Workers from Asia for hospitality and hotels
Chefs, kitchen porters, waiters, housekeeping.
We recruit chefs, kitchen assistants, dishwashing staff, waiters, bartenders, room attendants, housekeeping and front desk teams for Polish hotels, restaurants, restaurant chains, catering companies and resorts. We run the full path: selection, work legalisation, sanitary health checks, accommodation and onboarding to your property's standards.
- Whole shifts and departments staffed, not single vacancies
- Candidates from 4–5* hotels, cruise ships and restaurant chains
- English verified separately for floor and back-of-house
- Permanent recruitment, temporary work or crew outsourcing
- Scale
- from 4 to 150+ people
- Start
- 3–5 months
- Roster
- 7 days, holidays included
- Compliance
- HACCP · sanitary · labour law
- Guarantee
- Worker replacement
Hospitality cannot open its doors without full staffing
Tourism and gastronomy in Poland are growing faster than the availability of workers. Dishwashing, kitchen assistance and housekeeping are close to unfillable locally – especially in season, in the mountains and by the sea, where a property competes for the same people as the entire neighbourhood.
4–150+
workers in a single contract
3–5 mo.
from contract to first shift on site
7 days
coverage including weekends and holidays
Health checks
certificates before entering the kitchen
Challenges hotels and restaurants bring to us
The highest turnover in the service sector
Dishwashing, housekeeping and kitchen assistance are roles the local market simply cannot fill. International recruitment gives you a team planned in seasons, not weeks.
Extreme seasonality
Summer, winter holidays, New Year's Eve, conferences and weddings can double demand within weeks. Batches are planned backwards from your occupancy calendar.
One missing person stops the whole service
No dishwasher blocks the kitchen; no room attendant blocks check-outs. That is why we staff entire shifts, not single vacancies.
Guest standards and sanitary rigour
Online reviews and sanitary inspections leave no room for improvisation. Worker documentation – health checks, training, legalisation – is complete from day one.
Who we recruit for HoReCa properties
Most projects cover kitchen back-of-house and housekeeping, but we staff the whole property – from the dishwashing area to the front desk and the SPA.
Chefs and shift leaders
Hot and cold kitchen, mise en place, à la carte service and hotel buffet operations.
Kitchen assistants
Prep work, portioning, pass support and backup for chefs during peak service – the most frequently staffed HoReCa role.
Dishwashing and stewarding
Tunnel dishwashers, banquet ware and kitchen equipment, keeping back-of-house clean and compliant.
Waiters and bartenders
Floor service, breakfast buffet, banquets and conferences, bar and coffee – roles requiring language and service culture.
Housekeeping and room attendants
Rooms and public areas, laundry and linen room operations, work to the property's standard.
Front desk and guest service
Check-in and check-out, reservations, PMS operation – for candidates with excellent English and hotel experience.
Pizza chefs, pastry chefs, bakers
Baking, decorating and product preparation – craft roles verified with a practical test.
SPA, pool and maintenance
Wellness area service, certified lifeguards, technicians and maintenance staff for the property.
What is specific about each property type
Recruiting for a conference hotel differs from a seasonal resort, and both differ from a QSR chain. The candidate profile follows your service standard, roster and location.
4–5* hotels and conference venues
Highest demand for housekeeping and kitchen, high language requirements on the floor and at reception. Candidates with Gulf experience ramp up fastest here.
Resort and SPA hotels
Strong seasonality and 7-day operations. We usually combine a permanent core team with a seasonal batch under temporary work.
Restaurants and restaurant chains
Fast service pace, evening and weekend work. Kitchen assistants and dishwashers are critical – that is where staffing fails most often.
QSR and food courts
Standardised procedures and short onboarding. We recruit at volume, with rotation between locations inside the chain.
Catering and staff canteens
Early morning starts, high meal volumes, portioning and modified atmosphere packing – close to a production model.
Seasonal venues: mountains and coast
Staffing for 4–7 months with on-site accommodation. Requires an early formalities start and clear living arrangements.
Guest service standard and sanitary readiness
In hospitality both matter: the paperwork that allows entry to the kitchen and the behaviour the guest actually sees. We close both before the first shift.
Sanitary-epidemiological health checks
Full examinations and an occupational health certificate before any contact with food. We book appointments and drive workers to the clinics.
