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info@quante.pl
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Temporary Employment Agency Connecting People with Opportunities Professional Recruitment Employee Relocation Schengen Area EU Shaping the Future!

QUANTE Sp. z o.o. – Building Bridges in the Global Job Market.
Does your company need employees? We will find them for you!
We invite companies looking for reliable and motivated employees,
as well as individuals seeking new career development opportunities in Poland.

RECRUITMENT

Gathering an appropriate group of people who meet the requirements for a specific position.

EMPLOYEE LEASING

Leave the administrative, formal, and accounting matters related to employee employment to us.

CONSULTING

If you are looking for support in the HR field, we invite you to a consultation.
Do you have more work, but not enough hands to get it done? Recruitment is a tedious process – job postings, CV selection, interviews, formalities…
What if you could focus on running your business, and we take care of the rest? Instead of worrying about it, take advantage of our help and ensure your company’s growth without staffing shortages.
We don’t compete with your HR department – we relieve it and speed up the recruitment process.

We are a certified Temporary Employment Agency. People – both our clients and employees – are always at the heart of what we do. Your needs and goals drive our business.
Professionalism, trust, and transparency in our operations are values that set us apart in the market. We approach every project with great care and full commitment.

👥 Comprehensive HR services – our team of specialists tailors solutions to meet the unique needs of your company. We analyze every challenge to provide the best possible solutions in recruitment and personnel management.

🌍 Global opportunities, local benefits – we offer access to a wide pool of manual labor workers. We understand that the Polish labor market faces challenges, which is why we recruit and employ workers ready for relocation and effective work in Poland. We care about their development and integration, which translates into the quality and stability of cooperation.

📋 TYPES OF COLLABORATION TAILORED TO YOUR NEEDS:

1️⃣ Direct employment – We handle the entire recruitment process, selection, and hiring, so the chosen employees become part of your company’s team.
2️⃣ Employee leasing – As Quante Sp. z o.o., we employ workers who are delegated to work in your company for a specified period.

Struggling with staff shortages? We have a solution for you! A modern approach to employment – utilize the potential of employees recruited and relocated from European countries within the Schengen Area to work in Poland. We handle the entire process – from recruitment, obtaining permits, to payroll services and adaptation support. With us, hiring employees is fast and legal.

🔴 The current situation in the labor market is causing production companies, warehouses, logistics, and the courier sector to face increasing difficulties with recruitment. Employment offices are unable to keep up with the growing demand, and finding qualified and motivated employees is becoming a challenge.

🔵 We have a solution!
Fast and effective recruitment and relocation of employees from European Union countries within the Schengen Area to work in Poland. We provide legal employment and minimal formalities so that your company can operate smoothly.

🟠 How does it work?
Employees from Asia who are in any Schengen country and have a work visa and a residence card (TRC – Temporary Residence Card) can legally move to Poland if they obtain a work permit.
✅ They do not need a new visa if they have a valid residence card in the Schengen Area.
✅ They can relocate to Poland if they obtain a work permit.
✅ They must apply for a Polish residence card if they plan to stay longer.

🟢 Why is it worth working with us?
✅ We provide employees ready to start working immediately – they already have visas and residence cards in Schengen countries.
✅ We reduce formalities – we handle all legalization and administrative matters: (work permits, residence cards, official documentation).
✅ We ensure a fast recruitment process – thanks to our network of contacts, we have access to reliable candidates. We conduct a thorough selection process, ensuring we provide only reliable and motivated employees.
✅ We minimize waiting time – we bypass the lengthy visa process, meaning employees can start working almost immediately.
✅ We ensure legal employment – we ensure full compliance with Polish law.
✅ Flexible collaboration terms – we offer both short- and long-term staffing solutions, tailored to your needs.
✅ We eliminate staffing shortages – we provide employees ready to work.
✅ We increase your company’s efficiency – you don’t have to waste time on long recruitment processes.
✅ We minimize employee turnover – we hire people ready for long-term cooperation.

Sectors in which we employ workers:

✔ Production and industry – machine operators, production line workers.
✔ Warehousing and logistics – packers, warehouse workers, forklift operators.
✔ Sorting – workers for sorting and packaging.
✔ Transport – C+E drivers with experience in international freight transportation.

Work in Poland – A Better Job and a Better Future!

