Attracting financial talent: what Warsaw’s analysts and controllers expect from the workplace

Warsaw has long stood out as a leading business hub in Central and Eastern Europe, drawing investors with its dynamic growth and deep pool of finance professionals. The city’s talent—skilled, ambitious, and experienced in international business—makes Warsaw a prime destination for shared services centres (SSCs) and financial reporting teams.

To better understand what drives financial talent in Warsaw, HR consulting firm HRK conducted two comprehensive surveys in 2025. These studies focused on the expectations and needs of financial controllers and directors overseeing reporting and analytics in international organisations. The findings offer valuable insights into the skills, motivations, and workplace conditions that matter most to finance professionals in Poland’s capital.

This article highlights the key takeaways from HRK’s research and provides strategic recommendations for companies looking to build or expand financial operations in Warsaw—whether launching a new SSC, strengthening existing controlling functions, or establishing a management reporting centre.

Why Choose Warsaw?

Warsaw has emerged as a top choice for companies setting up regional finance hubs, SSCs, and analytics teams. The city offers a strategic location, modern office infrastructure, high quality of life, and—most importantly—access to a talented, well-qualified workforce.

According to HRK’s 2025 survey, nearly half of financial controllers in Poland are based in the Warsaw metropolitan area. These professionals bring international experience, fluency in English, and advanced skills in BI tools and ERP systems. Notably, 85% have at least six years of experience, and almost half have worked in controlling for over a decade.

Finance directors are also drawn to Warsaw, with over 55% of survey respondents in this group currently working in the capital. The city’s appeal spans industries—from manufacturing and real estate to consulting, e-commerce, and B2B services—demonstrating the broad relevance of Warsaw’s talent pool.

Innovation is another hallmark of Warsaw’s financial sector. Survey participants highlighted the increasing adoption of automation, artificial intelligence, data warehousing, and real-time reporting. These technologies drive efficiency and support the creation of agile, modern finance teams capable of serving both Polish and European operations.

For international investors, the message is clear: Warsaw offers rapid access to highly skilled controlling professionals who combine operational expertise with strategic vision and are ready to thrive in a global business environment.

Profile of Controlling Talent

Warsaw stands out as a hub for experienced controlling professionals, attracting talent eager to thrive in fast-paced, international settings. According to HRK’s survey of financial controllers and finance directors, Poland’s capital offers a deep and reliable talent pool for companies expanding their financial operations.

Nearly half of controllers surveyed have over ten years of experience, while another 28% bring three to five years in the field. Financial controlling remains the primary area of expertise, but commercial and production controlling are also well represented. Notably, almost two-thirds of respondents have played a role in implementing new tools for reporting and data analysis, underscoring their active involvement in digital transformation.

Most controllers hold degrees in finance or related postgraduate qualifications—a figure that rises to 90% among finance directors. While many professionals have yet to earn international certifications like ACCA, CIMA, or CFA, there is growing interest in pursuing these credentials as a step toward career advancement.

English proficiency is a clear strength: over 60% of controllers and more than 70% of finance directors use English at a B2 level or higher. This capability is vital for teams supporting the CEE region or reporting to global headquarters.

While Microsoft Excel remains the standard tool, adoption of Power BI, SQL, Power Query, Tableau, and Cognos is on the rise. Warsaw’s financial specialists are not only adept at using these platforms—they are also prepared to develop and optimize them to meet evolving business needs.

Hybrid work is now the preferred model, with most professionals favoring two to three days in the office each week. This reflects a strong demand for flexibility, balanced with the need for team cohesion. For companies entering the Warsaw market, offering flexible work arrangements is no longer optional—it is expected.

Skills and Expectations

Both controllers and finance directors agree: analytical skills are essential. This was cited as the top competency by 84% of specialists and 89% of managers. However, priorities diverge beyond this point.

Finance directors see the biggest skills gaps in communication, knowledge of tax and financial regulations, and management reporting experience. They also note challenges in finding candidates who excel under pressure and in cross-functional teams.