HACCP and kitchen hygiene
Basics are delivered before departure in the worker's language; full procedures are implemented by the property. We prepare bilingual instructions and pictograms.
Guest service standard
Service etiquette, guest interaction rules and English communication basics are practised while the candidate is still in preparation.
Polish language after arrival
For front-of-house roles we arrange a Polish course and an industry glossary: menu, allergens, complaints, reservation handling.
Three cooperation models
The model depends on how much HR responsibility you want to keep in-house. Models can be combined – a permanent kitchen team with you, and the season covered by temporary work.
Permanent recruitment
The worker is employed directly by your property. We handle selection, legalisation, health checks and the first weeks on shift.
One-off recruitmentTemporary work
Employment on our side – ideal for the summer season, winter holidays and banquet peaks. You settle actual hours worked.
Temporary Work AgencyCrew outsourcing
We take over a defined scope – dishwashing, housekeeping or kitchen back-of-house – with a team leader and full staffing responsibility.
OutsourcingSelection built around your roster and standard
In hospitality candidates rarely leave because they lack skills – they leave because of pace, hours and language. Our filter therefore covers competence, communication and readiness for shift work.
Our recruitment filter
- Verified HoReCa experience: hotel, restaurant, catering or cruise ships
- English level verified in a video interview – separately for floor and back-of-house
- Practical test for chefs, pizza chefs and pastry chefs
- Readiness for shift, weekend and holiday-season work
- No health contraindications for working with food
- Religious and dietary declarations matched to the property's menu
What we agree on your side
- Departments and roles: kitchen, floor, housekeeping, front desk, SPA
- Menu profile, work with alcohol and pork
- Shift roster, weekends, holidays and seasonal peaks
- Uniform standard and brand service training
- Accommodation: external housing or on-site staff quarters
- Who runs video interviews: head chef or general manager
Legalisation and employment compliance
Documents are the longest part of the schedule, so we process them in parallel for the whole group rather than candidate by candidate. We work under a KRAZ certificate and contracts compliant with Polish labour law.
Type A work permit
An application for a specific role at your property, with a labour market test where required, and shift work taken into account.
National visa and entry
We compile visa documents, book appointments at consular posts and coordinate the group's flight and airport pickup.
Residence card and legal stay
After arrival we run the temporary residence and work permit application, registration and notifications to the authorities.
Inspection-ready documentation
Contracts, working time records, health checks and training in one file – ready for labour inspection, sanitary inspection and hotel chain audits.
Details are covered in our residence and work legalisation and type A work permit services.
The first weeks at the property
Whether a worker stays long term is decided in the first month – a clear roster, understandable standards and real support from the shift manager.
Day 0 – arrival and accommodation
Airport pickup, transport to accommodation or on-site staff quarters, SIM cards, first shopping and a welcome briefing in the worker's language.
Week 1 – health checks and training
Sanitary and occupational health examinations, health and safety induction, uniforms, hygiene and property standard briefing.
Week 2 – first shifts
Work under the head chef or shift manager, ramping up service pace and room standards, correcting technique and guest communication.
Month 2–3 – stabilisation
Report for the property: staffing, absence, quality and turnover. A coordinator supports workers with official matters, daily life and Polish lessons.
How a project for a hotel or restaurant runs
01 · Property and staffing review
We map departments, roles, shift rosters, seasonal occupancy and the headcount needed for service to run without gaps.
02 · Role profile and batch plan
We build the worker profile and a batch schedule counted backwards from the season start or property opening.
03 · Sourcing and selection
Parallel channels in several countries, one consistent filter, practical tests and video interviews with your head chef or general manager.
04 · Work legalisation
Type A permits, visa applications and full documentation processed in parallel for the whole group.
05 · Arrival, health checks and logistics
Tickets, airport pickup, accommodation, transport to shifts and sanitary examinations before entering the kitchen.
06 · Onboarding and care
Ramp-up on shift, a coordinator for the group, Polish lessons, staffing reports and a worker replacement guarantee.
Where we source hospitality workers from
The country follows the role, language requirements, religious considerations and deadline. For larger contracts we source in two or three countries at once.
Philippines
Number one in hospitality: excellent English, service culture and experience from 4–5* hotels and cruise ships.