What Do We Offer You?
  • New Job Opportunities: We offer stable jobs in Poland.
  • Help with Moving: We arrange transport, a place to live, and help you settle into your new job and life.
  • Legal and Safe Work: We make sure all documents are done properly so you can work legally and safely in Poland.
Why Work in Poland?

Poland is a fast-growing country in the European Union. It has many job opportunities, good salaries, and a safe place to live and work. If you are in a Schengen country with lower pay, moving to Poland can help you earn more and live better.

Benefits of Working in Poland:

1. Higher Salaries – Earn More!
The minimum wage in Poland is 4666 PLN gross (about 1116 EUR) or 3543 PLN net (about 847 EUR) – more than in many other Schengen countries. Plus, good workers can earn even more!

2. Chance to Grow and Earn More
In Poland, many companies offer chances for promotion. If you work hard and show your skills, you can earn more money and get better jobs over time.

3. Many Job Offers
Poland has lots of jobs in different industries. Whether you are a driver, factory worker, or in another profession, there are many job opportunities waiting for you.

4. Better Quality of Life
Living costs in Poland are lower than in many Western European countries, so your money goes further. You can enjoy a better life, with good housing, healthcare, and social services.

5. Safe and Stable Country
Poland is part of the European Union, so it has strong laws that protect workers. You will have legal work, safe conditions, and the chance to build a good future.

We Will Help You Every Step of the Way!

Starting a new life in Poland is simple with our help. We will:

  • Organize your travel and housing.
  • Help you get your work permit and residence card.
  • Support you during the relocation process and help you settle in.

Start your new career in Poland today!
Join us and build a better future for yourself and your family!

Why employees from the Schengen Area? Changing regulations and complicated visa procedures make it difficult to bring in workers from outside the EU. That’s why we recruit individuals who are already legally residing in Europe, have experience, and are ready to relocate to Poland without a long wait for visas.

MINIMUM WAGE IN EUR IN DIFFERENT SCHENGEN COUNTRIES:

Schengen countries with a lower economy than Poland and a monthly minimum wage, which in Poland currently amounts to 4666 PLN gross, i.e., 3543 PLN net – approx. 1116 EUR (gross), which means 847 EUR (net).

  • Latvia – approx. 740 EUR gross, which means 520 EUR net
  • Lithuania – approx. 1038 EUR gross, which means 777 EUR net
  • Slovakia – approx. 816 EUR gross, which means 636 EUR net
  • Hungary – approx. 800 EUR gross, which means 525 EUR net
  • Czechia – approx. 825 EUR gross, which means 624 EUR net
  • Portugal – approx. 1000 EUR, which means 772 EUR net
  • Greece – approx. 870 EUR gross, which means 733 EUR net
  • Bulgaria – approx. 551 EUR gross, which means 427 EUR net
  • Romania – approx. 814 EUR gross, which means 476 EUR net
  • Slovenia – approx. 1250 EUR gross, which means 751 EUR net
As of January 1, 2025, Bulgaria and Romania joined the Schengen Area.

The minimum wage amounts in each of these countries for the year 2025 may vary depending on sources and currency exchange rates, and are subject to change.

Additionally, it’s important to remember that the minimum wage is only one aspect of the job market. Other important factors include average salaries, unemployment rates, cost of living, as well as tax and social systems. These factors also affect the overall economic situation and living standards in each country.

🔵 CONDITIONS FOR RELOCATING EMPLOYEES FROM SCHENGEN AREA COUNTRIES:

📌 Defining staffing requirements:
🔹 The employer defines the number of needed workers, positions, and requirements related to experience and qualifications.
🔹 Selection of the appropriate employment model (employment contract, civil law contract, employee leasing).

Poland is becoming an increasingly attractive place of employment for workers from other Schengen countries, thanks to a stable economic situation, demand for employees in many sectors, and attractive working conditions and salaries compared to their previous places of employment.

✅ 1. Work permit in Poland.
To take up legal employment in Poland, the employee must obtain a work permit issued by the governor responsible for the company’s location.
Most often, an A-type work permit is required.
✅ 2. Legalization of stay in Poland.
If the employee holds a residence card (TRC) issued by another Schengen country, they can enter Poland, but they must apply for a new residence card in Poland if they want to live and work here for a longer period.
📌 Work can be started based on the new work permit, but an application for a residence card must be submitted within a specified period.
✅ 3. No visa requirement for relocation.
✔ Employees with a valid residence card from a Schengen country can freely enter Poland without a visa.
❗ However, the residence card ITSELF does not grant the right to work – obtaining a Polish work permit is required.
✅ 4. Transport and accommodation.
✔ The employee arranges their travel to Poland.
✔ Assistance in finding suitable accommodation in a workers’ hostel.
✅ 5. Training and adaptation.
✔ Introduction to Polish work and living standards.

