How to Apply to Eurocash

17 min read Last updated April 20, 2026 2 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Eurocash SA is the largest food wholesaler and independent-grocery franchise operator in Poland, headquartered in Komorniki near Poznan and listed on the Warsaw Stock Exchange under ticker EUR, employing roughly 21,000 people across more than 180 Cash&Carry hubs, the abc convenience network of around 9,000 stores, the Delikatesy Centrum supermarket franchise of around 1,300 stores, the Lewiatan partnership, and the Frisco.pl Warsaw e-grocery operation.
  • The company was founded in 1995 by Luis Amaral, a Portuguese entrepreneur who remains controlling shareholder through Politra BV with roughly a quarter of the equity and serves as President of the Management Board; the Polish-Portuguese dual identity sits at the centre of the company's culture.
  • The single canonical careers entry point is kariera.grupaeurocash.pl, a custom WordPress portal with quform form intake. An older kariera.eurocash.pl subdomain currently has a misconfigured wildcard certificate; do not submit personal data through it.
  • Hiring is concentrated in operational roles (warehouse, forklift, driver, store-support) at regional distribution centres across every voivodeship; franchise-support roles for the abc, Delikatesy Centrum, Lewiatan, Groszek, Euro Sklep, Gama, and Koliber networks; head-office finance, audit, controlling, treasury, IT, HR, category, and supply chain functions in Komorniki; and Frisco.pl tech and product roles in Warsaw.
  • Polish-language CV is correct for nearly every role, with Polish RODO consent clause mandatory at the bottom. Operational roles require UDT forklift certification (I WJO, II WJO) and current ksiazeczka zdrowia for any food-handling work.
  • Honest framing matters: this is a thin-margin Polish FMCG business under structural pressure from Zabka growth, the discounter consolidation, and the 2022 to 2024 inflation cycle. Compensation is modest at warehouse level and mid-range at head-office level. Candidates who show up for stability, benefits, and credible career paths will fit; candidates expecting top-of-market cash will not.
  • Sindicat presence (NSZZ Solidarnosc, OPZZ) at warehouse hubs is real and treated as a normal operating context; demonstrating competent awareness of Polish labour code and collective-bargaining reality is a positive signal in operations and HR interviews.
  • Interview culture is recognisably Polish corporate: pragmatic, direct, hierarchical in tone but practical in substance, weighted toward operational reality rather than case-study theatre. Decisions arrive in days for warehouse roles and two to four weeks for head-office roles.

