Poland5 days ago
Grade
Middle
Experience
from 3 years
Work format
Remote
An email or a Telegram message to the recruiter
Job Title: #1 IT & TechnologyTalent Sourcer & Headhunter in Poland Title: #1 IT & Technology Talent Sourcer & Headhunter in Poland Description: Top 1% candidates in 7 days for any role or location. 1000+ closed roles of experience. Language: en-US OG Image: https://monikasaleta.com/files/2025/06/cropped-LOGO-TALENT-SOURCER.jpg
Vice President Global Talent Acquisition
" Monika is a 1st class sourcer, one of the best I have worked with. Monika's particular strengths include hard to find tech talent and utilizing innovative tools to source. I hope we get the chance to work together again soon."
Expert Talent Sourcer will save you ~$258k in 3 months (-90% cost vs. agencies).
Internally
In the first 6 months of 2026 – I helped with outreach for 306 jobs – 302 roles were filled internally, without a need to call upon additional help.
With Embedded Sourcing, hire for 4 roles at a $120k average salary and cut your recruitment spend by 90% compared to traditional agencies.
3 months
My clients save ~$258k in 3 months (with Embedded Talent Sourcing Service). Those are minimum values (vs. recruitment agencies with 20% fee).
For companies with 1 problematic role and no great candidates, which don’t want to waste money on job boards or recruitment agencies. I do sourcing and, in 7 days, bring you the best people who are interested & screened.
For risk-averse companies that prefer the premium model with long replacement guarantees, and elite-level headhunted passive candidates you won’t find applying for your roles or responding to just anyone.
Global Head of Talent Acquisition
"Monika is a passionate and expert sourcer, she is transparent, thorough and organised. Monika utilised creative sourcing methodologies which enabled her to uncover candidates that might ordinarily be missed."
Go-To-Market
Artificial Intelligence
Machine Learning
Deep Learning
Developer & Software Engineer
Web3 & Blockchain
Front-End, Back-End, Full-Stack
Data Analyst, Data Engineer, Data Scientist
Cloud (Developer, Engineer, Architect)
Cybersecurity
SAP
DevOps
Architect
Network Security & Validation
Gaming (AAA, Indie, Mobile, iGaming)
Mobile (Android/iOS/Hybrid like Flutter, etc.)
Embedded & Hardware
Audio & Graphics
QA Quality Assurance & Testing
Computer Vision
UX/UI
SEO
SEM
Solution Architect
IT/Tech Sales
Account Manager
Business Development
SCRUM Master
Product Manager
Team Leader
Head of Department
Artificial Intelligence
Machine Learning
Deep Learning
Developer & Software Engineer
Web3 & Blockchain
Front-End, Back-End, Full-Stack
Data Analyst, Data Engineer, Data Scientist
Cloud (Developer, Engineer, Architect)
Cybersecurity
SAP
DevOps
Architect
Network Security & Validation
Gaming (AAA, Indie, Mobile, iGaming)
Mobile (Android/iOS/Hybrid like Flutter, etc.)
Embedded & Hardware
Audio & Graphics
QA Quality Assurance & Testing
Computer Vision
UX/UI
SEO
SEM
Solution Architect
IT/Tech Sales
Account Manager
Business Development
SCRUM Master
Product Manager
Team Leader
Head of Department
They hire recruiters and sourcers, give them LinkedIn licenses, and expect results from InMail outreach alone. Recruiters search for candidates, send messages… and then get nothing. If they’re lucky, they see ~20% reply rates — and most of those replies are “Not interested.” The result: only a handful of CVs, often not strong enough to fill the role. So teams end up paying for job ads or expensive agencies charging 20–30% of annual salary just to get pipelines filled.
But here’s the real question - what do you do with all the candidates who don’t reply on LinkedIn?
If the answer is “nothing” — that’s the real problem. Luckily - easy to fix.
Instead of relying only on LinkedIn, I reach passive candidates outside of LinkedIn directly — via personal email and phone, where response rates are significantly higher. After 11+ years of testing, this approach has driven 99% of my 1,000+ successful placements.
