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Recruitment Process Outsourcing (RPO): A Key Partner in Building Efficient IT Teams

Recruitment Process Outsourcing (RPO) is an innovative recruitment strategy that goes beyond traditional approaches to hiring. Under RPO, an IT company outsources the entire recruitment process to an external provider, from strategic planning to the final hiring of an employee. However, RPO is not just about delegating responsibilities – it is a collaborative approach where the RPO provider becomes an integral part of the client’s recruitment team. 

In practice, this means that with RPO, you not only get an external recruiter but a true partner who engages in understanding the unique needs of your IT company. RPO not only accelerates and streamlines processes but also provides expertise, technology, and flexibility crucial in the dynamic environment of the IT job market. 

 

How Does RPO Revolutionize Recruitment Processes? 

 

Daily Administrative Support: RPO provides daily administrative support, ranging from workforce planning to structuring the onboarding process. This solution eliminates administrative burdens for employers and HR professionals, allowing them to focus on key aspects of team management. 

Utilization of Recruitment Technologies: RPO leverages modern tools such as Applicant Tracking Systems (ATS), delivering exclusive candidates not shared with other clients. This contributes to the speed and effectiveness of the recruitment process. 

Cost Optimization: Internal hiring costs can be high, especially when the HR team lacks proper training or experience. RPO serves as a flexible and scalable solution, offering cost savings through faster hiring, shortened onboarding times, and flexible pricing models. 

Compliance and International Recruitment: 

Managing compliance with employment regulations across diverse markets can be challenging for in-house recruiters. RPO, especially those specializing in international recruitment, keep abreast of evolving regulations, ensuring legal compliance. 

Diversity Focus and Reporting: 

Through established partnerships and connections, RPO aids in attracting diverse talent. Integrating inclusivity into the recruitment strategy also enhances team retention and productivity. RPO provides reliable analytical data, facilitating strategic decision-making. 

 

Tactical and Strategic Approaches to Recruitment: Differences between RPO and Success Fee 

 

Significant distinctions exist between Recruitment Process Outsourcing (RPO) and Success Fee on various fronts. RPO provides comprehensive support, encompassing the entire recruitment process, built on a collaborative approach, delivering expertise and flexibility. This commitment extends to long-term collaboration, talent management, and the cultivation of relationships. In contrast, Success Fee focuses on outcomes, compensating the provider only upon a successful recruitment. It represents a more transactional approach, concentrating on a singular recruitment goal and success-dependent payments, without necessarily forging a prolonged partnership. RPO also offers a broad spectrum of support, including strategic planning, technological recruitment solutions, and employer branding, setting it apart as a holistic tool for crafting effective IT teams. In the case of Success Fee, costs are more closely tied to specific recruitments, potentially advantageous financially but lacking the assurance of enduring provider engagement. The ultimate choice hinges on individual needs, the scale of recruitment activities, and the IT firms’ strategies. 

 

RPO versus Other Forms of Recruitment Outsourcing 

 

Traditionally associated with large organizations handling extensive recruitment projects, RPO is now adapting to the needs of small and medium-sized enterprises. Differences between RPO and traditional recruitment strategies include: 

Long-term Relationships: RPO focuses on understanding the organization, business goals, and development plans, making recruitment a more proactive rather than reactive process. 

Expertise in Employer Branding: Functioning as a partnership, RPO emphasizes showcasing the employer brand through various channels, including social media, networks, job portals, and referrals. 

Access to Talent Networks: RPO not only identifies the best candidates for the present but also builds the employer brand by maintaining continuous contact with talents and creating recruitment pipelines. 

Candidate Assessment and Care: RPO ensures long-term retention by assessing candidates for cultural fit, competencies, and motivation. 

 

Summary: 

Recruitment Process Outsourcing isn’t just help with hiring; it’s like a teamwork strategy that can totally change how your IT company finds new talent. It’s like a super useful tool for businesses that want to build their teams effectively in the fast-changing tech world, offering flexibility, cost adaptability, access to global talents, compliance management, and a focus on diversity. 