About Eurocash

Eurocash SA is the largest food wholesaler in Poland and the country's most consequential operator of independent-grocery franchise networks, headquartered in Komorniki on the southwestern edge of Poznan and listed on the Warsaw Stock Exchange (Gielda Papierow Wartosciowych) under the ticker EUR. The group employs roughly 21,000 people across more than 180 cash-and-carry hubs, a national logistics backbone of regional distribution centres, a head-office complex in Komorniki, and a franchise-and-partnership network that touches more than 15,000 independent Polish grocers under banners including abc, Delikatesy Centrum, Lewiatan, Groszek, Euro Sklep, Gama, and Koliber. Annual revenue runs in the high twenties to low thirties of billions of zloty depending on inflation and the consumer cycle, which puts Eurocash in the same revenue league as Jeronimo Martins Polska (Biedronka) on the wholesale-and-franchise side of the Polish grocery economy even though it never goes head-to-head with Biedronka on the discount-store retail front. The company was founded in 1995 by Luis Amaral, a Portuguese entrepreneur who came to Poland in the early 1990s with the original Jeronimo Martins Polish expansion and stayed to build his own business after the Cash&Carry chain was carved out and rebranded. Amaral remains the controlling shareholder through Politra BV with roughly a quarter of the equity, sits as President of the Management Board, and has held the Polish-Portuguese dual identity at the centre of the company's culture for the entire thirty-year history. The operating shape of Eurocash matters because it is structurally different from a normal supermarket chain. There are essentially three engines. The first is Eurocash Cash&Carry: a network of more than 180 wholesale hubs across every voivodeship, designed for small-format independent grocers, restaurants, hotels, kiosks, and HoReCa buyers who load up vans and trucks with assortment ranging from staples to alcohol and tobacco. The second is the franchise and partnership network, where independent Polish entrepreneurs run their own stores under shared brands. abc is the largest with roughly nine thousand convenience-format stores embedded in cities, towns, and villages across Poland; Delikatesos Centrum is the higher-end full-range franchise with around 1,300 supermarkets; the Lewiatan partnership, in which Eurocash holds a stake and provides logistics, brings several thousand more independent stores; Groszek, Euro Sklep, Gama, and Koliber cover smaller niches and rural footprints. The third engine is logistics and distribution: a fleet of regional centres, a national truck operation, and increasingly e-grocery infrastructure through Frisco.pl (acquired in 2020 to give the group a foothold in Warsaw and major-city online grocery) and the Eurocash Serwis services arm. Wrapped around the engines are private-label development (Premium Marka, Lokalna Polka, and others), category management for franchisees, payment terminals, training academies for store owners, and digital tools that try to keep independent stores competitive against discount chains. The reason all of this exists is a single bet that Eurocash made and Luis Amaral has defended publicly for two decades: independent Polish grocers, supplied and supported well, can hold meaningful market share against the discounters even as Lidl, Biedronka, Kaufland, and the explosively growing Zabka convenience chain push for consolidation. Whether that bet still pays in the late 2020s is the central question of Eurocash's investment narrative. A few honest caveats. Polish FMCG has been brutal for the supplier side over the 2022 to 2024 stretch. CPI ran in the high teens for food in 2022 to 2023, the National Bank of Poland raised rates aggressively to defend the zloty, energy and packaging input costs spiked, and the discount channel passed costs to consumers more aggressively than the franchise channel could. Eurocash's reported margins compressed, the 2023 results triggered cost-out programmes and restructuring, and the share price spent multiple years well below its mid-2010s highs. The Frisco.pl e-grocery acquisition has not yet delivered the scale economics that the original deal thesis assumed. Zabka in particular has become a structural threat: roughly 11,000 stores by 2026, a sophisticated franchisee economic model, a heavy private-label and ready-meal mix, and a 2024 IPO that gave it a war chest. The abc network competes with Zabka store-for-store in many neighbourhoods. NSZZ Solidarnosc and OPZZ have organised at several Eurocash warehouse hubs and distribution centres, and collective-bargaining and wage-pressure cycles are part of the operating reality. Pay at the warehouse and store level is honestly modest compared with Warsaw banking, tech, or even the better-paying multinational retailers, and candidates should go in understanding that Eurocash competes on stability, benefits, and proximity to home rather than on top-of-market base salary. The upside is that Eurocash sits at the centre of an irreplaceable Polish independent-grocery ecosystem, has scale that no competing wholesaler matches, and has demonstrated thirty years of survival through every Polish FMCG cycle the country has thrown at it.

Application Process

  1. 1
    Start at kariera

    Start at kariera.grupaeurocash.pl, which is the canonical careers portal for the entire Eurocash Group across every brand (Eurocash Cash&Carry, abc, Delikatesy Centrum, Frisco, Eurocash Dystrybucja, Eurocash Serwis, Eurocash Logistyka, head office). The portal is operated on a custom WordPress build with a quform application engine, hosted on home.pl Polish infrastructure rather than on a global ATS like Workday or SuccessFactors. Note that an older URL, kariera.eurocash.pl, currently has a misconfigured wildcard certificate (served from *.home.pl) and will throw browser warnings; the live and correct domain is kariera.grupaeurocash.pl.

  2. 2
    Use the on-page filters: Slowa kluczowe (keywords), Stanowisko (position), Lokal

    Use the on-page filters: Slowa kluczowe (keywords), Stanowisko (position), Lokalizacja (location), Jednostka biznesowa (business unit), Wojewodztwo (voivodeship), and Dzial (department). Voivodeship is the practical filter that matters most because Eurocash hires nearly everywhere in Poland and the daily commute reality is what determines whether an offer makes sense. Wielkopolskie (WIEL) covers Komorniki HQ, Plewiska, and the Poznan logistics ring; Mazowieckie covers Warsaw and the Frisco e-grocery operation; Slaskie, Malopolskie, Dolnoslaskie, and Pomorskie all have major distribution centres.

  3. 3
    Click APLIKUJ on a specific offer, which opens the quform-based application form

    Click APLIKUJ on a specific offer, which opens the quform-based application form on a dedicated /oferta/{slug}/ URL. The form is in Polish, expects a CV upload (PDF preferred), and asks for standard contact data plus a RODO (GDPR) consent block specific to recruitment processing. Polish RODO consent language is legally required and you cannot submit without it.

