Pitch N Hire's executive search helps Gdansk, Poland companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Gdansk business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Gdansk, with neighbouring Gdynia and Sopot forming the Baltic Tricity, is northern Poland's technology centre, distinguished by maritime and offshore-energy technology, embedded systems, IoT and a growing fintech and product-software scene. Its port and shipbuilding heritage seeded strong hardware-adjacent engineering, while multinational R&D offices and startups have added software depth, creating demand for embedded, backend and connected-device engineers across the metro.
Gdansk talent is unusually strong in embedded systems, C/C++, IoT and connected-device software, maritime and industrial technology, alongside solid backend and fintech pools, backed by the Gdansk University of Technology. The Tricity produces a steady stream of engineering graduates, but the specialised, hardware-adjacent nature of much local talent means general software and senior roles can be slow to fill, a driver of offshore augmentation.
Gdansk developer pay sits below Warsaw and Krakow while competitive for the north — senior engineers often around PLN 180k–270k gross a year, with premiums for embedded and specialist skills. Firms protecting scarce local embedded specialists for core work often add offshore India-based engineers through PNH for broader software delivery.
PNH complements Gdansk's embedded- and hardware-heavy employers by taking on general and application-software delivery offshore: vetted India-based engineers employed via an Employer of Record on Central-European working-hour overlap, freeing scarce local embedded and IoT specialists to focus on core connected-device work.
You can engage Pitch N Hire in whichever way fits your Gdansk team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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