 

dotLinkers – Your Trusted Partner in Recruitment Process Outsourcing (RPO) 

Acquiring talent stands as a crucial component of the overall business development strategy. Outsourcing recruitment processes represents one of the most fruitful and effective partnerships aimed at crafting the right team for your organization. Research conducted by Aberdeen has shown that 43% of top-performing companies in their industries typically engage in partnerships with RPO providers. Currently, nearly 60% of organizations manage their recruitment processes internally. However, many lack the skills or training for the successful implementation of a robust recruitment strategy. At dotLinkers, we stand as a reliable ally, ready to collaborate in optimizing your talent acquisition processes through our expertise in Recruitment Process Outsourcing. 

What are the best benefits for employees in Poland?

The job market in Poland is changing fast, and what employees want from their employers is changing too. Nowadays, employees want more than just interesting work and good pay. They also want a bunch of things that help them in their everyday life, keep them healthy, and let them balance work with their personal life. 

To keep up with this, Polish companies are working hard to create good packages of benefits for their employees. It doesn’t matter if a company is big or small, offering attractive benefits has become really important to get and keep good workers. In Poland, the most important things for employees seem to be healthcare, having flexible work options, and chances to learn and grow at work. Companies that offer these things are seen as more attractive to employees in Poland. 

Before a company hires people in Poland, it’s really important to offer them benefits that follow the rules of Polish laws about work. Poland is part of the European Union (EU), so it has to follow certain rules to protect workers. 

In the rest of this article, we’ll talk about the most important benefits that Polish companies offer their employees, like healthcare, flexible work hours, and chances to learn more at work. We’ll also look at how these benefits can make people want to work for a company, and we’ll talk about the new ideas companies have for helping their workers. 

 

The most popular benefits for employees in Poland: 

Private healthcare: Private healthcare has become one of the most popular benefits for employees. Access to quick doctor visits, specialized advice, and the possibility of faster health issue resolution without long waits in the public healthcare system attract many people to companies offering this service. An important aspect of private healthcare is access to specialists and support for mental well-being. 

 

Gym Memberships: Providing gym memberships to employees is not just an encouragement for them to take care of their health through regular physical activity, but also a way to support a healthy lifestyle. These memberships give employees flexibility in choosing their preferred physical activity, offering access to various sports activities or gyms. These benefits help employees balance their professional and personal lives, improving their well-being and physical fitness. 

 

Group life insurance: This is an important element that provides employees and their families with additional financial security in case of unexpected life events. 

 

Fuel discount cards: Offering discounts on fuel is a practical benefit, especially for employees who commute to work by their own cars. 

 

Shopping vouchers: Access to vouchers providing discounts at grocery stores is a practical benefit that assists employees in their daily shopping. 

 

Online shopping discounts: Virtual discounts or promotional codes for employees are an appealing addition to the benefits package, allowing savings during online purchases. 

 

Free office meals: Providing free meals during work hours is not only a cost-saving measure for employees but also a way to ensure they have a healthy and regular meal during long working hours. 

 

Discounts on company products and services: Offering discounts on company products or services is an additional incentive for employees. 

 

Financial support in difficult situations: The opportunity to receive financial support during crises is highly valued by employees. 

 

Professional training and courses: The opportunity for professional development through training and courses increases the attractiveness of job offers for many employees. 

 

Funding for Learning Foreign Languages: Financial support for learning foreign languages opens doors for employees’ professional development. Such funding allows employees to enhance their communication skills in various languages, boosting their value in the job market. It’s an investment in the team’s global competencies and strengthens the company’s position in the international business market. 

 

Workation: It’s a work format enabling employees to perform their job duties from anywhere in the world, usually in a setting designed for relaxation. It combines remote work with the opportunity to merge work with leisure and explore new places. For employees, workation means flexible scheduling and location, leading to increased productivity and higher job satisfaction. Such benefits facilitate short business trips to attractive locations, potentially influencing employee motivation and commitment to their professional responsibilities. For companies, it’s a way to gain fresh perspectives and inspiration, fostering innovation and business growth. 

 

Pet Owner Benefits: This is an increasingly common aspect of employee benefit packages (e.g., PETHELP). They encompass various forms of assistance for employees who have pets, such as flexible work hours for pet care, the option of remote work for pet supervision, or additional days off for tending to sick pets. 