  4. 4
    Apply in Polish unless the role is explicitly multilingual or international

    Apply in Polish unless the role is explicitly multilingual or international. The portal, the recruiters, and the hiring managers operate primarily in Polish across Cash&Carry, warehouse, logistics, store-network, and most head-office roles. Head office digital, IT, e-commerce, and certain finance and treasury roles do operate in English with international stakeholders, but defaulting to Polish for your CV and cover note is correct unless the req text says otherwise.

  5. 5
    Expect a first response within one to three weeks for warehouse, store-support,

    Expect a first response within one to three weeks for warehouse, store-support, and most operational roles. Higher-volume operational reqs (Magazynier high-rack forklift operator, Fakturzysta-Kasjer-Magazynier billing-and-cashier-warehouse generalist, Kierowca C+E truck driver, Pracownik handlowy commercial floor staff) move faster because the regional centres run rolling intakes. Specialist and head-office roles take longer; finance, IT, audit, treasury, and category-management searches frequently take four to eight weeks end-to-end including offer.

  6. 6
    For warehouse and operations roles at Plewiska, Polkowice, Komorniki, Brodnica,

    For warehouse and operations roles at Plewiska, Polkowice, Komorniki, Brodnica, Modlnica, Tarnowo Podgorne, Gadki, and the other regional centres, you will almost certainly be asked about UDT licensing for forklifts. The standard Polish certification levels referenced in Eurocash reqs are I WJO (high-rack forklifts) and II WJO (lower-spec forklifts), both issued by the Urzad Dozoru Technicznego. Holding a current UDT certificate dramatically shortens hiring conversations and frequently shifts you to an immediate-start track. A current ksiazeczka zdrowia (sanitary-epidemiological health book) is also standard for any food-handling role.

  7. 7
    For store-network roles supporting abc, Delikatesy Centrum, Lewiatan, Groszek, E

    For store-network roles supporting abc, Delikatesy Centrum, Lewiatan, Groszek, Euro Sklep, Gama, and Koliber, expect the conversation to be about Polish independent retail in practice rather than in theory. Hiring managers will probe whether you understand how a small-format Polish franchisee actually runs a store, what makes assortment work in a 200-square-metre village shop versus a city-centre convenience footprint, and how you would help an owner-operator who is squeezed between a new Zabka opening across the street and a Biedronka two blocks away. Specifics beat generalities.

  8. 8
    Head-office roles in Komorniki (the Eurocash campus south of Poznan, accessible

    Head-office roles in Komorniki (the Eurocash campus south of Poznan, accessible by car or by Poznan suburban rail to Plewiska or Komorniki stations) follow standard Polish corporate hiring norms: recruiter screen, hiring manager interview, sometimes a panel or case study, then offer. Compensation discussions are direct; Eurocash pays at the lower-to-middle of the Polish FMCG corporate range, with stability, benefits, and a credible career path rather than top-of-market cash as the value proposition. Equity is not a meaningful component of compensation for non-executive employees.

  9. 9
    Frisco

    Frisco.pl roles (the Warsaw-based e-grocery business inside the group) are advertised through the same kariera.grupaeurocash.pl portal but represent a separate operating culture. Expect a Warsaw rather than Komorniki location, a more digital and product-centric vocabulary, and faster turnaround in tech roles. Pay for Frisco engineering and product roles is benchmarked closer to Warsaw e-commerce norms than to Komorniki HQ corporate norms.

  10. 10
    If you are an early-career candidate or a student, look for the Pierwsza Praca (

    If you are an early-career candidate or a student, look for the Pierwsza Praca (First Job) section and the praca-ozn (osoba z niepelnosprawnoscia, candidates with disabilities) lane on the kariera.grupaeurocash.pl menu. Eurocash also recruits actively at Polish university job fairs including JOBICON, JobSpot at Uniwersytet Ekonomiczny w Poznaniu, and similar events; live careers-page banners during recruitment season point at specific upcoming events.

