First qualified
candidates in 5 days.
You've tried job boards. HR is stretched thin. The role is still open. We step in as a direct extension of your hiring function — React, Node, Python, Go, Java, DevOps, Platform — and close what internal teams can't.
I need to hire an engineer
Tell me the role. First qualified candidates on your desk in 5 days. No ghost jobs, no AI filler — just shortlists that actually interview.
Start a brief →I'm an engineer looking for work
Active, verified roles at EU and US startups. Every listing confirmed directly with the hiring manager — no recycled briefs.
See open roles →I just want to talk to Maciej
Founder to founder. 20 minutes, no deck, no pitch. Ask anything about the market, the pricing, or how we actually work.
Email Maciej →The market is flooded with AI-generated job posts, recycled listings, and ghost roles that were filled months ago. We don't operate that way. Every role on this site is an active, confirmed mandate — verified directly with the hiring manager. The company details, salary range, process timeline, and team context you see here are real, current, and first-hand.
Technical hiring has never been more consequential — or more complex.
The definition of a strong engineer has shifted. AI fluency is no longer a nice-to-have — it is becoming a baseline expectation. Teams that can't hire people who understand and work alongside AI tools are already falling behind. Finding those people through job boards or internal HR takes months you don't have.
At the same time, the market is volatile. Budgets change. Headcount freezes happen overnight. A wrong hire — someone who looks right on paper but isn't — can set a team back by a quarter and cost multiples of their salary in lost output, re-hiring, and team morale.
We have been navigating this market since 2017 — through hiring booms, post-COVID compression, the AI shift, and everything in between. We are not here to fill a role and move on. We are here to make sure the right person lands in the right seat — and that it stays that way.
Get your shortlist →Meet Maciej.
I started IT Tech Match in 2017 after years of watching good engineering teams lose months — and momentum — to the wrong hire. I wanted to run recruitment the way I'd want it done for my own team: fewer candidates, higher signal, and someone who actually stays accountable after the contract is signed.
16 years in IT recruitment. Senior engineering roles across React, Node.js, Python, Go, Java, DevOps and Cloud Architecture — for startups, scale-ups and enterprise clients in the US, UK and Europe.
100+ placements, 92% six-month retention. Staff augmentation, direct hire and full team build-outs — from a single senior hire to a 10-person engineering team delivered in seven weeks.
A real Central European network. Direct access to senior talent across Poland, the Czech Republic, Romania and the wider CEE region — people I know personally, not names scraped from a job board.
You work with me, not a hand-off. Every brief starts with a stack and team-fit analysis. I screen for technical depth, AI-tooling awareness and communication before anyone reaches your inbox — and I stay on through offer, onboarding and the full 6-month guarantee.
What working with us looks like — in practice.
Real outcomes from real mandates. Names anonymised, numbers accurate.
10 Engineers.
7 Weeks. One Cohesive Team.
10 engineers delivered across frontend, backend, DevOps and platform — all started within a two-week window. 10 out of 10 passed the 6-month mark. Product shipped on schedule.
4-Month-Open Senior Role.
Closed in 10 Days.
Candidate sourced from our Central European network in week one, vetted through technical screening and deep reference calls. Started within three weeks. Still leading the platform team one year later.
From 3 to 8 Engineers.
4 Weeks. Zero Ramp-Up Friction.
5 React and Node engineers delivered in 4 weeks. Team ramped in two weeks and shipped the feature on time. Client converted 5 of 8 contractors to permanent hires.
“Maciej delivered two senior developers within days. Both passed our technical bar on the first interview. Both are still shipping in production — I didn’t have to review 40 CVs to find one viable candidate.”
“Before Maciej, I’d burned weeks with two other recruitment partners — long CV lists, nothing that survived our first technical screen. Transparent terms, no inflated success fees, no agency theatre. If you’re a founder hiring senior engineers and you can’t afford a slow recruitment cycle — Maciej is the one to call.”