 

Motivating Non-Monetary Benefits 

According to the Bergman Engineering report titled “The Significance of Additional Non-Monetary Benefits as a Motivating Factor among Engineers in 2022,” it is evident that among this professional group, the most highly valued benefits were: 

43% – Commuting subsidies 

40% – Additional paid time off 

12% – Free childcare/preschool services 

5% – Discounts and purchase vouchers 

 

Summary 

Hybrid work, remote work, and providing company equipment for personal use have become the norm in today’s work environment, no longer merely considered as additional perks. Employers increasingly adopt these solutions as a consistent part of their operational strategies, offering employees flexibility in their work locations and ensuring the necessary tools for efficient work regardless of where they are located. This shift in work norms responds to evolving employee expectations and needs, concurrently creating a more flexible and adaptable professional environment. 

The work landscape in Poland is dynamically evolving, accompanied by changing expectations among employees regarding the benefits offered by employers. Modern employees seek not only challenges or attractive salaries but also comprehensive benefit packages supporting both their professional and personal lives. Companies are focusing more on providing advantageous benefits that are crucial for job attractiveness and employee retention. Subsidizing professional training and courses can be a significant factor in attracting employees to the job market. Support for professional development often forms a crucial component of benefit packages. The opportunity for continuous improvement of professional skills is undoubtedly an attractive factor for employees seeking new career development opportunities. 

The Art of Out of Office: Managing Absences Professionally 

Out of Office Message: The Key to Effective Business Communication 

In today’s dynamic work environment, where mobility and flexibility are crucial, effective communication is extremely important. When we leave the office for various reasons, from vacations and training to focusing on remote projects, our Out of Office Message (OOO) becomes our primary communication tool. How can we use this brief message to improve business relationships and maintain clear communication? 

 

What an OOO Message Should Include 

An automatic email response is a message you receive when the person you’re trying to reach is out of the office. These notifications typically contain the following information: 

  • Duration of the person’s unavailability (dates, etc.) 
  • Whom to contact in their absence 
  • The expected return date of that person 

 

In Out of Office auto-responses, there are several key elements worth considering. Why are they so important? 

 

1.Content Quality: Clarity and Information 

An invaluable aspect of an effective OOO is the clarity of its content. It’s essential to include specific information, such as dates of absence and the expected return date. This ensures clarity regarding when to expect a response. Additionally, informing about any availability limitations helps avoid frustration for those expecting contact. 

 

2.Personalization and Human Touch 

Although an OOO is often an automatic message, adding a personal touch can make the contacts feel that their matter is important to you. While standard phrases are important for professionalism, subtly expressing gratitude or sympathy can make your message more friendly and human. 

 

3.Alternative Contacts 

When immediate contact or issue resolution is necessary, providing alternative contacts is advisable. Indicating a person responsible for your duties during your absence significantly facilitates the work of colleagues or clients, ensuring service continuity. 

 

4.Flexibility and Creativity 

OOO examples don’t have to be rigid. Through moderate creativity, you can stand out, but remember to maintain professionalism. This is where a bit of casualness can make your message more memorable while still upholding professional standards. 

 

Inspiration for Your Automated Email Response 

If you’re struggling with determining what information to include in your automatic email responses, here are examples and templates you can use as a reference and guide: 

 

Example 1:  

[Your Greeting] 

Thank you for your message. I am currently out of the office and will return on November 25. During this time, I will have limited access to my mail.  

If there is an urgent need, please call me at (your phone number).  

 

Best Regards, 

[Your Name] 

  

Example 2:  

[Your Greeting] 

  

I will be out of the office from December 10 to 15.  

If you need immediate assistance, please contact (Name of Contact Person).  

  

Kind Regards, 

[Your Name] 

  

 Example 3:  

[Your Greeting] 

  

I will be absent from January 1 to January 10.  

For urgent matters, please contact (Contact Person’s Name) at (Contact Person’s Email Address). Otherwise, I will reply to your messages as soon as I return.

  

Warm Regards, 

[Your Name] 

  

Example 4:  

[Your Greeting] 

  

Thank you for your message. I currently do not have access to mail and will return on February 20.  

For urgent matters, please contact me via cell phone – (Your Phone Number).  

  

Kind Regards, 

[Your Name] 

  

Example 5:  

[Your Greeting] 

  

I appreciate your message. It is important to me, and I will try to answer it as soon as possible.  

  

Thanks!  

[Your Name] 

 

Avoiding Pitfalls in Out of Office Messages 

 

1.Overly Detailed Absence Information: Avoid providing too many personal details about the reason for absence. Excessive details might invade privacy or be inadequate in a business context. 