India
Chefs for Asian and European cuisine, plus a large pool of back-of-house and housekeeping candidates.
Nepal
Very stable kitchen back-of-house and dishwashing staff, focused on long contracts.
Indonesia
Experience from resort hotels and cruise ships, strong in housekeeping and SPA service.
Sri Lanka
Candidates from tourism and beach hotels – waiting, bar and guest service.
Bangladesh
High availability for kitchen back-of-house, dishwashing and property maintenance.
Risks we eliminate upfront
Hospitality projects fail for a handful of repeatable reasons. Each one is addressed before the recruitment campaign starts.
Shock at the pace of service
The real rhythm – breakfast peak, evening service, banquets – is shown to the candidate before departure, including footage from the property.
Language barrier on the floor
English is verified separately for front and back of house, and after arrival we start Polish lessons for guest-facing roles.
Religious or dietary conflict
The menu profile and rules on working with alcohol and pork are agreed before the campaign, and sourcing countries chosen accordingly.
Season starting without staff
Formalities take 3–5 months, so the schedule is counted backwards from day one of the season, with batch milestones tracked closely.
Frequently asked questions about hospitality workers
Which hospitality and catering roles do you recruit for?
Chefs and kitchen assistants, dishwashing and steward staff, waiters and bartenders, baristas, pizza chefs and pastry chefs, housekeeping and room attendants, front desk staff, SPA and pool attendants, maintenance technicians and shift leaders. We staff hotels, restaurants, QSR chains, catering companies and staff canteens.
Which countries do you source HoReCa workers from?
Most often the Philippines, India, Nepal, Indonesia, Sri Lanka and Bangladesh. For guest-facing roles – front desk, waiting, housekeeping – the Philippines works best thanks to excellent English and a strong service culture. For kitchen and back-of-house roles, Nepal, India and Indonesia perform very well.
Do the workers speak English and Polish?
Language level is verified in a video interview and recorded in the candidate profile. Front-of-house roles require conversational English and, for waiting and reception, a willingness to learn Polish – we arrange courses after arrival. Back-of-house roles need basic communication plus bilingual work instructions.
Do candidates have experience in high-standard hotels?
Yes. Many candidates from the Philippines and India previously worked in 4–5* hotels in the Gulf region or on cruise ships, where service standards are very high. References and scope of duties are verified before we recommend anyone.
How are sanitary and epidemiological health checks handled?
Everyone in contact with food undergoes sanitary-epidemiological examinations and receives an occupational health certificate. We book appointments, drive workers to clinics and make sure the paperwork is complete before the first shift.
How long does it take from contract to first shift?
Realistically 3–5 months. Selection and interviews with your head chef or general manager take 2–4 weeks, the work permit and visa 3–4 months, and health checks, training and onboarding – the first 2 weeks after arrival.
Can you staff a season – summer, winter holidays, Christmas?
Yes, but a season has to be planned ahead. A campaign for July–August must start in February–March at the latest. For shorter peaks, temporary work or outsourcing of the dishwashing and housekeeping crew works best.
Do you arrange accommodation near the hotel or restaurant?
Yes. We arrange compliant accommodation and transport to shifts, including late closings. In resort properties we often use in-house staff quarters – in that case rules and costs are agreed upfront.
What is the minimum number of workers per project?
We start from 4 people. In hospitality a typical batch is 8–25 workers (kitchen plus housekeeping), and for large properties and chains we run contracts of over 100 workers split into several batches.
Who provides uniforms and brand service training?
Uniforms and brand standard training are provided by the property – they are part of its identity and procedures. We collect sizes before arrival and prepare workers on hygiene basics, HACCP and guest service etiquette.
Do religion and diet matter in the kitchen?
They do. Some Muslim candidates will not work with pork or alcohol, and some Hindu candidates will not work with beef. We agree the menu profile before the campaign and choose sourcing countries accordingly, so there are no surprises after arrival.
What if a worker cannot keep up with service pace?
Our contract includes a replacement guarantee. In practice we monitor the first two weeks on shift, move the person to a better-suited role inside the property (for example from the floor to back-of-house), and if that does not help we send another candidate.
We will staff your kitchen, floor and rooms.
We reply within 1 business day with a recommended sourcing country, a batch plan matched to your occupancy calendar and a full cost per worker – with no obligation.