Our Knowledge of the Labor Market: Locally and Globally At QUANTE Employment Agency, we constantly monitor changes in the labor market both in Poland and abroad. We understand that global employee mobility is becoming an increasingly important element of the modern labor market. Therefore, in addition to domestic recruitment, we meticulously monitor and engage in acquiring qualified workers from outside our country.

🔵 CONDITIONS FOR RECRUITING WORKERS FROM ASIAN AND ARAB COUNTRIES:

📌 Defining staffing requirements:

🔹 The employer defines the number of needed workers, positions, and requirements related to experience and qualifications.
🔹 Selection of the appropriate employment model (employment contract, civil law contract, employee leasing).

As an experienced partner in international recruitment, we offer comprehensive services in acquiring qualified workers from both their home countries and those currently residing in Arab countries.

These are countries with developed employment structures, such as the United Arab Emirates, Dubai, and Qatar. In these regions, the workforce is not an issue. Workers from countries like Nepal, the Philippines, India, Bangladesh, and Pakistan gain experience there. After years of working, when their legal stay in these places expires, they seek new opportunities.

Poland is becoming an attractive place for them to work. As an EU country, it offers not only good employment standards but also decent living conditions. Moreover, Polish salaries are often more attractive than those they received in their home countries or while working in Arab countries.

Through collaboration with local agencies in various countries, we verify candidates’ qualifications, experience, and knowledge of the English language. Our partners oversee their visa applications, help complete the necessary forms, and submit them to the Polish Embassy.

In such recruitment, much depends on the situation at the Polish Embassies, and the process of obtaining work visas may take quite a long time, from 6 to 12 months.

✅ 1. Work permit in Poland.
To apply for a work visa and, after receiving it, take up legal employment in Poland, the employee must obtain a work permit issued by the governor responsible for the company’s location. Most often, an A-type work permit is required.
✅ 2. Organization of the visa process.
✔ Obtaining invitations to the embassy and submitting work visa applications.
✔ Handling all formalities related to employment.
✅ 3. Transport and accommodation.
✔ Organizing travel to Poland.
✔ Assistance in finding suitable accommodation in a workers’ hostel.
✅ 4. Training and adaptation.
✔ Introduction to Polish work and living standards.

HR in Your Company has not only recruitment on its plate but also onboarding, employee development, and administrative issues. Leave the candidate selection and initial interviews to us, and your department can focus on strategic tasks. We invite companies looking for reliable and motivated employees, as well as individuals seeking new professional development opportunities in Poland.
Characteristics of Employees Relocated from Schengen Countries to Poland Employees holding Schengen work visas and residence cards from the countries from which they are relocated typically possess work experience abroad and are familiar with the European labor market. Due to their mobility and the right to work within the European Union, they tend to:
  1. Be more demanding regarding employment conditions:
    • They seek better working conditions and salaries, which serve as a motivation to change countries and employers.
    • They focus on job stability, appropriate working hours, and accommodation conditions if offered by the employer.
  2. Be able to start work almost immediately:
    • They possess valid residence and work documents, allowing them to quickly relocate to Poland after completing the necessary formalities.
    • Their mobility gives employers the opportunity to quickly fill labor shortages.
  3. Be flexible but selective:
    • Despite their readiness to work, they expect more rewarding offers, including attractive hourly rates, bonuses, or allowances.
    • They are more inclined to join companies that offer career development opportunities and prioritize employee comfort.
Industries and Positions They Are Willing to Work In:
  1. Industrial Production:
    • Work on production lines, assembly, machine operation.
    • Industries: automotive, food, textiles, electronics.
  2. Warehousing and Logistics:
    • Warehouse work, order picking, forklift operation (UDT certification is a significant asset).
    • Companies in distribution, e-commerce, retail chains.
  3. Courier Sorting:
    • Handling shipments, sorting packages, preparing shipments for dispatch.
    • The rapidly growing courier industry in Poland is attractive to them due to high demand for staff.
  4. Transport:
    • Drivers with C+E licenses.
    • International and domestic transport (they are more likely to join well-organized transport companies offering regular routes and timely payments).
Why Hire These Workers?
  • Professional Experience: They are usually familiar with working in European conditions, requiring less time to onboard.
  • Flexibility and Mobility: They can quickly adapt to changing work conditions and employer needs.
  • Availability: Having work visas and residence cards enables them to legally start working in Poland almost immediately.
If the company offers competitive salaries, clear employment conditions, and appropriate social benefits, these workers will be loyal and efficiently support the completion of staffing needs. Due to their mobility, Poland can become an attractive career destination for them.