2.Promises That Can’t Be Kept: Avoid promises of an immediate response if you don’t have quick access to messages. Instead, indicate a realistic response time. 

3.Excessive Informality: While a bit of informality might be desired, avoid a tone that’s too casual, which might be inappropriate in a business context. Aim to maintain professionalism. 

4.Unclear Contact Information: Avoid providing outdated or unclear contact details. Ensure you give current information about the alternate contact person or methods in case of urgent matters. 

5.Lengthy Communication: Avoid overly lengthy messages. Try to be concise and clear so that the recipient quickly understands your unavailability and possible ways of contact. 

 

Summary 

The Out of Office (OOO) message is more than just an acknowledgment of our absence. It’s a critical element of our business relationships, shaping how we are perceived in the workplace. Ensuring clarity, including essential information, adopting a delicate tone, and providing alternative contacts are key to maintaining smooth and effective communication in business. 

The clarity in the content of an OOO guarantees that those awaiting our response are fully aware of our absence and expected return date. Additionally, the element of personalization, even in automated messages, adds a human touch and demonstrates care for our business partners. 

Providing alternative contacts or information about individuals responsible for our duties during our absence ensures service continuity, which is crucial for maintaining professionalism. Let’s not forget about the flexibility in crafting OOOs. Creativity combined with moderation can make our message memorable while maintaining the required level of professionalism. 

Therefore, an OOO message is not merely a polite formality but an essential element in building business relationships. A well-crafted absence communication reflects our commitment, professionalism, and effectiveness in maintaining contact, even when we are absent. 

 

The Impacts of Technology on Talent Acquisition

Technology on Talent Acquisition

The talent acquisition industry has evolved with time as a result of technological innovations. A decade ago, hiring was all about credentials. Employee assessment was based on academic papers, work experience, and any other tangible material in their possession. Nowadays, hiring is on a different level.

IT recruitment has pushed recruiters to consider both soft and hard skills when scouting for the best candidate. Charisma, personality, fast thinker, and learner with problem-solving skills are some of the characteristics valued more than credentials. Notably, most of these skills can be assessed technologically.

 

Keyways Technology Has Impacted Talent Acquisition

 

The convergence of Recruiters and Candidates via Mobile Apps

Information dissemination is among the significant challenges facing talent acquisition. For companies to have qualified people fill their vacancies requires seamless communication channels. Although there is an array of channels to use, many of them are not efficient. As a result of these flaws, companies have sought technology to help them recruit efficiently.

The idea can be coined around a company’s mobile phone app where recruiters can provide the format of filling and submission of applications. Moreover, by routing all traffic to one channel, hiring becomes easy and faster.

 

The Use of Cloud Services

The problem of employee records mars many HR departments. Even though the recruitment campaign, advertising, and hiring could have gone smoothly, the data is always at risk of landing in the wrong hands. Moreover, the storage of this data on computer drives is still unsafe since they are prevalent to be manipulated or destroyed by fire.

The implementation of cloud technology has eased the recruitment process. HR personnel can now upload all vital information into the cloud and retain only necessary information on their physical devices. Furthermore, cloud storage has proved to be the best in cutting costs derived from operating multiple physical devices.

 

Faster and Bigger Data Speeds Spice up things.

Incorporating a more significant influx of data speeds has reduced TA teams’ work in a company. Many interviews nowadays are conducted either virtually or through IQ Tests, thus reducing the time needed in the process. Moreover, the TA team can accommodate their candidate’s needs, which will form a basis for creating a friendly working environment upon hiring.

Notably, the TA analytics correlation to big data is immense. This process involves assessing an employee’s performance and comparing the results with existing analytical data to determine their future success. With such matrices, companies can forecast their HR goals and plan accordingly.

 

The Use of Blockchain to Enhance Security

Currently, cyber-attacks have necessitated a higher control, with companies shifting focus to blockchain technology. Moreover, HR records need safekeeping and ease of access. Not only does blockchains keep the systems safe, but it also provides transparency. Recruitment has seen a major overhaul with the use of blockchain in HR. Currently, recruiters can store recruits’ information, work feat, and success factors data and training data safe from tampering or theft. This has enabled the HR departments to have a better impression of their internal analytical data.

