We find engineers who fit the role and the team, then prove it technically before you meet them. Permanent in-house hires from Poland and the EU — 2–4 vetted finalists, not a stack of CVs.
We specialize in software engineering roles across all seniority levels — from individual contributors to technical leads.
Java, Python, Go, Node.js, Scala
React, Vue, Angular, TypeScript
Various stacks; specify your requirements
Docker, Kubernetes, Terraform, AWS, GCP
Selenium, Cypress, Appium, manual and automated
Agile, Scrum, JIRA, cross-functional team leadership
Compliance-aware engineers experienced in secure transaction systems and regulated environments.
Product-minded engineers who understand learning experience design and platform scale.
ML engineers, data scientists, and MLOps specialists with production deployment experience.
We place engineers as permanent members of your team. Three employment paths are available depending on location requirements and whether you have a legal entity in the candidate's country.
Your new hire works remotely from within the EU under your direct employment. EU-compliant contract, full IP ownership, no relocation logistics. The engineer sits on your payroll and org chart from day one.
Best for: Companies with established remote workflows who want to hire fast without opening a local office.
We source and screen engineers who match your specific location requirement — on-site in your city, hybrid within commuting distance, or a defined country. The same five-stage technical vetting applies regardless of geography.
Best for: Companies that require engineers to work on-site or within a defined geographic area, and want technical screening handled before the first interview.
We recruit and formally employ the engineer in Poland on your behalf — local employment contract, payroll, statutory contributions, and IP assignment included. You manage the work day-to-day; we handle local compliance.
Best for: UK and Scandinavian companies that want nearshore permanent headcount without opening a Polish subsidiary.
Share the role requirements: tech stack, seniority level, team context, and whether it is remote or relocation. We ask the questions most recruiters skip — the ones that actually predict a successful hire.
We start with our vetted partner network, then extend to active sourcing when the role requires it. Every candidate undergoes a technical assessment and soft-skill interview before you see them.
You receive a shortlist of 2–4 technically vetted candidates, each with our written assessment notes. You conduct your own interview to evaluate cultural fit and role specifics. We facilitate scheduling, provide context on each candidate, and debrief with you after.
We support the offer negotiation, contract finalization, and onboarding handoff. For EOR hires, we coordinate local employment setup in Poland through to the first working day.
What separates technical recruitment from generic headhunting.
| Feature | Generic Agency | Job Board | Internal HR | D-Factor |
|---|---|---|---|---|
| Who Screens Candidates | HR generalists | No screening | Internal team | Senior engineers |
| Talent Pool Quality | Open database | Self-selected | Network-limited | Five-stage vetting; 2–4 finalists per role |
| Technical Assessment | CV review only | None | Varies | Code quality + system design |
| Employer of Record (EOR) | No | No | No | Yes — hire in Poland, no subsidiary needed |
| IP and Contract Clarity | Standard terms | None | Internal | EU-compliant, 100% client IP |
Many UK and Scandinavian companies want permanent nearshore engineers but do not want the cost and delay of setting up a local legal entity in the candidate's country. With D-Factor's Employer of Record service, we recruit and formally employ the engineer in Poland on your behalf — local employment contract, payroll, statutory contributions, and IP assignment included. You manage the work day-to-day; we handle the local compliance. If the candidate is based elsewhere and needs to relocate to Poland, we can support that process as part of the EOR onboarding — invitation letters, document legalisation, and first-day coordination. When you are ready to transfer the hire to your own entity, the path is built into the contract.
| Self Setup | D-Factor EOR | |
|---|---|---|
| Who employs the engineer | Your new local subsidiary (months to register, per country) | D-Factor — local contract, payroll, IP assignment from day one |
| Time to first working day | Months (entity registration, tax, banking, HR admin) | Weeks — recruitment + EOR onboarding run in parallel |
| Recruitment included | No — separate process | Yes — same CTO-curated screen, 2–4 finalists |
Not staff augmentation. Not a dedicated team. EOR = your permanent headcount, employed locally through D-Factor.
Every candidate who reaches your shortlist has cleared the same structured evaluation. Here is what that process looks like before you see a single CV.
We start from our vetted nearshore network — active professionals with verified track records — not open job boards or cold database pulls.
Each candidate is assessed against your specific requirements — tech stack, seniority level, team context, and employment path (direct hire or EOR). Candidates who do not match the brief on all dimensions are filtered here.
A senior engineer — not a recruiter — conducts a structured technical interview covering architectural thinking, domain knowledge, and hands-on problem solving relevant to your stack.
Candidates complete a practical evaluation — code review, system design exercise, or a take-home task calibrated to the role level. This separates people who talk well from people who ship.
The CTO reviews all assessment outputs and curates a shortlist of 2–4 candidates. You receive our written technical assessment alongside each profile — not a stack of CVs with a covering email.
Years in IT recruitment
Average time to first day
Average engineer tenure
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Leave your request in the form or book a call with our specialists. After that you can get a free consultation on your project or direct access to our verified staff database.