Documents Required for the Recruitment and Relocation Process of Workers from Schengen Countries to Poland

1. Cooperation Agreement Between the Employment Agency and the Employer

This is the main document that regulates the terms of cooperation. It should include:

  • Scope of agency services: Description of the agency’s duties such as recruitment, candidate verification, relocation assistance, and legalizing employment.
  • Financial conditions: Agreement on the agency’s fee (e.g., a one-time fee per candidate or commission based on the candidate’s salary).
  • Employer’s obligations: Details about the offered working conditions, salary, accommodation (if applicable), and other benefits.
  • Timelines and delivery methods: Time needed to deliver employees and rules for reporting progress.
  • Liabilities: Regulations regarding potential issues (e.g., discrepancies in qualifications, employee resignation, etc.).
  • Contractual penalties: Definition of penalties for failing to comply with the agreement by either party.
2. Order Form

This is an additional document to the cooperation agreement where the employer specifies the need for particular employees. It should include:

  • The number of employees required in a given period.
  • A detailed description of the job position (e.g., qualifications, experience, language skills).
  • The salary rate offered by the employer.
  • Information about working conditions (location, working hours, job nature, accommodation if applicable).
3. Recruitment Agreement (Under the Cooperation Agreement)

If the employee is to be directly employed by the employer (not by the agency), an additional recruitment agreement can be prepared, which regulates the details of employment at that stage. It should include:

  • Verification of employees by the agency.
  • The duration of the cooperation regarding recruitment for the given position.
  • Potential costs in case the employer cancels the order after recruitment has started.
4. Employee Secondment Agreement (If the Agency Acts as the Employer)

If the temporary employment agency hires employees and assigns them to the host employer, a secondment agreement is required. It should include:

  • Duration of the secondment.
  • Employee’s duties.
  • Terms of employment: salary, working hours, location of duties.
  • Cost distribution: Specification of who covers salary, accommodation, travel costs, and other expenses.
5. Cooperation Regulations

This additional document outlines the detailed operational rules for cooperation, such as:

  • Candidate verification and selection procedures.
  • Order cancellation conditions.
  • Settlement rules between the agency and the employer.
  • Dispute resolution procedures.
6. Consent for Personal Data Processing (GDPR)

Mandatory documents related to data protection:

  • Consent from employees: for processing their personal data by the agency and sharing it with the employer.
  • Personal data processing agreement: between the agency and the employer, regulating how candidate data is processed.
7. Power of Attorney (If Applicable)

If the agency handles formalities related to legalizing employees’ stay and work, the employer can grant power of attorney to represent them in authorities.

Additional Documents:
  • List of required employee documents: e.g., passport, residence card, visa, certificates of no criminal record, diplomas, qualification certificates.
  • Candidate verification report: Confirmation of the candidate’s qualifications matching the employer’s requirements.
Signing the above documents ensures transparency of cooperation and protects the interests of both parties.

💼 Working with us guarantees effective action, regardless of distance. Thanks to modern technologies and efficient management, we help build long-lasting business relationships, no matter where you are located. We take every project seriously because we understand that behind the collaboration are people, their time, goals, and expectations. Our goal is to build partnership relationships based on trust and mutual respect. We are not looking for quick profits or one-time “deals” – we care about ensuring that our actions deliver real results, both now and in the future. We believe that true results and growth come with time, through mutual understanding and consistent action. That’s why instead of just “getting things done,” we support you at every stage of development, helping to adapt strategies to changing challenges and needs. We don’t promise miracles – we guarantee honesty, reliability, and full commitment.

🔗 Communication at your fingertips – we stay in constant contact through:

  • video conferences (Zoom, Google Meet),
  • messaging apps (WhatsApp),
  • traditional phone and email contact.

📂 Secure cloud documentation – all documents are stored in cloud spaces or on private servers.

