Interview with Karolina Słodowska, Head of IT Outsourcing at eConsulting

Karolina has a long-standing track record in the industry. Throughout her career, she has successfully recruited more than 150 technical experts, supporting clients across various sectors. Her recruitment experience spans multiple industries including finance, medtech, telecommunications, e-commerce, and software development, which gives her a broad perspective on diverse tech needs .Her key strengths include strategic team building, deep understanding of tech roles, and the ability to match the right talent with the right project.

Today we’re talking with Karolina Słodowska, Head of IT Outsourcing at eConsulting. Karolina, let’s start with a fundamental question.

How do you assess whether someone is a good fit for a project – beyond just technical skills?

Karolina:
Technical competencies are just one part of the equation. Soft skills are extremely important – things like communication, proactiveness, a problem-solving attitude, and the ability to collaborate within a team. I always ask the client about their preferred style of cooperation. Is the team highly independent, or do they expect more structured guidance? Matching the personality and mindset of a candidate to a specific environment makes a huge difference – something that’s increasingly important in today’s IT environment.

Interviewer:
Oh, I see – so it’s not just about checking boxes on a tech stack. I completely agree that personality fit can make or break a project. And today’s IT roles definitely go far beyond the old “basement developer” stereotype.
I’m curious – do you think it’s worth holding out for that “perfect” candidate, or is it more important to build a solid team quickly?

Karolina:
I would never recommend hiring someone who doesn’t fit the team, just for the sake of speed. But at the same time – the perfect candidate rarely exists. Of course, when technical demands are very high, you need to be selective. But in many cases, it’s better to bring in someone strong and adaptable, who fits the team culture, than to spend months chasing a unicorn. Time is a cost too. Agility is everything in outsourcing.

Interviewer:
Right, and that’s such a practical perspective. Sometimes “good enough and fast” is the smarter long-term choice, especially when projects are under pressure.

Now, speaking of skills – what technical competencies are currently in the highest demand, and do they differ by industry?

Karolina:
Absolutely – they differ a lot depending on the industry. In fintech, backend technologies like Java or .NET are in high demand, as well as cybersecurity. In e-commerce, there’s more emphasis on frontend – React, Vue, often integrated with headless CMS. Recently we’ve also seen a growing demand for AI/ML – but not only in the big data space. Clients want to use AI in very specific business contexts. And regardless of sector, cloud skills are always valuable – AWS, Azure, GCP.

Interviewer:
Interesting! So technical stacks can really vary, and it’s not a one-size-fits-all situation. And what about certifications – do clients still care about them, or are they more focused on experience?

Karolina:
Certifications are a plus, especially in corporate or cloud-heavy environments. But clients increasingly want to know what the person has actually done. Real-life examples, technical decisions, outcomes. The ability to clearly explain your project work speaks louder than a list of badges. I often say: I’d rather talk to someone with one big project and deep insight than someone with ten certifications and no practical experience.

Interviewer:
That’s so true – being able to talk through your decisions is a skill in itself.
Now, let’s talk about outsourcing. What value does a partner like eConsulting bring compared to traditional in-house recruitment?

Karolina:
Mainly speed, access to talent, and experience in evaluating people across various domains. We don’t just provide CVs – we advise. If expectations are unrealistic for the budget, we say it openly. We also support onboarding, replacement processes, and long-term team structure planning. It’s about building something sustainable, not just filling a gap.

Interviewer:
That proactive advisory role sounds like a game-changer, especially when clients face delays or failed recruitment attempts. I imagine you’ve had cases where companies turned to you after things didn’t go as planned?

Karolina:
Many times. They come to us after months of unsuccessful hiring, losing time, money, and delaying critical milestones. Sometimes I want to say, “Why didn’t you call earlier?” But I understand – clients often need to experience those challenges firsthand before seeing the value of outsourcing.

Interviewer:
Yes, sometimes lessons have to be lived to be learned.

So let’s talk about the timeline – how long does it really take to find a good candidate?

Karolina:
In the best-case scenario – around 2 weeks from the moment we define the profile to signing the agreement. But it also depends on how fast the client responds and how attractive the project is. A strong, agile partnership makes everything smoother. When the process gets dragged out, top candidates may accept other offers.

Interviewer:
That’s a good reminder – the best candidates don’t stay on the market for long.
Do you think outsourcing can be a long-term solution, or is it more of a temporary fix?

Karolina:
More and more companies are choosing outsourcing as a long-term strategy – especially when scaling or when internal HR teams are overloaded. It offers flexibility, access to top talent, and reduces the burden of building everything in-house. If the relationship is based on partnership, it can be a very sustainable model. That’s how we work with our clients at eConsulting.

Interviewer:
Great to hear! It’s encouraging that outsourcing is evolving from “plan B” to a real strategic choice.
Now, let’s zoom out a bit – what trends have you noticed in the IT job market over the past year?

Karolina:
Definitely more caution – on both sides. Candidates care more about long-term stability. Clients are becoming more focused on ROI – reducing roles or looking for versatile profiles. And there’s more openness to outsourcing because it offers flexibility without fixed costs.

Interviewer:
Yes, that shift toward efficiency is visible across industries.

And finally – what’s the most difficult IT recruitment you’ve ever led?

Karolina:
The most challenging one was for an IT Security position requiring fluent German. It was a rare mix – high-end technical expertise and language fluency. Plus, the client needed someone ready to work in an international setup and directly with the end client. And the deadline? 48 hours. We did manage to close it successfully, but it required intense focus, constantcommunication with the client, and a lot of creative sourcing.

Interviewer:
Wow – sounds like a high-pressure mission! It really highlights the value of deep market knowledge and the ability to move fast under pressure. Thanks, Karolina, for sharing all these insights – it’s clear that building IT teams today takes much more than just reviewing resumes.

IT recruitment is evolving, and so are expectations on both sides. As Karolina highlighted, success today is not just about technical skills – it’s about adaptability, mindset, and true partnership between clients and outsourcing providers. If you’re looking for a trusted partner to build or scale your IT team – whether short-term or long-term – get in touch! We’ll schedule a free consultation with one of our advisors to discuss your specific needs.