 

The Power of Social Media

Currently, social recruiting is emerging as a new way of TA. However, it is not a new concept, but it worth the task. Most HRs are embracing the influence of social media and incorporating in their hiring procedures. Social media is a fantastic way for recruiters to know more about the candidate and their social life.

Furthermore, job advertising and posting have been made easier through the use of social media platforms. This is turning to be a better method of reaching masses with their opening. Additionally, it is less costly as compared to paying recruiting firms and websites.

 

Technological TA Problems

 

It is a Distraction

As much automation of the recruitment process is a blessing, it is also a curse. Most important TA activities happen outside the tech space. Moreover, identifying the right candidates, crafting authentic messages, reaching out in a personalized way, and influencing through the offer process cannot be done digitally. However, technology can help improve service delivery but can never provide an alternative for those essential skills.

 

Too Good to be True

The battle to acquire the best talent is not yet won even with the automation process. The HR department still has to use orthodoxy ways to recruit. Additionally, not all companies who have invested heavily in TA automation have it sweet. Occasionally systems are prone to failure and end up costing you a fortune to do maintenance.

 

Conclusion

Emerging trends, such as COVD-19, have shaped the recruitment process. This has stressed more about the use of technology to advertise, hire, and issue work.

We can establish that at the end of the day technology will never replace the direct human contact between an experienced recruiter and a candidate. Therefore, the future forecasting matrices won’t show complete automation of TA.

Top Qualities to Look at Before Choosing an IT Recruitment Agency

What to Look at Before Choosing an IT Recruitment Agency?

Recruitment isn’t what it used to be a few years ago. However, sourcing, screening, and building relationships remain at the core of successful IT recruitment agency efforts. Some recruitment skills have become more critical today. For instance, the best IT recruitment agencies must adopt social media, be creative, and demonstrate higher technical proficiency levels.

Understanding the qualities of great IT recruiters is critical for any business keen on getting the best out of an IT recruitment consulting process. IT staffing companies go beyond basic hiring. They are required to manage IT hiring requirements/needs of an organization. IT staffing agencies work for all kinds of companies ranging from emerging SMEs to multinationals.

They must have the experience to hire all kinds of IT professionals, from network administrators to seasoned software engineers. Most importantly, they must know how to negotiate salary packages with potential candidates. This requires in-depth knowledge of prevailing rates in the job market. All these aspects make a unique and highly reliable IT recruitment consulting partner.

However, since there’s a lot to look out for when choosing an IT Recruitment Agency (or IT staffing agency), here are the top qualities to look out for in today’s ever-changing global IT landscape.

 

1. Risk tolerance

The best IT staffing agencies are able to rise to the top because they accept and embrace risk in the recruitment process. The IT recruitment space is highly competitive. To remain relevant, risk must be part of the process. The best IT staffing agencies take risks and venture into “unchartered waters”. They develop a reputation by being curious and willing to explore unconventional business approaches. Their creativity differentiates them from their competitors.

Most importantly, the best IT recruitment agencies don’t fear failure. They will take on new recruitment challenges such as bulk-hiring, which are usually avoided for being tedious. If the IT staffing agency you are considering doesn’t shy away from a challenge, you should really consider them.

 

2. Tech-led recruitment

Technological advancements powered by the internet and apps have revolutionized how everything is done, including recruitment. Job searches aren’t centered on referrals only. Online job portals have taken over, and they keep getting better at job searches. The best IT hiring agencies today use the best job portals out there and related technology (systems and tools) that didn’t exist several years ago.

What’s more, they have a deep technical understanding of the roles they are hiring for. For instance, recruitment efforts to hire node.js engineers are led by recruiters who understand coding in-depth. The agencies have invested in all the technology and IT expertise they require to get the perfect candidates for every IT role imaginable today.

 

3. Unmatched appreciation for DATA

The best IT recruitment agencies are also DATA-led. Technologies like AI and machine learning have made data critical. For the most sophisticated predictive IT systems to work, data is critical. The best IT staffing agencies know this, which is why they use data to make critical recruitment decisions. They diligently manage job specifications, job descriptions as well as crucial data belonging to business partners, existing candidates, and prospective candidates. The best agencies use data science and related fields to enable them to offer the best possible IT recruitment consulting services.