🚗 Regional coordinators – we ensure direct contact and build relationships through visits to workplaces.

🖋️ Simple formalities – we enable electronic signatures or document delivery via courier.

🤝 Employee support – we offer an online support center and telephone advice on administrative and legal matters.

🎯 With these solutions, remote collaboration becomes convenient and, above all, effective.

1

Preliminary Contact:

  • Establishing contact via phone or email to arrange workforce requirements and potential meeting.
  • Confirmation of the meeting’s date, location, and purpose.
  • Maintaining contact.

2

Personalized Meeting:

  • Presentation of the available services and opportunities of the employment agency in relation to the employer’s needs.
  • Gathering information about the employer’s needs: type of work, required qualifications, number of employees, etc.
  • Discussion of the recruitment process, methods of sourcing candidates, and how they will be verified.

3

Negotiations / Arrangements:

  • Discussion of the terms of cooperation: contracts, rates, deadlines, etc.
  • Setting further steps and the recruitment schedule.

4

Action Plan:

  • Establishing a plan for further actions, possibly scheduling another meeting or setting up communication via electronic channels.

5

Summary:

  • Providing the employer with access to qualified workforce from our employee database and active recruitment to meet specific hiring needs.
  • Providing support in legalization processes, such as obtaining the necessary documents and assisting with formalities related to legalizing residence and employment in Poland, ensuring full transparency and professionalism throughout the process.
  • Comprehensive provision of qualified staff and assistance with legalization processes.

Development of Industry in the Regions of Poland – Your Opportunities for Professional Growth!

Poland is a country full of dynamic regions, economically diverse, where each part of the country has its unique industrial specializations. Our employment agency sees enormous potential in these regions, offering wide job opportunities in various industries. We invite you to explore the potential of each voivodeship in the country and discover new paths for professional development!

1️⃣ Silesian – Mining, Metallurgy, and Automotive Industry.
Silesia is the heart of industry in Poland, with Katowice as the center of mining and metallurgy. The region also develops the automotive, logistics, and energy industries.
2️⃣ Lower Silesian – Automotive, Chemical, Electronics.
Wrocław is the center of the automotive, chemical, electronics, and logistics industries. The region is a leader in industrial production.
3️⃣ Greater Poland – Food, Furniture, Automotive Industry.
Poznań is the center of the food, furniture, and automotive industries, and the region is also an important logistics hub.
4️⃣ Mazovia – Aviation, Pharmaceuticals, Logistics.
Warsaw is the heart of the aviation, pharmaceutical, and logistics industries, supported by excellent transport infrastructure.
5️⃣ Pomeranian – Shipbuilding, Chemical, Food Industry.
Gdańsk, Gdynia, and Szczecin are the centers of shipbuilding, chemical, and fish processing industries.
6️⃣ Subcarpathian – Aviation, Chemical, Furniture.
Rzeszów is the center of the aviation, chemical, and furniture industries, offering innovative solutions.
7️⃣ Lubusz – Wood, Paper, Food Industry.
Lubusz develops the wood, paper, and food industries, with the production of wooden products and paper.
8️⃣ Podlaskie – Wood, Food, Logistics.
Podlasie is a region with a well-developed wood, food, and logistics industry, including meat processing.
9️⃣ Łódź – Textile, Pharmaceutical, Food Industry.
Łódź, known for its textile industry, is also developing the pharmaceutical and food industries.
🔟 Lesser Poland – Chemical, Food, Mining.
Kraków is the center of the chemical, food, and mining industries, supported by logistics.
1️⃣1️⃣ Kuyavian-Pomeranian – Chemical, Food, Sugar Industry.
Bydgoszcz and Toruń specialize in the chemical, food, and sugar production industries.
1️⃣2️⃣ Warmian-Masurian – Wood, Food, Logistics.
A region with a strong base in the wood, food, and furniture industries.
1️⃣3️⃣ West Pomeranian – Shipbuilding, Chemical, Logistics.
Szczecin is a key center of shipbuilding, chemical, and logistics industries.
1️⃣4️⃣ Lublin – Agricultural, Food, Biotechnology.
A region known for agricultural production, food processing, and the growing biotechnology sector.
1️⃣5️⃣ Świętokrzyskie – Stoneworking, Metallurgy, Construction.
Świętokrzyskie is a region of stoneworking, metallurgy, and construction industries, with natural resource deposits.
1️⃣6️⃣ Opole – Chemical, Construction, Food Industry.
Opole develops the chemical, construction, and food industries, particularly dairy processing.