The right model for your situation.
Three engagement models built around how technical teams actually grow — not how agencies prefer to bill.
A critical role open
too long costs more.
This is how we work by default. Every profile is someone we've spoken to, assessed, and would defend in the room — not a CV that matched a keyword. We work as an extension of your team, not a supplier hitting a quota.
One success fee on confirmed hire — you pay only when someone joins, and you own the relationship from day one.
Your engineers.
Our employment.
For those cases, senior engineers join your team on a contract basis, work in your tools and deliver in your sprints, while we handle the contracts and compliance. Available on selected markets — we'll flag where it fits.
Scale up when you need to, scale back without friction. Full IP transfer, standard — not negotiable.
Scaling fast exposes
every weakness.
We run parallel search tracks across all roles simultaneously. A 10-person team delivered for a US client in 7 weeks — BE, FE, DevOps, Platform — sourced, assessed and onboarded as one cohesive unit, not a sequence of individual hires.
We brief once, align on what good looks like across every role, and execute in parallel. One standard. One point of contact.
Transparent at every step.
No black boxes, no radio silence. You know exactly where things stand — and why each decision is being made.
01Understanding your business+
We start with your context — the team, the product, the pressures, what's failed before. A role brief tells us the title. This conversation tells us what you actually need.
02Active search — not passive posting+
We headhunt directly. The best engineers are not applying to job boards — they're already employed and need a reason to move. We have those conversations.
03Screening & assessment+
We assess technical depth, AI tooling awareness, and how someone actually works — not just what their CV claims. Every candidate we move forward is someone we'd vouch for personally.
04Shortlist — not a stack of CVs+
You receive 3–5 pre-vetted profiles, each with our honest assessment of fit, strengths and any risks worth knowing. We'd rather give you fewer candidates and be right than send volume and waste your time.
05Interview coordination+
We run the logistics and keep both sides aligned — scheduling, candidate prep, feedback loops, and honest communication when something isn't working. No ghosting, no delays on our end.
06Offer, onboarding & beyond+
We don't disappear after the contract is signed. We support the offer, help navigate negotiation, and check in during the first months — because a hire that lands badly is still a failed hire.
Tell us the role.
We'll tell you if we can help.
No pitch, no pressure. Share what you're looking for and we'll come back with an honest assessment — whether we've placed this profile before, what the market looks like right now, and how we'd approach it.
The things clients ask before they hire us.
How fast can you send the first shortlist?
5 days from brief, often faster. For common stacks like React, Node.js, Python or Go, we typically deliver the first qualified candidates within 5 business days of receiving the role details.
What's your pricing model?
Direct hire — a 15% success fee on annual salary, paid only when someone is hired. Staff augmentation (where it fits) — a €600/month subscription per engineer. No retainers, no upfront costs, no exclusivity required.
What if the hire doesn't work out?
6-month free replacement guarantee. If the engineer leaves or doesn't pass the mark within the first 6 months, we find a replacement at no extra cost.
Where are your engineers based?
Primarily Poland — Warsaw, Kraków, Wrocław, Gdańsk and Poznań — plus an active network across the EU (Germany, Spain, Portugal, the UK) and the US.
Do you work with early-stage startups?
Yes — around 60% of our clients are Series A or earlier. We specifically enjoy working with founders who are building out their first engineering team and need senior hires fast.
Hiring Senior Engineers in Poland — 2026
What senior engineers actually cost, which roles are hardest to fill, and how to win them — a founder's synthesis of the major 2026 salary reports, plus what we see placing these roles.
- ✓Poland vs the US, UK, Germany & Nordics — side by side
- ✓The roles you'll fight hardest to fill in 2026
- ✓What AI-related roles really cost — and the AI premium
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One email per month: market data on developer salaries, hiring trends across Europe, and lessons from 100+ placements. Written by Maciej, not generated by AI.
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