Career

You’ll find us in the very center of Warsaw, in the Śródmieście district. We don’t have private parking, but our office is just a 10-minute walk from Warsaw Central Station, located at 71/2 Wilcza Street.

Depending on your preferences, you can choose to work with us based on an employment contract, a B2B agreement or mandate contract. We approach each collaboration individually, as we want you to feel comfortable with the terms and have the option to choose what works best for you. 

At Finker, we focus on three key areas: flexibility, development, and security.
Working with us, you can benefit from:

• Flexible working time and location (hybrid, remote, or in-office work, depending on your and your team’s needs); standard working hours start between 8:00 and 10:00 AM;
• Stable employment in the form that suits you best (employment contract / B2B / mandate contract);
• Access to various training platforms and internal training sessions, plus the option for external training funding after your probation period;
• Subsidized private healthcare – we currently offer an Allianz package with 75% of the cost covered by Finker.

We work with tools such as the enova365 ERP system (sometimes Symfonia and Optima for specific clients), SaldeoSMART, Excel, Power BI, SQL, Python, and many more.
Since we operate in distributed teams, we rely on Google Workspace and Asana to support daily collaboration.

We will provide you with all the equipment you need to work both from the office and remotely — including a laptop, an additional monitor, a mouse, a stand, and full access to other work tools like ERP systems and electronic document management platforms.

It depends on the team. Advanced English skills are required in the Controlling department, while in Accounting and Payroll they are not necessary.
When working with English-speaking clients, communication is mostly handled via email.

You’ll start by coming to our office and spending time with Magda, Ula, and our Health & Safety officer 🙂
Magda will introduce you to the company’s life, our procedures, rules, and values. Together, you’ll go through onboarding training and meet the Finker team.
With Ula, you’ll take care of all the formalities related to your contract.

Ula and Magda will also be your first points of contact for onboarding.
Ula will get in touch with you regarding your medical check-up and the information needed to prepare your contract, while Magda will send you a welcome email with detailed instructions for your first day, so you feel comfortable and well-prepared before arriving.

In  one word – gradually. 😉
At the beginning, we want you to experience our organizational culture and work style firsthand. We’ll walk you through specific processes so you understand what, where, and how things work at Finker.
You’ll meet your team, who will guide you through all the areas you’ll be responsible for.
Typically, the in-office onboarding lasts about a month. After that, we’ll ask for your feedback — how you felt about the process, what we could improve, and what’s working well in your opinion.
We’re always open to your suggestions and needs! 🙂

Growth is important to us — and anyone looking for it will find it here.

We focus on training, sharing best practices, and broadening perspectives.
If you feel ready to expand your responsibilities or take on new clients, we aim to reorganize and create the right conditions for you.
This approach also helps us ensure work continuity and team coverage during vacations or longer absences.

On the other hand, if you’re happy with your current position and don’t feel the need to move upward, that’s completely fine with us too.

Every year in the second quarter, we conduct an annual review of salaries and positions, which is usually the best time for feedback, career discussions, and development planning.

Absolutely! At Finker, we are constantly running external recruitment processes.
We regularly expand our teams and plan for the future, anticipating upcoming needs and challenges.
We focus on finding people who match not only our professional expectations but also our organizational culture — and that’s even more important to us.
We are often willing to wait 3–4 months for the right person 🙂

The duration of the recruitment process depends on several factors, but usually it doesn’t take longer than one month.
Some recruitments may take a bit longer due to the nature, level, or complexity of the position.

We do both — it depends on the specific recruitment process.
More often, we are expanding our own internal teams, but we also occasionally recruit for our clients’ finance and accounting departments.
In such cases, we clearly inform candidates at the job posting stage.

The larger number of recruitments, especially for accounting roles, is mainly due to how we manage our hiring processes and the evolving needs of our teams.
Our recruitment is cyclical, which means we keep the door open for new hires throughout the year, depending on team needs.

In Accounting, things are even more dynamic because the department is divided into smaller teams, each handling its own portfolio of clients.
Internal promotions also play a role — and sometimes, unfortunately, we part ways with team members, which is a natural part of business life.
Each situation is different, so we approach recruitment quickly and efficiently.

We provide feedback after every stage of the recruitment process, whether the candidate moves forward or we decide to end the process at the CV selection stage.
Our goal is to give feedback within a week, although in some cases this timeframe may be slightly longer.

First of all, stay calm.
The interview is a chance for both sides to see if we are a good match — it’s a conversation, not an interrogation.
If you feel nervous, it might help to quickly review your previous work experience and the skills that are relevant to the position you’re applying for.
Take another look at the job posting and prepare any questions you’d like to ask us. During the interview, we’ll explain anything you might be curious about, tell you more about our organization, and clearly walk you through how our recruitment process works.

In most of our recruitment processes, there is a stage involving professional skills testing.
It usually happens after the initial phone interview and consists of completing the tests at a time chosen by the candidate. In Accounting and Controlling, the tests are typically short multiple-choice quizzes, such as numerical or tax tests.
Additionally, we have role-specific exercises.  For example, if you’re applying for an Accountant position, you’ll receive multiple-choice tests (numerical and tax) along with a practical accounting task in a Google Sheet, where you’ll be asked to post a few business transactions using T-accounts. If you know you won’t be able to complete the test on time — just email or call the recruiter you’ve been in contact with.
We’ll work out a new plan together. Also, keep in mind — this isn’t an exam.
The main goal of the tests is to better understand your previous experience and your way of thinking in certain situations.

References usually involve a phone call with a person you choose as the candidate.
It can be someone you currently work with or someone you worked with in the past — a colleague, close coworker, or supervisor. The only requirement is that the person is professionally connected to you. We always require your consent as well as the referee’s consent before making contact.
We never reach out to anyone without permission.

No matter what stage you’re at, you should normally receive feedback from us within a week of applying.
However, we’re only human, and sometimes things don’t go exactly as planned. For example:

• If a recruitment receives a lot of applications and we know we won’t be able to meet the one-week feedback deadline, we send out an email asking candidates for a bit more patience. Please check if you received such a message from us.
• If a week has passed and you haven’t received feedback or a message about a delay, check your spam folder.
• Double-check that your CV includes the correct contact details (email/phone number) — typos or switched digits can happen!

And of course, you can always reach out directly to check the status of your application. Feel free to contact Jola (jolanta.pijanowska@finker.pl) or Łukasz (lukasz.bozek@finker.pl).

Throughout the recruitment process, you’ll be in touch with the recruiter responsible for that specific hiring process and one of our team managers (for example, in accounting recruitments — with the Chief Accountant).
For some managerial or leadership roles, our CEO, Paweł Ruka, also takes part in the process.

If you’re interested in a role we’re not currently recruiting for, you can always submit a spontaneous application.
You’ll find all the information and the application form on our Careers page.
We regularly review spontaneous applications and will definitely get back to you with feedback.

Recruitment often means that out of many great candidates, we can only offer the role to one person.
At Finker, we don’t like losing touch — especially when we see strong potential in someone.
If we know that a new opportunity is coming up in a particular team or department, we first reach out to candidates we’ve already been in contact with.
We explain the role and position, answer any questions, and if there’s mutual interest — we move forward with an offer.