Resume Tips for Eurocash

recommended

Submit your CV as a PDF in Polish for any operational, warehouse, store, or comm

Submit your CV as a PDF in Polish for any operational, warehouse, store, or commercial role. The quform application engine accepts PDF and DOCX, but Polish hiring managers are very used to PDF and it preserves Polish diacritics (a, c, e, l, n, o, s, z, z) reliably across systems. Single-column, plain layout, twelve-point body type, no graphical icons, no two-column infographic templates.

recommended

Lead the Polish CV with imie i nazwisko, miasto (city), telefon, email, and opti

Lead the Polish CV with imie i nazwisko, miasto (city), telefon, email, and optionally a LinkedIn URL. Including a current photograph is still common in Polish corporate practice though no longer mandatory; your call. End with the standard RODO consent clause, otherwise the recruiter cannot legally process your application: 'Wyrazam zgode na przetwarzanie moich danych osobowych przez Eurocash S.A. dla potrzeb niezbednych do realizacji procesu rekrutacji zgodnie z RODO.'

recommended

For warehouse and forklift roles, lead with certifications, not narrative

For warehouse and forklift roles, lead with certifications, not narrative. List UDT category (I WJO, II WJO), expiry date, ksiazeczka zdrowia status, prawo jazdy categories (B, C, C+E), ADR if applicable, and shift availability (jednozmianowy, dwuzmianowy, trzyzmianowy). Eurocash regional centres run two-shift and three-shift operations and the recruiter will sort applications by who can credibly cover nights and afternoons.

recommended

For store-network and franchise-support roles, mirror the brand vocabulary in th

For store-network and franchise-support roles, mirror the brand vocabulary in the job description. If the req mentions Delikatesy Centrum, write Delikatesy Centrum (not just 'supermarket'). If it mentions Lewiatan, write Lewiatan. If it mentions abc, abc. The recruiter is looking for evidence that you understand which network the role serves, because the day-to-day work is meaningfully different across Cash&Carry support, abc convenience, Delikatesy Centrum supermarket, and Lewiatan partnership.

recommended

Quantify outcomes in zloty and percentage terms

Quantify outcomes in zloty and percentage terms. 'Wzrost obrotow placowki o 18 procent rok do roku' (18 percent year-on-year placowka turnover growth), 'redukcja strat magazynowych o 1.2 punktu procentowego' (warehouse loss reduction of 1.2 percentage points), 'kierowanie zespolem 14 osob na zmianie' (managing a 14-person shift team). Polish FMCG hiring managers respond well to specifics in the local idiom.

recommended

For head-office finance, audit, treasury, controlling, and IT roles, mirror the

For head-office finance, audit, treasury, controlling, and IT roles, mirror the international vocabulary the role uses. IFRS, MSSF, KSR, kontroling, audyt wewnetrzny, MSR 16, RODO, KSeF (Krajowy System e-Faktur), JPK, KAS — Polish finance and audit teams operate in a hybrid Polish-and-English vocabulary and CVs that miss the Polish acronyms read as foreign.

recommended

Languages: Polski (native or fluent) is effectively required for almost every ro

Languages: Polski (native or fluent) is effectively required for almost every role. English at communicative or business level is a strong differentiator for head-office and Frisco roles. German, Russian, Ukrainian, or Czech are useful for cross-border procurement, supplier management, and certain logistics roles given Poland's geography. Label your level honestly using the standard CEFR scale (A2, B1, B2, C1, C2) rather than vague 'komunikatywny' (communicative).

recommended

Keep it to one page for early-career, two pages for mid-career, three pages only

Keep it to one page for early-career, two pages for mid-career, three pages only for senior specialist or director-level roles. Polish corporate convention favours concise, substance-first CVs and reads American-style six-page narrative resumes as unfocused. Recruiters at Eurocash see thousands of CVs across hundreds of regional reqs and reward signal density.

recommended

Include a brief professional summary only if it is specific

Include a brief professional summary only if it is specific. 'Doswiadczony specjalista' (experienced specialist) wastes the next thirty seconds. 'Specjalista ds. kategorii z 9-letnim doswiadczeniem w polskim rynku FMCG (sieci convenience i dyskontowe), zarzadzanie kategoria napoje i alkohole, trade marketing dla niezaleznych detalistow' earns it.

recommended

For Frisco

For Frisco.pl tech and product roles, switch the CV to Polish-and-English mix or full English depending on the req text, list specific stack (TypeScript, React, Node, Python, AWS, GCP, Snowflake, dbt, Looker, etc.), and emphasise e-commerce and grocery-specific experience: order density, fulfilment economics, basket abandonment, OOS handling, dark-store or hub-and-spoke fulfilment models.