Why is it worth working with us?

🔹 Experience: For years, we have been tracking the changing trends and regulations in international recruitment.
🔹 Global Contacts: We collaborate with local employment agencies and Polish embassies worldwide.
🔹 Comprehensive Service: We handle every step – from recruitment, through visa formalities, to relocation support.
🔹 Flexibility: We tailor our services to meet the specific needs of your company.

Employee Recruitment

At QUANTE Employment Agency, recruitment is a process that goes beyond simply finding an employee. Our goal is to build a cohesive and efficient team that will bring value to your business and help it grow. Our recruitment process begins with a thorough analysis of your needs. We engage in conversations with employers to better understand the company’s specifics, its culture, values, and unique staffing requirements. This allows us to create a personalized recruitment strategy that perfectly aligns with your expectations. Recruiting with us is an investment in the future of your business!

International Recruitment Offer

QUANTE Sp. z o.o. is a company specializing in the recruitment and relocation of employees from different parts of the world. Our mission is to support Polish enterprises in their dynamic growth by providing motivated and qualified personnel. Our offer includes: Recruitment from Schengen Area countries, such as Romania, Croatia, Bulgaria. Recruitment from Asian countries, including the Philippines, Nepal, India, Bangladesh, Pakistan. Recruitment from the Gulf region, including the United Arab Emirates (Dubai, Abu Dhabi) and Qatar.

Employee Leasing

Employee Leasing: Do you need temporary help or support for your projects? Our employee leasing solution allows you to hire workers for a fixed period. This way, you can avoid long-term commitments while your company benefits from the necessary support.

Kompleksowe Dostarczenie Pracowników i Pomoc w Procesach Legalizacyjnych

Our goal is to provide employers with access to qualified workers, both from our database and through active recruitment. We carefully select candidates who possess the appropriate qualifications and experience, tailored to the individual needs of the company. We have access to training centers abroad where we conduct skill and competency tests for workers. We offer comprehensive support, providing not only manual laborers but also skilled workforce. Additionally, we assist with employment and residence legalization, handling all formalities in accordance with applicable regulations, ensuring full transparency in the processes. Trust QUANTE Sp. z o.o. – we will deliver the best workers and assist you with complex legalization procedures. Join us and benefit from our experience and professionalism.

✅ TAK! Umożliwia to szybsze obsadzenie wakatów – Wyspecjalizowana agencja może znaleźć pracowników szybciej niż tradycyjne metody.

Pracownicy z Azji przebywający w dowolnym kraju strefy Schengen na podstawie wizy pracowniczej oraz karty pobytu (TRC – Temporary Residence Card) mogą legalnie przenieść się do Polski, ale muszą spełnić kilka warunków:

✅ Nie potrzebują nowej wizy, jeśli posiadają ważną kartę pobytu Schengen – mogą podróżować do Polski i przebywać tutaj legalnie.
✅ Muszą uzyskać polskie zezwolenie na pracę – nawet jeśli mają pozwolenie na pracę w innym kraju UE, do legalnej pracy w Polsce wymagane jest nowe zezwolenie na pracę.
✅ Jeśli planują dłuższy pobyt w Polsce, powinni złożyć wniosek o polską kartę pobytu – pozwoli to na przedłużenie legalnego pobytu i pracy bez konieczności powrotu do kraju macierzystego.

Jak wygląda proces relokacji do pracy w Polsce?
1️⃣ Uzyskanie polskiego zezwolenia na pracę – pracodawca w Polsce składa wniosek o pozwolenie na pracę dla pracownika.
2️⃣ Przyjazd do Polski na podstawie ważnej karty pobytu Schengen – pracownik może legalnie wjechać do kraju.
3️⃣ Rozpoczęcie pracy – po uzyskaniu zezwolenia na pracę można legalnie podjąć zatrudnienie w Polsce.
4️⃣ Wniosek o polską kartę pobytu (TRC), jeśli planowany jest dłuższy pobyt – pracownik może aplikować o polski dokument pobytowy, co daje stabilność i dłuższą legalność pobytu.

