So you’ve found a great IT candidate in Poland’s red-hot tech market, and now comes the tricky part: negotiating their salary. With unemployment at record lows and tech talent in high demand, candidates have a lot of leverage. But that doesn’t mean you have to cave to their demands or risk losing them. If you go in with a smart strategy, you can land top talent at a fair price.
With the right mindset, you can thrive in Poland’s competitive IT job market. The salary negotiation is challenging, but also an opportunity to start building a great working relationship.
Research the Average IT Salaries in Poland
If you want to attract top IT talent in Poland’s competitive job market, you need to know the average salary ranges and be prepared to negotiate. Do your research to determine the typical pay for roles you’re hiring for. Check sites like Glassdoor, PayScale, and SalaryExpert which provide data on salaries in major Polish cities like Warsaw, Krakow, Wroclaw, and Gdansk.
With the unemployment rate under 3% for IT roles in Poland, keeping positions open for too long can hurt your business. The investment in top tech talent will pay off through increased productivity, innovation, and customer satisfaction.
Understand the Candidate’s Expectations and Experience
When interviewing IT candidates in Poland’s competitive job market, it’s important to understand their salary expectations and level of experience. Ask open-ended questions to get a sense of their current or most recent salary, as well as the minimum they need to make a job change worthwhile.
Compare their expectations to the typical salary range for that position. If they seem reasonable, that’s a good sign the candidate has a realistic view of the market. If expectations are too high, you’ll need to address this delicately. Explain the typical range and company policy, emphasizing the benefits beyond just pay.
Of course, the specific technologies and responsibilities also matter. Expertise in high-demand areas like data science, cloud computing, or cybersecurity could significantly impact salary range. Candidates taking on more responsibility may reasonably expect more compensation.
When making an offer, provide details on compensation including benefits, bonuses, paid time off allowances and other perks beyond just the base salary. Be open to counteroffers and willing to negotiate within reason. With the right approach, you can find a solution that satisfies both parties. After all, hiring and training new employees is time-consuming and expensive, so keeping a desirable candidate is worth the investment.
Be Prepared to Negotiate to Reach a Mutually Beneficial Salary
When negotiating salaries with IT candidates in Poland’s competitive job market, preparation and flexibility are key. Do your research ahead of time to determine reasonable salary ranges for the role based on the candidate’s experience and skills. However, also keep an open mind—the candidate may have higher expectations or desires that you’ll need to consider to reach an agreement.
Know the Going Rates
Check recent salary surveys and reports to find the typical pay scale for the position. For example, according to Glassdoor, the average base pay for a Software Engineer in Poland is between 168,000 to 360,000 PLN per year. Consider the specific responsibilities of the role and the candidate’s relevant credentials and work history to narrow down an appropriate range. Make sure your initial offer is in the typical range to be taken seriously.
Discuss Expectations Upfront
Have an open conversation about salary requirements and expectations early on in the interview process. Explain the salary range and ask the candidate what they are looking to make to minimize the chance of a mismatch down the road. Be willing to negotiate if their desired salary is reasonable and within your budget.
Consider Other Factors
Salary is important but not the only motivator for many candidates. Discuss other aspects of the compensation and benefits package, like healthcare, retirement plans, paid time off, and workplace perks. Some candidates may be willing to accept a lower base salary if the overall package is competitive. Also highlight opportunities for career growth to show there are possibilities for higher pay in the future based on performance and experience.
Stay Flexible
While you want to get the best deal possible, avoid taking a hardline approach. Remain open to a salary that is fair for both sides. If needed, you can include bonuses and pay increases over time to bridge the gap between your initial offer and the candidate’s ideal number. The goal should be to reach an agreement that leaves both parties feeling satisfied with the outcome. With the right candidate, a little flexibility and compromise can go a long way.
Focus on the Overall Compensation Package, Not Just Base Salary
When negotiating salaries with IT candidates in Poland’s competitive market, focus on the overall compensation package, not just the base pay. Candidates today want to know what else is included beyond salary alone. Highlight additional benefits and perks to demonstrate the full value of your offer.
Bonuses and commissions
- Explain any bonus structures or commission programs. For sales or business development roles, commissions and bonuses can significantly impact total compensation. Be transparent about how these incentives work.
Insurance and retirement plans
- Discuss health insurance, dental, vision, life insurance, and retirement/pension plans. These types of benefits are very attractive, especially for candidates with families. Emphasize options for dependents and any company contributions or matching.
Flex time and paid time off
- Talk about options for remote work, flexible schedules, and generous PTO or vacation policies. For IT professionals, work-life balance and flexibility are highly valued. The ability to work remotely even part-time can be a strong incentive.
Professional development
- Highlight opportunities for career growth like mentorship programs, access to online courses, conference attendance, certifications, and further education. Ongoing learning and skills development are important to most IT candidates.
Relocation assistance
- If candidates will be relocating for the position, discuss any relocation assistance you provide, including a relocation package to help offset moving costs. This type of support can ease the transition for candidates moving to a new city or country for the job.
Remember, while salary is important, many candidates are also looking for growth opportunities, work-life balance, and a company culture where they feel valued. With some preparation and the right mindset, you’ll be negotiating IT salaries in Poland’s competitive market in no time.
