Senior management positions in Poland now offer gross salaries reaching 70,000 złoty per month, though candidates must navigate increasingly complex recruitment processes to secure these roles, according to the latest Salary Review 2027 published by recruitment firm Michael Page.
The highest earners work in positions carrying broad strategic business responsibility, with the commercial sector leading the pay scale. A chief commercial officer can command up to 70,000 złoty gross monthly, whilst a sales director may earn as much as 55,000 złoty, the report found.
Finance and technology sectors offer top pay
The financial sector follows closely behind commercial roles in the salary rankings. Directors of mergers and acquisitions earn between 35,000 and 60,000 złoty gross per month, according to data gathered by Michael Page experts. Internal audit directors can expect 28,000 to 50,000 złoty, whilst directors of corporate banking sales and banking operations both command between 25,000 and 60,000 złoty monthly.
The technology sector continues to offer competitive salaries, particularly for chief technology officers, who earn between 40,000 and 55,000 złoty gross. However, the IT market has become stratified, with wage growth slowing in areas where the supply of competent professionals has increased. Cybersecurity remains an exception, where specialists still dictate negotiation terms.
High earnings are now closely tied to implementing transformation, managing technology, overseeing mergers and acquisitions, and controlling risk, the review indicates.
Competence matters more than title
Employers now place greater emphasis on actual competencies and scope of responsibility rather than job titles when valuing managerial positions, according to the Michael Page findings.
Radosław Szafrański, managing director at Michael Page, said the market where simply changing company colours guaranteed managers a 20 or 30 per cent pay rise has ended.
“Organisations are counting their money more carefully. Meanwhile, an excellent expert who is happy in their current position will not risk moving to a new company solely for a higher salary. Before making a decision, they coolly calculate stress, commute time, team relationships and the impact of a new environment on the overall quality of their life,” Szafrański said.
Cost pressures are pushing companies to search for talent primarily among their own employees and invest in developing their skills and qualifications. When they do recruit managers externally, candidates face more demanding processes. Quick decisions have given way to thorough assessments of whether future leaders can meet technological changes and fit into the company’s long-term strategy.
Sylwia Podpłońska, senior manager at Michael Page, noted that the recruitment market has changed markedly over the past five years. During periods of dynamic employment growth, firms often made hiring decisions after just one or two stages. Now recruitment has become more selective, focusing not on fitting a candidate to a specific position but on their competencies and potential to thrive in the organisation over the longer term.
Candidates now typically go through three to six recruitment stages, with more people from different teams involved in the decision-making process. Competency tests, assignments and business case studies are making a comeback. The extended processes have forced employers to pay greater attention to candidate experience, Podpłońska explained.
Facing continued talent shortages and demographic changes, employers are increasingly noticing previously undervalued groups. Experienced workers from the silver generation may gain importance in coming years, bringing not only specialist knowledge but also understanding of processes, culture and business context, the expert added.
What this means for Poles in Poland
Polish professionals aiming for senior management roles should prepare for substantially longer recruitment processes than in recent years, with multiple interview rounds and practical assessments now standard. Focusing on developing broad competencies—particularly in digital transformation, risk management and strategic leadership—will prove more valuable than accumulating job titles. Those already in senior positions should be aware that jumping ship for salary alone may no longer deliver the significant pay rises seen in the past, as employers scrutinise candidates more carefully and internal promotions have become more common. Experienced professionals in their fifties and beyond may find renewed opportunities as demographic pressures force companies to tap previously overlooked talent pools. For detailed salary benchmarks by role and sector, the full Michael Page Salary Review 2027 provides comprehensive data for negotiating pay or assessing current remuneration against market rates.