as All IT Club, making it easy for international employers to get started.

Try & Hire vs. Direct Hire vs. Outsourcing: Which Model Works Best?

When building IT teams in Poland, global employers generally choose between three models: direct hire, full outsourcing, or try & hire. Each option has distinct advantages and limitations.

Direct hire involves recruiting an employee on a standard employment (UoP) or B2B contract right away. This approach offers the greatest long-term stability and full control, but it comes with higher risk, especially if the new hire turns out to be a poor fit. The process is often slower, requires navigating local compliance, and exposes you to significant costs if the hire doesn’t work out.

Outsourcing typically means contracting a third-party provider (such as a software house) to deliver an entire IT project or ongoing service. It’s a fast way to scale, with little admin on your side, but you lose some control over the day-to-day team and may not always get the same level of commitment as you would from an in-house hire.

Try & hire bridges the gap between these two. You get the flexibility and speed of outsourcing with the opportunity to directly evaluate the specialist’s fit for your company. If the trial period goes well, you can convert the contractor into a long-term team member. If not, you simply end the contract with minimal risk. This model makes compliance straightforward, especially when using an Employer of Record (EOR) or a trusted IT contracting agency.

Model	Control	Flexibility	Risk	Best For
Direct Hire	High	Low	High	Long-term roles, stable projects
Outsourcing	Low	High	Low	Short-term, non-core, or urgent work
Try & Hire	High	High	Low	Testing skills & fit before hiring

Interested in hiring in Poland? Read our guide on How to Hire Polish Talent as a Foreign Company.

The Try and Hire Process: Step-by-Step

1. Needs Assessment
   Define the required skills, experience, and team fit for the IT role.
   
2. Sourcing Candidates
   Search through niche job boards, specialized recruiter networks like All IT Club, or direct outreach to passive candidates.
   
3. Technical Screening & Interviews
   Evaluate candidates for both technical expertise and cultural fit through interviews, coding tasks, or assessments.
   
4. Fixed-Term Agreement
   Select the best candidate and sign a short-term (usually 3–6 months) contract with clear expectations and potential for permanent hire.
   
5. Onboarding
   Integrate the contractor as you would a permanent team member—provide access, tools, and clear project context.
   
6. Trial Period & Regular Feedback
   During the contract, conduct regular check-ins and performance reviews to monitor progress and address any concerns.
   
7. Decision Point: Hire Full-Time or Part Ways
   At the end of the trial, decide whether to offer a permanent contract. If not, end the collaboration with minimal risk and admin.

Is Try & Hire for You?

Best Practices for IT Contracting with Try and Hire

• Be Transparent: Set clear goals, project scope, and criteria for permanent hire from the outset.
  
• Invest in Onboarding: Treat your try & hire specialist as a real team member. Invite them to integrations, share your company culture, and provide tasks that allow them to feel like a part of something bigger.
  
• Monitor Performance and Fit: Use objective KPIs, feedback from the team, and regular check-ins to ensure expectations are being met on both sides.
  
• Stay Compliant: Use experienced local partners to handle contracts, payroll, and tax issues, especially if you don’t have a Polish entity.
  
• Move Quickly: Top IT talent in Poland doesn’t stay available for long. Keep your processes efficient and your communication clear.

Conclusion

Try & hire is a practical, low-risk way to access top Polish IT talent. It helps ensure both technical and cultural fit before making a long-term decision and avoid costly hiring mistakes. It’s a model designed to give companies speedy outcomes, legal and financial flexibility, and, most importantly, peace of mind.

Want to get started? Contact All IT Club to explore try & hire, EOR, and IT contracting solutions tailored to your company’s needs.

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FAQ

1. What roles are best for try & hire in Poland?
   IT, software development, DevOps, data engineering, and QA are especially well-suited to try & hire.
2. How long does a try and hire period usually last?
   Most trial contracts are 3–6 months, though some can be shorter for urgent projects.
3. Can I use try & hire if my company has no Polish legal entity?
   Yes, by partnering with an Employer of Record (EOR) or IT contracting agency.
4. How does try & hire compare to direct outsourcing?
   You get more direct oversight, the chance to test cultural fit, and the ability to secure top performers for your core team.
5. What happens if I don’t want to hire the contractor at the end?
   Either party can end the arrangement with little notice or risk, making it a low-commitment solution.