Direct search vs job ads: how to hire IT specialists in Poland faster

In short: A job ad reaches people who are actively looking. Most experienced IT specialists in Poland already have a job and do not browse job boards – they need to be approached directly. Direct search identifies and approaches these people in a targeted way. For senior and specialist roles it is usually faster and more precise than an ad; for junior or high-volume roles a well-written ad is often enough.

Why job ads rarely work for senior IT roles

Experienced developers, DevOps engineers and data specialists in Poland are in high demand. International companies, banks and product companies compete for the same people. Most of them are employed, receive regular approaches and change jobs only for a clearly better offer.

• Limited reach: an ad only reaches the small group currently looking.
• Mixed applications: you get many applications, but few that match the profile.
• Waiting time: if the right person does not apply, weeks pass without progress.

What is direct search?

Direct search is the targeted identification and personal approach of candidates who match a specific profile – regardless of whether they are actively looking. The process typically looks like this:

1. Briefing: tasks, tech stack, seniority, salary range and work model.
2. Market mapping: which companies employ suitable profiles and where they are located.
3. Identification: searching professional networks, communities and our own network.
4. Personal approach: a tailored message explaining why the role could be a step forward for this person.
5. Screening and shortlist: technical check, expectations and availability – you receive 3–5 pre-qualified candidates.

With a clear brief, the shortlist is usually ready in 7–10 days and the hire is closed in 3–4 weeks, plus the candidate’s notice period. More about the service: permanent recruitment with direct search.

When is a job ad enough?

• junior roles and positions with many potential candidates;
• high-volume hiring of similar profiles;
• companies with a strong employer brand that IT specialists actively follow;
• roles without time pressure.

In practice the two approaches work well together: an ad for the active market, direct search for the people who are not looking.

Direct search vs job ad at a glance

• Reach: an ad reaches active jobseekers; direct search also reaches people who are not looking.
• Fit: with an ad you filter many applications; with direct search you only see candidates who match the profile.
• Time: with an ad it depends on who applies; with direct search the shortlist arrives on a plan.
• Your effort: an ad requires screening on your side; with direct search the screening is done for you.

How to shorten time to hire

• Name a realistic salary range – it is the most common reason why good candidates drop out.
• Keep the process short – two or three well-prepared interview stages are enough.
• Give feedback within 48 hours – strong candidates often have parallel offers.
• Be flexible on the work model – remote or hybrid work clearly widens the pool.

Frequently asked questions

What does direct search cost?

With SmartWays you pay a one-off success fee for a permanent hire, calculated as a percentage of the annual gross salary and due only after a successful hire. We confirm the exact terms in a short call.

Can direct search find candidates who do not want to change jobs?

It reaches people who are not actively looking. Many of them are open to a clearly better role – more responsibility, a more interesting stack or better conditions.

Does direct search also work for contractors?

Yes. For clearly defined projects we also look for independent specialists – see IT contracting.

Looking for an IT specialist who is not on the job market? Talk to SmartWays – we will tell you how large the pool for your profile is and how quickly we can reach it.