NIS2, GRC and cybersecurity recruitment in Poland: what investors need to plan

NIS2 has changed how companies think about cybersecurity workforce planning. Security is no longer only an IT control function. It is part of governance, operational resilience, incident reporting, supplier risk, business continuity and board-level accountability. For employers operating in Poland or building teams for the European market, this creates new recruitment needs.

The most visible impact is growing demand for professionals who connect technical cybersecurity with governance, risk and compliance. These profiles are often referred to as GRC specialists. They help organizations translate legal and regulatory requirements into policies, controls, documentation, responsibilities and evidence.

Why NIS2 affects recruitment

The NIS2 Directive introduces broader cybersecurity risk-management and reporting requirements for more sectors across the European Union. It raises expectations around incident handling, supply chain security, business continuity, vulnerability management, access control, security policies and management accountability.

In Poland, amendments to the national cybersecurity framework have created obligations for key and important entities, including registration in the national system, implementation of an information security management system, incident reporting and cybersecurity audits. This means employers need people who can build and operate the organizational side of cybersecurity, not only deploy tools.

The roles most affected

The roles most directly affected by NIS2 include GRC specialists, cybersecurity risk analysts, compliance specialists, information security managers, security architects, incident response leads and third-party risk specialists. In more mature organizations, these responsibilities may be split across several roles. In smaller teams, one senior person may cover several areas, which makes recruitment more difficult.

The key challenge is that the best candidates must understand both regulation and technology. A purely legal or compliance background may not be enough if the role requires cooperation with infrastructure, cloud, application and SOC teams. At the same time, a purely technical security engineer may not be prepared to build audit evidence, risk registers or governance documentation.

GRC talent availability in Warsaw

HRK market mapping estimates the Warsaw GRC and compliance cybersecurity talent pool at approximately 400-600 professionals. This is a much smaller group than operational security roles. The market is competitive because banks, consulting firms, shared service centres, life science companies and international corporations all need similar capabilities.

Experienced GRC candidates are often passive. They may be employed in stable organizations and will only consider a move if the role has clear authority, realistic expectations and strong organizational support. A GRC role with responsibility but no influence is not attractive.

What to look for in candidates

Strong GRC candidates typically have experience with information security management systems, risk assessment, internal controls, audit preparation, incident reporting, third-party risk, policy development and regulatory mapping. Knowledge of ISO 27001, NIS2, GDPR, SOX, DORA or sector-specific standards may be relevant depending on the organization.

Practical experience matters. Employers should assess how candidates have implemented controls, coordinated audits, worked with technical teams, documented risk and communicated cybersecurity requirements to non-technical stakeholders.

Recruitment process design

GRC recruitment should combine regulatory, practical and stakeholder-management assessment. A useful interview may include questions about a previous audit, a risk assessment process, a supplier security review or how the candidate translated a regulatory requirement into operational controls.

Employers should avoid testing only theoretical knowledge of regulation. The value of a GRC professional lies in implementation: turning requirements into processes, ownership, evidence and measurable progress.

Compensation planning

According to HRK salary data, a mid-senior GRC analyst in Warsaw may typically fall within 16,000-24,000 PLN gross per month on an employment contract and 18,000-26,000 PLN net on B2B. More senior candidates with multi-regulatory, international or highly regulated-sector experience may require higher packages.

The compensation offer should reflect the level of responsibility. If the role is expected to design governance, support audits, report to senior stakeholders and coordinate across technology teams, it should not be priced as a junior compliance position.

Key takeaway

NIS2 increases the need for cybersecurity talent that can operate between technology, regulation and management. GRC recruitment in Poland requires precise role definition, realistic compensation, targeted sourcing and a clear explanation of the role’s authority. Employers that treat cybersecurity compliance as a strategic capability will be better prepared to attract the specialists they need.