Zatrudnienie pracowników z Filipin może przynieść wiele korzyści Twojej firmie. Filipińczycy są znani z wysokiej jakości wykonywanej pracy, są sumienni, staranni i dążą do perfekcji w swoich obowiązkach. Posiadają biegłą znajomość języka angielskiego, co ułatwia komunikację i integrację w międzynarodowych zespołach. Dodatkowo, wielu z nich posiada specjalistyczne certyfikaty. W kontekście umowy między rządami Polski i Filipin dotyczącej rekrutacji pracowników, warto rozważyć zatrudnienie pracowników z Filipin, którzy łatwo odnajdują się w polskiej rzeczywistości i kulturze, co może dodatkowo przyczynić się do sukcesu i rozwoju Twojego biznesu. Procedury formalne dotyczące zatrudnienia oraz uzyskania wizy pracowniczej w Polskiej Ambasadzie na Filipinach w Manili są możliwe, co ułatwia proces rekrutacji i integracji pracowników z Filipin do Twojej firmy w Polsce.

Pracownicy z Nepalu także mogą stanowić wartościowe aktywa dla firm z różnych branż. Podobnie jak Filipińczycy, są znani z wysokiej jakości pracy, dyscypliny oraz zaangażowania w wykonywane obowiązki. Nepalski naród jest często ceniony za jego pokorę, wytrwałość i gotowość do nauki, co sprawia, że są elastyczni i otwarci na nowe wyzwania. Ponadto, wielu Nepalczyków posiada umiejętności komunikacji w języku angielskim oraz jest chętnych do podnoszenia kwalifikacji poprzez zdobywanie specjalistycznych certyfikatów. Zatem, podobnie jak w przypadku pracowników z Filipin, zatrudnienie pracowników z Nepalu może przyczynić się do różnorodności i sukcesu zespołu w firmie.

Tak, posiadamy bazę danych wykwalifikowanych kandydatów gotowych do natychmiastowego zatrudnienia. W naszym hostelu pracowniczym pojawiają się różni pracownicy fizyczni stale poszukujący pracy. W naszej bazie znajdują się głównie obcokrajowcy, którzy już pracowali w Polsce lub w innych krajach europejskich. Ci pracownicy zgłosili się do naszej agencji w poszukiwaniu nowych możliwości zatrudnienia. W bazie znajdują się zarówno grupy pracowników, jak i pojedyncze osoby, gotowe do szybkiego podjęcia pracy.

Jeśli natomiast mamy zrekrutować bardziej wykwalifikowanych pracowników z odpowiednimi kwalifikacjami i doświadczeniem, preferujemy selekcję takich pracowników za pomocą aktywnej rekrutacji, często poza granicami naszego kraju.

Ponadto, istnieje możliwość zorganizowania wyjazdu do jednego z krajów azjatyckich w celu dokładnego sprawdzenia kompetencji wyselekcjonowanych kandydatów z odpowiednimi umiejętnościami, na przykład spawaczy lub pracowników budowlanych w centrum szkoleniowym.

Wyselekcjonowani przez nas kandydaci są chętni do pracy ale gdy zaistnieje taka potrzeba, nasza agencja oferuje gwarancje związane z wyborem pracownika. W przypadku, gdy pracownik nie spełnia oczekiwań lub nie pasuje do wymagań, zapewniamy możliwość szybkiej rekrutacji zastępczej. Naszym celem jest zapewnienie satysfakcji i odpowiedniego dopasowania pracownika do potrzeb danego stanowiska, dlatego w przypadku nieodpowiedniego wyboru z naszej strony, podejmujemy działania mające na celu znalezienie nowego, odpowiedniego kandydata.

Czas trwania procesu rekrutacji może być różny, szczególnie jeśli dotyczy to pracowników spoza granic Polski. W przypadku kandydatów z zagranicy, konieczność uzyskania wizy pracowniczej i czas podróży do kraju może wydłużyć proces. Oczekiwanie na wizę oraz przygotowanie formalności związanych z przylotem do kraju może skutkować wydłużeniem czasu oczekiwania nawet do 9 miesięcy. Dlatego zalecamy rozpoczęcie procesu rekrutacji z wyprzedzeniem, co pozwoli uniknąć nagłych braków kadrowych i zapewni płynne wypełnienie wolnych miejsc w zespole.

W przypadku pilnych potrzeb zatrudnieniowych, istnieje możliwość podjęcia działań w celu przyspieszenia procesu rekrutacji. Jednakże, z uwagi na złożoność procesów legalizacyjnych, zalecamy planowanie rekrutacji z odpowiednim wyprzedzeniem.

