IESF Member Country:
Poland
NAJ International has operated in Poland since 1991 and is the country’s longest-established domestic executive search consultancy. It specialises in confidential direct search assignments for middle and senior management in Polish and international organisations, complemented by assessment centre, market mapping, coaching and outplacement delivered from the combined perspectives of a headhunter, psychologist and coach.
Ewa Adamczyk
Managing Partner and CEO at NAJ International
Executive recruitment in Poland – what should you know before entering this market?
Poland is one of the largest and most mature executive markets in Central and Eastern Europe. Local leaders are increasingly taking on regional CEE roles, combining the standards of global organisations with speed of execution and knowledge of the local environment.
Demand centres on managers capable of leading M&A, digitalisation, ESG and operating model change. Recruiting senior managers in Poland is increasingly candidate-driven in specialist functions. Candidates expect clear autonomy, flexible working and the opportunity to influence beyond the local market.
Entering the Polish market requires the headquarters’ style to be aligned with the direct, results-oriented culture of Polish managers. Senior leadership recruitment in Poland increasingly takes the form of confidential executive search, particularly when board members are being replaced. Executive search in Poland should protect business continuity and the reputation of both sides in the process.
Polish executives are taking on regional roles
Experience gained in a fast-growing market prepares leaders for responsibility across CEE and EMEA. A company can build a regional competence centre in Poland, but it should define the scope of influence, budget and relationship with headquarters clearly.
Confidential processes protect business continuity
Confidential executive search is increasingly used for board and critical-function changes without disclosing the employer’s name at the first stage. It requires discreet market mapping, controlled communication and particular care for the candidate experience.
Autonomy strengthens the proposition
The strongest leaders expect a genuine mandate rather than a purely executional local role. Clear decision rights, regional influence and working flexibility can be as important as remuneration.
International
Executive Search
with local expertise
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