Long-term cooperation • Employment contracts • Remote work
A remote back-office team.
A manager who keeps it running.
I will build and manage a team to support your company’s day-to-day operations. Together, we will define the tasks, select the right people and establish a way of working that makes progress and quality measurable.
Your company directly employs me as the manager and the agreed team members under employment contracts. All work is carried out remotely.
Scope agreed together
Which tasks could we organise for you?
We start with processes that can be handled remotely. The areas below provide a starting point for discussion. The final scope will reflect your company’s needs and the candidates’ verified skills.
Documents and administration
Handling documents, organising information, updating records and supporting recurring administrative tasks according to agreed procedures.
Data and processes
Checking document completeness and data accuracy, and working within company systems. This builds on my experience leading the Customer Verification Department at STS S.A.
Organisation and quality
Assigning responsibilities, planning work, onboarding employees, supervising daily operations and reporting agreed performance measures.
A manager and team within your organisation
Clear expectations from our first conversation.
I am seeking long-term employment with your company as a manager, alongside a team selected for the agreed scope of work.
Before starting, we will agree on staffing levels, employment terms, responsibilities, tools and communication. The team’s composition and start date must be confirmed for each engagement.
My responsibilities
I organise onboarding, tasks, priorities, schedules and quality control. We agree on the results I will report and who within your company makes decisions about the process.
Support with setting up remote work
I also help your company prepare for remote working — from organising workstations and equipment to agreeing how costs are reimbursed, through a flat-rate allowance or reimbursement of eligible expenses, and preparing remote working rules or the relevant agreements. I work with HR, occupational health and safety specialists and IT so that the team starts work with clear arrangements in place.
How to prepare your company for remote work by employees with disabilities — Guide in Polish →
Understanding your needs
We identify the tasks that need support, their scale and which can be carried out remotely.
Selecting the team
We define the required skills and staffing levels, then confirm candidate availability and employment terms.
Employment and onboarding
Your company enters into employment contracts. We agree on access to tools, procedures, training and an onboarding schedule.
Operations and performance review
I supervise task delivery. We monitor the agreed measures and adjust the organisation of work as needed.
Experience and references
Experience building a stable team.
From 2011 to 2026, I worked as Customer Verification Manager at STS S.A., Poland’s leading sports betting operator. I was responsible for recruitment, onboarding, employee development and organising the work of a team of up to 17 specialists.
My professional reference confirms my work in planning, quality control and maintaining staff turnover close to zero for over a decade. This experience underpins the employment model I propose.
“His departure from the organisation after 15 years leaves behind a structured, loyal and well-organised department.”
Łukasz Świerk
Chief Operating Officer, STS S.A.
Excerpt from a professional reference, translated from Polish.
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The team and employment costs
Employee skills.
Potential PFRON benefits.
The candidates include people formally certified in Poland as having a significant degree of disability and documented specific medical conditions. Employing them may offer benefits in PFRON settlements, depending on the company’s circumstances and whether the applicable requirements are met.
First, we define the tasks and select the people. We then compare employment costs with a potential reduction in mandatory contributions to PFRON, Poland’s State Fund for Rehabilitation of Disabled Persons. Eligibility for wage subsidies is assessed separately.
The calculator provides a preliminary estimate. A detailed assessment requires employment data and employee documentation.
Before we start
Frequently asked questions
Who employs the manager and team members?
Your company directly employs me and the agreed team members under employment contracts. We agree on the terms and responsibilities before starting.
Is all work carried out remotely?
Yes. Remote work is a condition of the proposed arrangement. Before employment begins, we check that the tasks, systems and communication support this way of working.
How many people can start, and when?
We agree on team size and timing after defining the scope of work and confirming candidate availability. Team size is determined individually for each company.
How will the team’s performance be assessed?
Together, we define measures suited to the process, such as completed tasks, timeliness and quality. We also agree on reporting frequency and how issues will be resolved.
Will PFRON benefits cover all employment costs?
This requires an individual comparison. Contribution savings do not represent a net result after employment costs, and wage subsidies have separate eligibility requirements. You can explore a preliminary scenario using the PFRON calculator.
Paweł Kozłowski
Let’s discuss the work
you need to organise.
Describe the processes that need support, the workload and your planned start date. We can then assess whether this employment model fits your company’s needs.