Years of Experience
11
Jobs Filled (2025)
1000 +
Filling 1000 is a System.
They hire recruiters and sourcers, give them LinkedIn licenses, and expect results from InMail outreach alone. Recruiters search for candidates, send messages… and then get nothing. If they’re lucky, they see ~20% reply rates — and most of those replies are “Not interested.” The result: only a handful of CVs, often not strong enough to fill the role. So teams end up paying for job ads or expensive agencies charging 20–30% of annual salary just to get pipelines filled.
But here’s the real question - what do you do with all the candidates who don’t reply on LinkedIn?
If the answer is “nothing” — that’s the real problem. Luckily - easy to fix.
Instead of relying only on LinkedIn, I reach passive candidates outside of LinkedIn directly — via personal email and phone, where response rates are significantly higher. After 11+ years of testing, this approach has driven 99% of my 1,000+ successful placements.
Years of Experience
11
Jobs Filled (2025)
1000 +
Global HR Leader
" Monika is a really talented sourcer. If candidates can be found, she will find them. She uses creative techniques and is up to date with all the latest sourcing technology. I would have no hesitation recommending her for sourcing projects and equally would welcome her back if we needed to in the future."
Monika Saleta, DrBA – “My Talent Sourcing & Candidate Outreach system has been proven over 11+ years across multiple recruitment sectors. It has helped companies such as Amazon, Intel, Google, Microsoft, IBM, Salesforce, TikTok, Netflix, Disney, and numerous start-ups and scale-ups reach passive candidates, increase CV flow, and boost hiring results—without spending a dime on recruitment agencies.”
Around 80% of LinkedIn candi date s don’t reply to InMails with job offers! Recruiters & companies incorrectly mark those candi date s as “not interested” – whereas they are only “not responsive.” Don’t make that mistake!
I hired hundreds of “not interested” candi date s 😉
*Below examples of replies from passive candi date s who didn’t apply for client’s roles, and didn’t reply to clients’ LinkedIn messages with job offers – yet were interested in conversation after my outreach.
No stone left unturned while looking for the best candidates for your company!
No agency, RPO or internal TA team can replicate my tech-stack & candidate reach based on the combined power of all AI tools and platforms for talent sourcing.
LinkedIn alone is NOT enough in 2026 to hire the best of the best passive talent. Too much noise, too much competition.
Trust my 11+ years of Talent Sourcing. Bringing experience, knowledge, results, and savings hard to replicate.
No “random CVs” & No random candidates at your desk.
Expert, specialized recruiters on my team vet all candidates through a thorough interview lasting up to 1 hour (not a basic 5-minute screening most sourcers do).
Each person on my team has a MINIMUM of 10+ years of experience in specific sector.
So your Marketing candidates will talk with someone who spent the last decade hiring for Marketing roles; IT roles are covered by experts in Technology hiring, etc.
We can cover everything from motivation for changing jobs and soft skills to confirming work details, AI checks, technical skills, and reference checks where possible.
Most internal recruiters stop when a candidate says “not interested”. For me, that is where the real conversation starts. When candidates decline, I find out why – whether it is an outdated work model, a mismatch in responsibilities, or a salary that is half of what the local market requires.
Beyond that, my market mapping gives you exact data on talent pool sizes, geographic hubs, and the background of specialists in your field.
I also track competitor dynamics to discreetly identify key employees within rival firms who are unhappy, underutilized, and quietly open to making a strategic move. This gives you the real-time competitive intelligence needed to target rival talent and hire smarter.
Senior Director Talent Acquisition
" I have never met anyone so regimented and data driven as Monika. I had the pleasure of working with her and was blown away by her professionalism and ability to attract difficult to find individuals. It was a privilege working with her and wish all the success in future endeavors."
I’ve been Talent Sourcer for 11 years. Hired 1,000+ candidates for Google,
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We compare skills, grade, work format and salary
Most often 13,200 to 21,600
