Antal gains the Business Gazelle 2025 title

We are proud to announce that Antal Poland has been included in the prestigious group of the most dynamically developing Polish companies in the SME sector, distinguished in the Gazele Biznesu 2025 ranking organised by Puls Biznesu.

Gazele Biznesu is the oldest, most reliable and most popular ranking of small and medium-sized companies in Poland. Puls Biznesu has been organising it continuously since 2000, in line with its mission to support entrepreneurship. The ranking is based on the most objective criteria – financial results – and participation in it is free of charge. Gazelles are companies that have maintained continuous revenue growth over the last three years, have not incurred losses, and disclose their financial results transparently.

2025 has verified our ability to effectively implement our Growth strategy and achieve stable growth despite numerous challenges. This distinction confirms the resilience and flexibility of Antal's business model, enabling the organisation to quickly adapt to dynamic market changes. By focusing on innovation, efficiency, and consistent implementation of strategic objectives, we have achieved measurable operational and organisational results, including increasing scale and operational efficiency in IT and Non-IT Outsourcing, as well as developing the Antal Business Consulting department.

Thanks to the consistent implementation of strategic objectives, in 2024–2025, we achieved several measurable operational and organisational results that provide a solid foundation for the objectives planned for 2026.

Implementation of the GROWTH strategy

Antal as the employer of choice in the HR services sector

As part of our efforts to strengthen Antal's position as an employer of choice, we have consistently developed a work environment grounded in the values of diversity, openness, and innovation. In line with our policy focused on well-being, competence development, and team engagement, we have implemented several programmes to support our organisational culture.

In 2025, we continued to implement our ESG strategy, an integral part of which is employer branding activities for current and prospective employees. We developed training and communication initiatives to increase organisational cohesion and strengthen the company's cultural identity. For 2026, we anticipate further activities in career path development, mentoring programmes, and employee experience management systems.

Development of outsourcing services and strengthening of market position

In view of the ongoing transformation of the HR service delivery model, we focused on scaling and operational efficiency in Contracting and Recruitment Process Outsourcing (RPO). At the same time, we carried out optimisation and digitisation activities to automate processes and improve service quality. In 2026, we plan to further scale our outsourcing model, increase operational flexibility, and strengthen client and contractor satisfaction.

Innovation as a source of competitive advantage

In response to the growing role of technology in recruitment services, we accelerated the digital transformation process by developing our own data-driven tools and solutions. In 2025, we continued to expand the ReX – Recruitment Exchange platform, which enables international cooperation between headhunters within a unified operating environment.

Organisational improvement and operational efficiency

In 2025, to increase operational efficiency and transparency of internal processes, we continued extensive back-office optimisation activities. The standardisation of administrative procedures, the harmonisation of data sources, and the deepening of cooperation between support units and the business delivered measurable results, including shorter response times and improved internal service quality.

In 2025, we continued to implement management tools and develop systems to support operational decision-making, including the Salesforce system, which will improve customer relationship management and automate sales processes, increasing efficiency and customer satisfaction. In 2026, we plan to develop services through data analysis further, the automation of recruitment and contracting processes, the digitisation of internal processes, the integration of operational data, and the development of initiatives grounded in continuous improvement.

Building lasting relationships with candidates and developing human capital

One of Antal's key strategic priorities remains developing long-term relationships with candidates and supporting their professional development. In 2025, we intensified our efforts to improve the candidate experience and began building a new contractor service system, which we plan to complete in 2026.