ATS System: Custom WordPress + quform (kariera.grupaeurocash.pl)

Eurocash operates a custom careers portal at kariera.grupaeurocash.pl built on WordPress with the quform plugin handling application form intake. The site is hosted on Polish infrastructure (home.pl) and uses standard Polish RODO (GDPR) consent flows for candidate data processing. There is no global enterprise ATS like Workday, SuccessFactors, Greenhouse, or SmartRecruiters in front of Eurocash recruiting; every brand in the group (Eurocash Cash&Carry, abc, Delikatesy Centrum, Frisco.pl, Eurocash Dystrybucja, Eurocash Serwis, Eurocash Logistyka) flows through the same kariera.grupaeurocash.pl domain. Job records live at /oferta/{slug}/ URLs, applications are submitted through the quform form attached to each offer page, and confirmations and follow-ups arrive over email from Eurocash recruitment addresses. An older subdomain kariera.eurocash.pl is referenced in some Polish job-aggregator listings and on legacy Eurocash materials, but as of April 2026 that subdomain is served with a wildcard *.home.pl certificate that browsers reject; the canonical and trusted domain is kariera.grupaeurocash.pl. There is no candidate self-service profile that persists across applications in the way a SuccessFactors or Workday profile does, so each application is effectively standalone and you should keep a copy of your CV and cover note ready for each new offer you target.

  • Submit a Polish-language CV as a PDF (preferred) or DOCX, keep the file under 5 MB, and use a single-column layout that preserves Polish diacritics. Test the file on another machine to confirm a, c, e, l, n, o, s, z, z render correctly before uploading.
  • Always include the standard Polish RODO recruitment consent clause at the bottom of your CV. Without it the application is legally not processable and many recruiters will not bother to contact you to ask for it.
  • Apply through kariera.grupaeurocash.pl directly rather than through Polish job aggregators (pracuj.pl, OLX Praca, infoPraca, gowork.pl, jobs.pl). Aggregators frequently re-post stale or already-filled Eurocash offers, and submitting through the aggregator routes your application through a third-party form rather than directly into the quform queue.
  • Each /oferta/{slug}/ page is a standalone application; there is no persistent global candidate profile. Save your CV, cover note, and consent clause as a reusable bundle so you can apply quickly to multiple regional reqs without rebuilding the application each time.
  • Watch your email (including spam) for Eurocash recruitment messages. Polish recruiters frequently follow up by phone as well, so check missed calls from Wielkopolskie (Poznan area) or your target voivodeship in the days after applying.
  • If the kariera.eurocash.pl subdomain triggers a browser certificate warning, do not work around it; navigate instead to kariera.grupaeurocash.pl, which is the live and correctly-certified domain. Submitting personal data and CV files through a domain with an invalid certificate is a meaningful security risk.

Interview Culture

Eurocash's interview culture is recognisably Polish corporate with a regional-distribution operational tilt: pragmatic, direct, hierarchical in tone but flat in practice once you are in the room, and weighted heavily toward whether you understand the actual day-to-day operating reality of Polish grocery wholesale rather than toward abstract case studies or behavioural-interview theatre. For warehouse, forklift, driver, and store-support roles, expect a single recruiter conversation followed by an in-person meeting at the regional distribution centre, sometimes with a working observation on the warehouse floor. The interviewer will almost always be the regional kierownik magazynu (warehouse manager) or HR business partner for that centre, not a head-office recruiter, and the questions are practical: which UDT category do you hold, when does it expire, can you cover dwa zmiany or trzy zmiany, do you have a current ksiazeczka zdrowia, what is your commute, can you start in two weeks. Decisions arrive within days for high-volume operational reqs because the regional centres are usually under-staffed and need bodies on the floor. For store-network and franchise-support roles (kierownik regionu abc, opiekun klienta franczyzowego Delikatesy Centrum, specjalista ds. partnerstwa Lewiatan, etc.), expect two to three rounds: a recruiter screen, a hiring manager interview that frequently includes a case discussion about how you would handle a struggling franchisee or a new competitor opening, and sometimes a panel with regional leadership. Polish franchise-support culture rewards candidates who can talk about owner-operator economics in plain language, who have spent real time in small-format Polish stores, and who do not condescend to the franchisees. The phrase you will hear repeatedly is 'praca z wlascicielem' (working with the owner), and the hiring manager is testing whether you understand that the abc or Delikatesy Centrum store owner is a customer and partner, not a subordinate. For head-office Komorniki roles (finance, controlling, audit, treasury, IT, HR, category management, marketing, legal, supply chain, e-commerce, BI), expect three to four rounds across two to three weeks: recruiter screen, hiring manager interview, sometimes a peer or stakeholder interview, and a final round with the director or board member if the role is senior. The conversations are substantive and Polish-language by default, switching to English when a relevant international stakeholder is in the room or the role explicitly requires it. Compensation discussions are honest and early; Eurocash recruiters will tell you whether your expectations align with the band before investing both sides' time. There is no formal coding interview tradition for IT roles outside the Frisco organisation, though hiring managers may ask architectural and design questions appropriate to the seniority. Offer-to-start time is usually two to four weeks for non-notice-period candidates and up to three months for senior candidates serving the standard Polish trzymiesieczny okres wypowiedzenia (three-month notice). A few cultural specifics to know going in. Tytulowanie (the Polish use of titles) at Eurocash is traditional: address senior interviewers as Pan or Pani plus surname unless explicitly invited to first names, which often happens within the first few minutes of a head-office conversation but not always at the regional level. Punctuality is non-negotiable; arrive ten minutes early for in-person interviews and join video calls on time. Dress is business casual at Komorniki and Warsaw head office, smart casual at regional centres, and PPE-appropriate for warehouse-floor visits. Polish interview culture does not reward over-selling or American-style enthusiasm performance; sober, specific, and competent reads as professional. Sindicate (NSZZ Solidarnosc and OPZZ) presence at warehouse hubs means warehouse and logistics interviews may include questions about your familiarity with Polish labour code (Kodeks Pracy), collective bargaining, and working with employee representatives. This is not a trap; it is a real operating context and demonstrating competent awareness is a positive signal.

