Employer questions, answered

Fill in the form on the website or call +48 501 501 216. We arrange a short call to define the roles, headcount, pay and working conditions and accommodation. Then we send an offer and a contract – signed electronically, with no office visit needed.

No. We run both one-off recruitment (single roles and specialists) and mass recruitment for dozens or hundreds of people. Larger projects get a dedicated coordinator.

Every client has one lead coordinator responsible for recruitment, documents, deadlines and communication with the authorities. You are never passed between departments.

Yes, nationwide. Legalisation is filed with the office competent for the place of work, and relocation is planned around your specific site.

We recruit in more than 20 countries: the Philippines, India, Nepal, Bangladesh, Vietnam, Indonesia and Sri Lanka in Asia; Kenya, Uganda, Ethiopia, Morocco and Zimbabwe in Africa; Ukraine, Moldova, Georgia, Belarus, Kazakhstan and Uzbekistan in the East; Colombia, Guatemala and Argentina in Latin America.

We define the role, pre-select candidates in their home country, verify documents and experience, arrange online interviews with the employer, prepare the legalisation package and finally organise the flight, transport and onboarding at your site.

As standard we run pre-selection only: we verify experience, documents and references and interview the candidate. Practical or language tests are optional and delivered for an extra fee, at the employer's explicit request.

Yes. We present a shortlist with profiles, experience and interviews. The hiring decision always stays with the employer – we never assign people without your approval.

Workers from Asia and Africa usually speak basic to communicative English; candidates from Eastern Europe typically speak Russian and often some Polish. On mixed crews it helps to appoint an English-speaking team leader – we help you set that up.

Most often: production operators, warehouse and forklift operators, MIG/MAG/TIG welders, fitters and steel structure assemblers, general construction workers, steel fixers and formwork carpenters, electricians and maintenance mechanics, installation and finishing crews, food processing, agriculture, hospitality staff and C+E drivers.

For candidates from Asia, Africa and Latin America realistically 3–5 months from contract to arrival – most of that time is official and visa procedures outside the agency's control. For Eastern Europe it is usually 4–8 weeks.

We usually present the first shortlist within 72 hours of agreeing the requirements, with online interviews in the following days.

Processing times at the voivodeship office, consular visa queues, missing information on the employer's side (working conditions, accommodation details) and seasonal peaks in applications. We report status continuously and chase deadlines.

If you need people sooner, we propose candidates from Eastern Europe or workers already legally in Poland who change employer – then the start is measured in weeks, not months.

In most cases: a type A work permit issued by the voivode, a national D visa or a residence card with labour market access, a contract in a language the worker understands, medical checks and health and safety training. Some countries qualify for the simplified declaration procedure.

Yes. We compile and file applications, handle correspondence with the voivodeship office and consulate, process residence card applications and monitor renewal deadlines. The employer provides the role, salary and accommodation details.

A type A permit covers work for a specific employer and is the basis for the visa. The single permit (temporary residence and work card) legalises residence and work at once – we usually apply for it once the worker is already in Poland.

Formally the employer, which is why we keep the documentation inspection-ready: permits, contracts, records, accommodation data and document expiry dates. We warn you well before anything expires.

We track the dates and start the renewal procedure early so the worker keeps continuous legal employment. It is part of ongoing service, not a separate order.

It depends on the country of origin, qualifications, headcount and scope (recruitment only, or the full package with legalisation and relocation). We quote after the requirements call – every item is agreed up front, with no hidden fees.

Typically official permit fees, medical checks and safety training, and accommodation if it was promised in the employment terms. The split is defined in the contract.

No. We do not charge candidates for finding work – as an employment agency we operate under Polish employment promotion law.

Settlement is staged and tied to project milestones (recruitment start, candidate approval, worker arrival). The payment schedule is part of the contract.

With permanent recruitment, yes – the worker signs directly with your company while we handle sourcing, verification and legalisation.

The worker is employed by the agency and assigned to the user employer. It fits seasonal peaks and variable demand – payroll, HR and documents stay on our side.

In outsourcing we take over a defined process (packing, co-packing, line operation) together with the crew and a coordinator, and we are settled on results. In temporary work we supply people into your own work organisation.

Yes, it is a common scenario. Transfer terms are agreed in the contract from the start.

We do. We plan the flights, meet the workers at the airport and drive them to their accommodation and to the plant on their first day.

We help find and arrange housing that meets the requirements for foreign workers, in agreement with the employer. We can also coordinate accommodation and commuting.

We provide welcome materials in the worker's language, support registration, bank account and tax number formalities, and the coordinator stays in touch with both the worker and the supervisor during the first weeks.

Yes. We brief supervisors and team leaders on organising work, safety instructions and schedules to avoid misunderstandings. This usually decides whether the crew stays long term.

Yes. If a worker does not meet expectations within the agreed trial period, we provide a free replacement. Scope and duration are written into the contract.

We start the replacement procedure on contract terms and in parallel review the cause – usually accommodation, scheduling or communication, all of which can be fixed.

We process data under GDPR, solely to deliver recruitment and legalisation. Details are in our privacy policy.

Yes – Primework Group Sp. z o.o. is entered in the National Register of Employment Agencies (KRAZ) and operates under Polish labour market law.