Benjamin Visser

The HR market in Europe is changing faster than ever. Automation and AI are now part of everyday business, and at Grupa Pracuj we keep investing in technologies that support both employers, candidates and employees. In the first half of 2025 we achieved another period of solid growth: 🚀 Revenue: PLN 409m (+5% y/y) 🚀 EBITDA: PLN 185m (+9% y/y) What makes us proud is the balance of this growth: Job Classifieds: Pracuj.pl reached a record 61k active clients, and robota.ua saw a 16% increase in applications – clear proof that innovation delivers real results. HR Software (SaaS): eRecruiter, softgarden and Kadromierz achieved 14.5% MRR growth, showing the scalability and relevance of our solutions across Europe. A big thank you to our teams for their courage to innovate, and to our clients for their trust. Together we’re building Europe’s leading HR Tech platform – innovative, resilient, and scalable. I truly believe HR Tech will be one of the main forces shaping the future of work in Europe. #HRTech #FutureOfWork #Innovation

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Framework for 12 key Talent Acquisition metrics. TA is as much about measuring as it is about hiring. This table is a guide to key recruiting metrics that we track From time-to-alignment to offers accepted. This snapshot highlights what to track, why it matters, and how to improve. 👉 Why it’s useful: It helps recruiters focus on the right activities. Provides actionable coaching tips for each metrics. Data drives results. Which ones are your fave?

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Pay transparency looks like a 2027 issue. But for reward leaders, the challenge starts NOW.. The EU Directive isn’t just about publishing numbers. It forces employers to: • Define and defend their job architecture • Collect fragmented data across payroll, HRIS, and benefits • Model out remediation plans for gaps above 5% • Train managers to handle tough conversations about fairness That’s not an overnight exercise. It’s a multi-year change programme. The risk? Wait until the deadline, and you’ll scramble. Rushing through audits, firefighting with employee reps, and losing trust along the way… It’s not fun. Start now, and you can: • Build one auditable “source of truth” for compensation • Design consistent ranges before regulators force the issue • Use transparency to increase retention, instead of risking attrition The deadline is 2027. The workload is 2025.

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🚨 When two of the most influential names in talent align 🚨 Korn Ferry’s latest article on upcoming hiring decisions and talent evolution is strikingly in sync with what LinkedIn has been highlighting for a few years now: The future of work is less about “filling roles” and more about reinventing workforces. A few data points where Korn Ferry (KF) and LinkedIn (LI) converge, and what every talent leader should be watching: (all article & report sources in the comments) → Skill Evolution 🟢 KF: ~50% of future hires will be in roles with skills that didn’t exist 3 years ago 🔵 LI: Skills will shift by 70% by 2030; 28–46% change from 2015–2025 → Talent Strategy & Skills-First 🟢 KF: Emphasis on build/buy/borrow strategies and capability-based orgs 🔵 LI: Internal mobility + skills-first hiring = top priorities for retention → AI Fluency & Adoption 🟢 KF: Demand for AI-savvy talent is reshaping org structures 🔵 LI: AI adoption up 14×; AI-skilled hiring outpaces others by 30%; 75% of knowledge workers use AI → Soft Skills Still Rule 🟢 KF: Adaptability and emotional intelligence remain key 🔵 LI: Communication is 2024’s number 1 most in-demand skill → L&D & Career Development 🟢 KF: Implied need for large-scale reskilling 🔵 LI: 90% of companies keeping or increasing L&D budgets; career growth is a top driver of retention 🧠 The shift isn’t just about the number of people to hire. It’s about who, what for, and how ready they are for what’s next! 💬 And let’s be real, the market is tough right now. It’s not just about being hireable, it’s about becoming adaptable. Upskilling, shifting mindsets, and staying persistent. We all see it currently, we feel it, and we should not be alone. 🦾

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