What Eurocash Looks For

  • Operational reliability over polish. Whether you are a forklift operator or a head-office controller, Eurocash hires people who actually show up, do the work, and do not need to be re-onboarded six times. The Polish FMCG market has been demanding and the company values demonstrated dependability above almost any other trait.
  • Real Polish independent-grocery literacy. The company's entire thesis is that independent stores can compete against discounters and convenience chains. Candidates who can talk specifically and credibly about how a small-format Polish store actually makes money beat candidates with bigger brand names but no ground-floor experience.
  • Comfort with the Polish operating reality including labour-code seriousness, sindicat presence at warehouse hubs, RODO discipline, and the standard three-month senior-role notice period. Candidates who try to import American or Western-European HR shortcuts read as naive.
  • Fluent Polish at the working level for nearly every role. English as a second language is a meaningful differentiator for head-office and Frisco roles but does not replace Polish. For multilingual roles, German, Ukrainian, Russian, or Czech can be valuable depending on the supplier or geography.
  • Cost discipline and margin awareness. Polish FMCG margins are thin and the 2022 to 2024 inflation cycle made them thinner. Eurocash candidates who can talk fluently about gross margin, shrinkage, working capital, payment terms, and inventory turnover are at a meaningful advantage in head-office and category-management interviews.
  • Pragmatic competition awareness. Zabka, Biedronka, Lidl, Kaufland, Selgros, Makro, and Carrefour all show up in conversations. Candidates who can talk about each competitor's actual model and where Eurocash genuinely differentiates (independent franchisee economics, small-format ubiquity, Cash&Carry serving HoReCa) without slogans will outperform.
  • Resilience and modesty about pay. Eurocash compensation at warehouse and regional levels is honestly modest compared with Warsaw banking, big-tech engineering, or some multinational retailers. Head-office pay is mid-range Polish FMCG corporate. Candidates who join expecting top-of-market cash will be disappointed; candidates who join for stability, benefits, predictable career paths, and proximity to home will fit well.
  • Relationship-driven sales and account-management instincts for franchise-support roles. Polish independent grocers are owner-operators with long memories, and the people who succeed at Eurocash are the ones who build trust over years rather than transactional quarters.