 

4. Empathy

Qualities like empathy are critical since recruitment is considered a noble process. The importance of hiring the right person can’t be overlooked. Hiring also means income for a person as well as their family. When all the tech and data has been used to find deal candidates, the final hiring decision must be made by recruiters who care about people. In fact, the best recruiters are passionate about people. They have genuine interest in people to the extent of staying in touch with successful and unsuccessful candidates.

It’s worth noting that top IT talent can accept or reject offers based largely on how they are treated in recruitment processes. The best IT staffing agencies know this, which is why they use recruiters who are not only seasoned IT experts themselves but also empathetic towards candidates whether they plan to hire them or not.

 

If you are keen on using IT recruitment services in Poland that come with all the above qualities and more, try Dotlinkers for the best clients, opportunities as well as IT candidates in Poland.

Poland has some of the top IT professionals globally. Use Dotlinkers to get access to this unique breed of IT talent.

Programmer Hub in Europe

With the advent of the internet and many organizations looking for top-notch IT services, it’s wise to work with professional programmers. Lack of in-house capacity is a key facet that make it hard for many organizations to excel in their IT projects. The good news? It’s easy to outsource for web development services.

Worry no more if you are looking for a programmer hub in Europe. Poland is the best place to visit and seek top-notch IT services. According to a recent report by Infoshare, 25% of one million developers in Eastern and Central Europe are located in Poland.

An estimated 80% Polish programmers can be found in incredible seven tech hubs. In regard to programmer distribution in the country, these hubs include Lodz, Warsaw, Gdansk, Krakow, Wroclaw, Katowice, and Poznan. Significantly, each city is the home of thousands of developers.

With these statistics at your fingertips, don’t have any misgivings hiring programing talents in Poland. You just need to work with the best local IT recruitment agency that knows how to pick and supply the best programmers from these hubs in the nation.

 

Why Poland is Your Technology Hub

Working with Polish programmers is a wise decision and a dream come true. The companies that hire these programmers look for specific traits that make them stand out and the best in the world. The programmer you come across have:

 

1.High-quality Education

Poland is the place to be if you are looking for high quality education in IT and related studies. Most importantly, it is the home of leading higher learning institutions in Europe and globally. There are top-ranked universities in each of the seven technology hubs in the country.

You need to enroll into the best institutions and improve your skills. Thousands of foreign students have enrolled in the top universities in the country, and this explains why Poland is an IT hub.

Some of these graduates started coding at the age of 5 to 10 years. Hence, they have the skillsets and are well-trained to offer incomparable web development services.

 

2. Success in International Programming Competitions

Programmers and web developers from Poland have exhibited unparalleled prowess in international programming contests. The programmers you will come across don’t just produce remarkable certificates. They have, over the years, dominated global programming competitions. Some of the accredited contests they have excelled in include Microsoft Imagine Cup, Google Code Jam, TopCoder, and CEPC, among others. Polish developers are head and shoulders above other competitors in terms of proficiency and speed in coding.

 

3. Incomparable Code Quality and Drive

Poland programmers are exceptional when it comes to coding, and the quality of their work is incomparable. Polish graduates are tenacious and undertake those complex and demanding Greenfield projects to explore opportunities that improve their skills.

 

4. Competitive Pricing

Programmers in CEE are exceptional and widely recognized, but this does not mean they overcharge their customers. Polish developers offer cost-effective services you will fall in love with the first time you hire them.

The discrepancy in foreign currency translates to lower software development and programing costs. Polish programmers offer a lower CEE IT cost and exhibit matchless expertise. Substantially, they use the best hardware and technologies to deliver quality services.

 

Personal Traits of Best Programmers- What to Know

It’s rewarding, at all times, to work with reliable and best programmers. With most talented and tenacious programmers in CEE flocking to Poland, there are a few traits to look at and hire the best. And they include:

A Huge Amount of Patience – Polish programming and web development experts are known for their unrivalled amount of patience. They take time to undertake IT projects and guarantee high-quality results.

Pay Attention to Every Detail – Competent programmers pay attention to details regardless of how complex or less demanding the project might be. They focus on how to avoid coding errors and guarantee accurate and high-quality projects.

Good Communication Skills – Poland being a tech hub, its programmers have taken the initiative to improve their English fluency and amazing effective communications skills. Hence, they can fluently and effectively communicate with people from all walks of life.

Problem-solving Skills – Great developers love learning and are not intimidated by new challenges. Poland programmers have thrived on being innovative and finding ways to learn something new.