Aby zapewnić jak najlepsze dopasowanie pracownika do potrzeb Twojej firmy, będziemy potrzebować szczegółowych informacji na temat wymagań dotyczących stanowiska pracy. Kluczowe elementy, które pomogą nam znaleźć odpowiedniego kandydata, obejmują:

  1. Opis stanowiska: Szczegółowy opis obowiązków, umiejętności, doświadczenia oraz oczekiwań dotyczących nowego pracownika.

  2. Wymagane kwalifikacje: Określenie konkretnych umiejętności, certyfikatów, wykształcenia czy doświadczenia zawodowego, które są istotne dla danego stanowiska.

  3. Warunki zatrudnienia: Informacje na temat godzin pracy, wynagrodzenia, pakietu socjalnego i innych beneficjów zatrudnienia.

  4. Dodatkowe oczekiwania: Wszelkie inne szczególne wymagania dotyczące kandydata, takie jak znajomość języków obcych, umiejętności techniczne czy specjalistyczne doświadczenie.

  5. Zakwaterowanie pracownicze: Czy istnieje możliwość zapewnienia zakwaterowania pracownikowi? Jeśli tak, prosimy o informacje dotyczące dostępności zakwaterowania pracowniczego, preferowanych warunków mieszkalnych oraz ewentualnych udogodnień, takich jak dostęp do hosteli pracowniczych.

Koszty zależą od liczby i kwalifikacji pracowników. Przygotowujemy ofertę indywidualną dla każdego klienta.

Proces rekrutacji zależy od regionu: W krajach Azji: zazwyczaj od 2 do 3 miesięcy, wliczając uzyskanie dokumentów wizowych i przygotowanie pracowników. W regionie Zatoki Perskiej: dzięki współpracy z lokalnymi ambasadami proces jest szybszy i trwa około 4–6 tygodni.

Yes, most employees complete initial training and language courses before relocation. We also organize additional on-site training if needed.
Yes, we organize recruitment for both long-term contracts and short-term projects based on our clients’ needs. We also assist with cultural adaptation and help with formalities such as opening a bank account.
Yes, we offer the possibility to conduct recruitment interviews remotely via video conferencing. If needed, we also arrange in-person meetings with candidates in their country of residence.

Tak, kompleksowo zajmujemy się procesem wizowym i uzyskiwaniem wszelkich wymaganych pozwoleń, współpracując z polskimi ambasadami oraz odpowiednimi instytucjami w krajach rekrutacyjnych.

We comply with all international and national regulations regarding recruitment and employment. We work closely with local agencies and embassies to ensure full compliance with applicable laws.
  • Schengen Area: The recruitment process is shorter because employees already have valid work visas and residence permits, allowing them to start working in Poland immediately.
  • Asian Countries: The process is more time-consuming as it requires obtaining visas, work permits, and organizing relocation. The duration is usually 2–3 months.
  • Schengen Area: Employees from this region often have experience working in Europe, are familiar with its standards, and do not require additional adaptation training.
  • Asian Countries: Candidates from Asia, while they may need an introduction to Polish work standards and basic Polish language skills, are known for their high motivation, great flexibility, and willingness to work in demanding conditions.
Yes, different nationalities may show distinct professional predispositions. For example, Ukrainians and Belarusians tend to perform well in jobs that require knowledge of European standards, such as production or warehouse work. Employees from Nepal or India are known for their physical endurance and readiness to work in shift systems, making them an excellent choice for demanding physical labor. Georgians and Moldovans, on the other hand, are valued as CE drivers due to their experience on international routes and technical skills.
When recruiting, it’s important to consider the specific characteristics and skills of each national group. For example, Filipinos are valued for their precision and accuracy, making them well-suited for assembly and sorting jobs. Employees from Uzbekistan and Tajikistan show great endurance for intensive physical effort, making them ideal candidates for work in warehouses or cold storage. Taking such differences into account allows for better alignment of the worker with the job requirements and increases work efficiency.
Address:

ul. Złota 7 lok. 1, 00-019 Warszawa Mazowieckie

PHONE / EMAIL

(+48) 698 464 560

info@quante.pl

COMPANY REGISTRATION
QUANTE Sp. z o.o.
NIP 1182276865
REGON 527458969
KRS 0001081496

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