Joining GFT Is Never a Coincidence

If you've been in the industry for over a decade, you know this process well: it’s getting harder to clear the bar that keeps rising in the job market.

Today, the expectations for senior professionals are much higher than just a few years ago. To succeed in the recruitment process at GFT, solid experience is required—often at least 7–8 years.

Seniors have changed. Projects have changed. Our expectations and approach have evolved too. This is due to both technological progress and economic realities.

Quality has always mattered—but now clients scrutinize it even more closely. Expectations for senior-level specialists are clear: the rate comes with responsibility for the quality and actual value delivered in a project. "Value for money" works both ways.

AI, Data, and Core Banking are our main growth areas at GFT Poland—alongside other initiatives, they drive the digital transformation of finance.

We work with the largest banks and financial sector companies, but also with less obvious clients—including those from the Far East. For them, we build entire virtual banks from scratch, creating comprehensive, modern tech environments. These are projects that have a real impact on the market—and ones we often end up using ourselves.

One of the defining aspects of GFT is our culture—based on collaboration, trust, and continuous development. This isn’t a place where everyone works in their own bubble and projects are just a set of tasks. We have a strong expert community where people can learn and grow through real practice.

Beyond project work, we have 18 Tribes—passion-based communities within #teamGFT centered around shared interests. We’ve got divers, runners, coffee lovers, board game fans, cat people, sauna goers… and if your interest isn’t there yet, you can simply start your own Tribe. These gatherings sometimes lead to charitable initiatives—for example, a coffee webinar where the “entry ticket” was a donation to a fundraising campaign.

In CSR, we work together—supporting local causes like the Great Orchestra of Christmas Charity (WOŚP) or shelters for single mothers. Sometimes it’s a small fundraiser, other times a whole campaign planned and carried out by our team—like donating used furniture from our Łódź office to a primary school.

We’re committed to a culture of continuous learning and improvement. Boredom isn't an issue here. That’s one of the reasons people come back—they know it's a great place to grow.

📲 Want to feel the GFT vibe?
Check out our profiles:

👉 Facebook GFT Poland
👉 LinkedIn GFT Poland

We always start with a phone call—a brief contact from someone on the recruitment team to schedule a screening call. This is our version of an online meeting (via Teams), typically lasting 30–40 minutes.

During the screening:

• We introduce GFT and the specific project,

• Explain the full recruitment process,

• Ask about professional experience, motivation for changing jobs, and expectations,

• Assess soft skills like communication, openness, and “learning agility”—the ability to learn, adapt, and find solutions.

Soft skills? Yes—because it’s no longer just about the tech stack! We’re looking for people who not only deliver results but can also communicate effectively—with clients, teams, and junior colleagues.

We want candidates to know the project as early as possible—even before meeting the client. And vice versa: the client knows exactly who they’re inviting to the project. No misunderstandings, no “pig in a poke.”

We start with onboarding to help you smoothly enter your new project, meet your team, and understand how we operate day to day.

📌 We work in a hybrid model—most teams combine remote work with 2 days a week in the office (depending on the project and location).

Development Opportunities?

At GFT, our teams are mainly made up of mid and senior-level experts, though we also welcome younger talents at the start of their careers. We offer competency paths—from L1 (entry level) to L7 (leader). The level reflects not only experience but also the scope of responsibility and influence within the organization.

At L4, before moving to the next career stage (L5), you choose the path you want to follow. There are three tracks to pick from:

🔹 Leadership – for those who want to lead teams,
🔹 Solution Delivery – for people responsible for technical decisions,
🔹 Subject Matter Expert (SME) – for experts who support clients and business development.

The choice is never imposed—it’s up to you. At GFT, everyone also has a Development Manager—a person you can plan and grow with, aligned with your goals and the company’s needs.

For the most experienced professionals, we also offer the Accelerated Leadership Program—an international management training that ends with an in-person session (last time, it was in Spain 🇪🇸).

Want to see what roles we’re currently recruiting for and in which locations you can join us?

Visit 👉 https://jobs.gft.com/Poland/go/poland/4413301/ – there you’ll find current openings.