In this exclusive interview, Paulina sits down with Laura, Head of Talent Acquisition for EMEA at Qualtrics, to discuss her impressive career journey, the rapid growth of the Polish engineering market, and the essential skills every modern manager needs.
The Journey: From Team of One to a Global Powerhouse
Paulina: Hello Laura, and thank you for joining us. As the Head of Talent Acquisition for EMEA at Qualtrics, you hold a very high and important role. Could you tell us a little more about your career path and how you arrived at this position?
Laura: I started my career in an agency and then quickly moved in-house. I’m originally from London, and I moved to Dublin about 12 years ago to work for LinkedIn. I was then headhunted to come over to Qualtrics, and I was the first TA person on the ground.
It quickly became apparent we were going to need to grow the Talent Acquisition team because we were going through huge amounts of growth. Over the first five years, my team grew from a team of one—which was me—to 25, across five different locations.
Paulina: It’s a great story, and really, really rapid growth.
Laura: The exponential growth we’ve seen, particularly within our engineering division in Kraków, is a testament to the incredible work of our entire company. We couldn’t have done it without the dedicated partners, especially our recruitment partners here in Poland, whose high-quality candidates have been essential to our success.
Market Showdown: Kraków vs. Dublin Talent Pools
Paulina: That’s really good to hear! Having experience recruiting and supervising recruitment in both Ireland and Poland, do you see any major differences between those two markets?
Laura: When I compare the talent pool in Poland to Dublin, several key differences stand out.
The first is simply the size of the talent pool. Poland has a much larger population, which naturally leads to a larger number of candidates, especially for the engineering roles we focus on.
Secondly, Poland has a very strong emphasis on STEM education at the university level. Cities like Kraków, Warsaw, and Gdańsk have positioned themselves as major engineering and tech hubs. This creates a wealth of talented graduates and experienced professionals that Ireland simply doesn’t have the same density of.
Paulina: That’s very insightful. You mentioned that Poland is more cost-effective for hiring compared to Ireland. Are you seeing this cost advantage shift or change in recent years?
Laura: There’s often an assumption that it’s significantly more cost-effective than it actually is. When you look at the compensation packages needed to attract the “A playing” candidates here, the difference is not as significant as people might assume. However, it still is high value, lower cost in Kraków compared to Ireland.
The Future of Polish Engineering
Paulina: How do you see the future of engineering in Poland? Are there any trends shaping it, or any changes we might face in the near future?
Laura: The future of engineering in Kraków looks very strong. The city has become a destination for people wanting to relocate here, which wasn’t the case just a few years ago. We now have multiple candidates looking to move to Kraków, positioning it as a destination for both employers and employees.
The market is also maturing, with more product companies and roles in research and innovation. This drives up investment—and consequently the cost of living and hiring—but it’s a sign of a very healthy, growing market. The growth in emerging tech like AI and machine learning will absolutely shape the future here.
What Makes a Great Manager?
Paulina: Thank you. I’d like to shift our focus to your personal experience. Working with numerous engineering directors and experienced professionals, what skills do you believe are essential for a good manager?
Laura: Good managers are essential for success. We take this so seriously that we have a specific interview dedicated to assessing managerial skills. Here’s what I believe makes a great manager:
- Adaptability and Resilience: They protect their team from outside pressures.
- Clarity and Vision: They are clear about expectations, set success metrics, and provide a strategic plan.
- Empathy and Collaboration: They understand each team member’s unique journey and meet people where they are.
- Empowerment and Trust: They delegate, trust their people, and empower them.
- Building a Cohesive Team: They create an environment where people connect on a personal level.
Paulina: Based on your experience, what characteristics do you most value in the people you work with?
Laura: I like to work with people who care, who are subject matter experts, and who can teach me something. I also love the direct communication I find here in Poland. You always know where you stand and what’s needed from you. That directness and clarity are so important.
Paulina: And are there any other characteristics of Polish people that come to your mind?
Laura: They have a very strong tech foundation and are very pragmatic and focused on solving problems. I see this “our problem, not your problem” mindset with the group of leaders here, and I like that. They are also very willing to learn and adapt. Crucially, I also feel there is more of a healthy work-life balance here than in other locations I work with.
The Power of True Partnership
Paulina: Thank you. You mentioned that you’ve been working with Itmatch throughout this period of growth. Could you tell us a little more about your experience with that partnership?
Laura: My cooperation with Itmatch has been nothing but positive. They are a true partnership, which is crucial when we are recruiting at this scale. They are very efficient, deliver high-quality candidates, and Bartek and his team are always willing to have difficult conversations, especially around cost, and work with us to solve the problem.
Paulina: Oh, it’s really great to hear that.
Laura: Yes, Itmatch has been a fundamental part of our success here. They have a long-standing presence on-site and are deeply ingrained with our leadership team. They are essential to our continued growth.