Controllers, on the other hand, are focused on developing technical skills—such as Power BI, SQL, Python, and report automation—as well as soft skills like communication, assertiveness, and basic leadership. Many also express a growing interest in applying artificial intelligence to their daily work. However, some report limited employer support for professional development, often having to fund their own training and certification.

This points to a communication gap: while employers seek agility, adaptability, and strategic thinking, many specialists remain focused on operational tools and may not be fully aware of broader business expectations.

Looking ahead, the most sought-after professionals will be those who combine technical expertise with a strong understanding of business strategy. The ideal candidate is not just an analyst, but a business partner—someone who can communicate insights clearly, engage stakeholders at all levels, and drive decision-making.

Workplace Preferences and Motivators

Warsaw’s finance job market is highly competitive, offering controlling professionals a wide range of career opportunities in both SSCs and core business roles. For companies building teams in the city, understanding what drives candidates is crucial for attracting and retaining top talent.

Survey results show that financial controllers value more than just salary. While bonuses are important, flexible work models, professional development, hybrid arrangements, and work–life balance are nearly as significant. Nearly half of respondents plan to change jobs within six months, and another 35% are considering it within a year—highlighting the challenge of talent retention.

Key motivators for changing jobs include higher salaries, access to a company car, greater flexibility, and opportunities to develop technical skills. Respondents also value having a say in business decisions and working on strategically important tasks.

Finance directors confirm that retaining top talent now requires more than competitive pay. Clear promotion paths, support for professional certification, and flexible working conditions are essential. As candidate expectations evolve, employers who adapt quickly—in leadership, tools, and reporting structures—will be best positioned to attract and retain the best talent.

Recruitment and Talent Availability

For international investors, talent availability and a reliable recruitment process are critical when choosing a financial centre. HRK’s latest survey shows that while Warsaw boasts a strong pool of financial specialists, securing top talent—especially for senior roles—remains a challenge and demands flexibility.

Over half of finance directors describe hiring qualified financial controllers as difficult or very difficult, with only 6% finding it easy. Recruitment is often lengthy: 39% of recent hires took at least two months, and 22% extended beyond three months. The main obstacles cited include gaps in candidate skills, weak communication abilities, and rising salary expectations.

High turnover compounds these challenges. In more than 40% of organisations, controlling teams saw staff changes in the past year, and one in four companies reported turnover rates above 20%. Key reasons for departures include time pressure, inadequate pay, limited growth opportunities, and excessive workloads. Smaller firms, in particular, struggle with internal promotions due to a lack of open positions.

Despite these hurdles, most finance directors are actively working to retain talent. Common strategies include investing in employee development, adopting flexible work models, and enhancing compensation and benefits. Some organisations are also restructuring to make career paths in controlling more attractive.

While the Warsaw job market is competitive, it offers significant potential for employers who provide clear growth opportunities and competitive conditions. Strong employer branding and a streamlined, candidate-focused recruitment process are essential for attracting and retaining top talent.

Strategic Recommendations

HRK’s findings confirm that Warsaw is a mature and competitive market for finance professionals. For international companies considering shared services centres, regional reporting hubs, or analytical teams in the city, the opportunities are substantial—but so is the need for a clear market entry strategy.

• Understand Candidate Expectations: Warsaw professionals value hybrid work, flexibility, meaningful roles, and visible business impact. Beyond competitive pay, they seek structured career development, access to modern tools, and opportunities to build both technical and interpersonal skills.
• Embrace a Partnership Approach: Today’s controllers are more than data reporters—they are financial analysts and business advisers who drive decision-making and communicate complex information across the organisation. Building teams with a blend of analytical, technical, and soft skills is crucial.
• Prioritise Efficient Recruitment and Onboarding: Speed is vital. Lengthy hiring processes risk losing candidates to competing offers. A well-designed onboarding experience and early investment in employee development boost engagement and retention.
• Strengthen Employer Visibility: Candidates gravitate towards employers known for strong working conditions, modern tools, and a robust internal communication culture. In finance, employer reputation and business stability are as important as salary.

Warsaw offers a dynamic environment for building high-performing finance teams. Success depends on aligning with market realities and making talent development a core strategic priority. Our survey findings highlight Warsaw’s potential and provide actionable guidance for unlocking it.