Frequently Asked Questions

What ATS does Eurocash use?
Eurocash uses a custom careers portal at kariera.grupaeurocash.pl built on WordPress with the quform plugin for application intake, hosted on Polish home.pl infrastructure. There is no global enterprise ATS like Workday, SuccessFactors, Greenhouse, or SmartRecruiters in front of Eurocash recruiting; every Eurocash Group brand (Cash&Carry, abc, Delikatesy Centrum, Frisco.pl, Eurocash Dystrybucja, Eurocash Serwis, Eurocash Logistyka) routes through the same kariera.grupaeurocash.pl domain. An older kariera.eurocash.pl subdomain is referenced in legacy materials but currently serves a misconfigured wildcard *.home.pl certificate; the canonical trusted domain is kariera.grupaeurocash.pl.
How many employees does Eurocash have and where are its main locations?
Eurocash employs roughly 21,000 people across Poland. The headquarters is in Komorniki, just south of Poznan in Wielkopolskie voivodeship. There are more than 180 Cash&Carry hubs nationwide, regional distribution centres in every major Polish region (Plewiska, Polkowice, Brodnica, Modlnica, Tarnowo Podgorne, Gadki, and many others), the Frisco.pl e-grocery operation in Warsaw and surrounding Mazowieckie, and franchise and partnership-network presence touching more than 15,000 independent stores across the abc, Delikatesy Centrum, Lewiatan, Groszek, Euro Sklep, Gama, and Koliber banners.
Who founded Eurocash and who runs it now?
Eurocash was founded in 1995 by Luis Amaral, a Portuguese entrepreneur who came to Poland in the early 1990s with the original Jeronimo Martins Polish expansion and stayed to build his own business after the Cash&Carry chain was carved out and rebranded under the Eurocash name. Amaral remains the controlling shareholder through his Politra BV vehicle, holding roughly a quarter of the equity, and continues to serve as President of the Management Board. The Polish-Portuguese dual identity is a defining cultural feature of the company.
Should I apply in Polish or English?
Apply in Polish unless the role is explicitly multilingual or international. The portal, the recruiters, and the hiring managers operate primarily in Polish across Cash&Carry, warehouse, logistics, store-network, and most head-office roles. Head-office digital, IT, e-commerce, certain finance and treasury roles, and most Frisco.pl product and engineering roles do operate in English with international stakeholders, but defaulting to Polish for your CV and cover note is the right call unless the req text says otherwise. Always include the standard Polish RODO recruitment consent clause.
What licensing do I need for warehouse and forklift roles at Eurocash?
For warehouse roles at Eurocash regional distribution centres you will almost certainly need a current UDT (Urzad Dozoru Technicznego) forklift certificate. The standard categories referenced are I WJO for high-rack forklifts and II WJO for lower-spec forklifts. A current ksiazeczka zdrowia (sanitary-epidemiological health book) is also standard for any food-handling role. For driver roles, the relevant Polish prawo jazdy categories (B, C, C+E) and ADR if applicable should be listed clearly on your CV with expiry dates.
What is the pay like at Eurocash?
Honestly, modest at the operational level and mid-range Polish FMCG corporate at the head-office level. Warehouse and store-support pay is competitive within Polish regional norms but well below Warsaw banking, big-tech engineering, or some multinational retailers. Head-office finance, IT, and category roles pay in the lower-to-middle of the Polish FMCG corporate range. The value proposition is stability, comprehensive benefits (Medicover private healthcare, sport cards including Multisport-style benefits, group life insurance, holiday hampers and bonuses, summer picnics, scholarships and summer camps for employees' children, prepaid cards), predictable career progression, and proximity to home for regional roles. Equity is not a meaningful component of compensation for non-executive employees.
How does Eurocash compete with Zabka, Biedronka, and the discounters?
Eurocash does not compete head-to-head with Biedronka, Lidl, or Kaufland on discount-store retail; that is a different game. Eurocash competes by being the wholesale and franchise backbone for independent Polish grocers under the abc, Delikatesy Centrum, Lewiatan, Groszek, Euro Sklep, Gama, and Koliber banners, and by serving HoReCa and small-format trade through its Cash&Carry network. The structural pressure is real: Zabka in particular has grown to roughly 11,000 stores by 2026 with a sophisticated franchisee model and a 2024 IPO war chest, and the abc convenience network competes with Zabka store-for-store in many neighbourhoods. The company's bet is that independent owner-operator economics, supplied and supported well, can hold meaningful market share against the discounter and chain-convenience pressure.
Are there sindicates at Eurocash?
Yes. NSZZ Solidarnosc and OPZZ have organised at several Eurocash warehouse hubs and distribution centres, and collective-bargaining and wage-pressure cycles are part of the operating reality. This is normal for a Polish company at this scale in the FMCG and logistics space. For warehouse, logistics, and HR interviews, demonstrating competent awareness of the Polish Kodeks Pracy and the practical realities of working with employee representatives is a positive signal, not a problem. The company has a long-running operating relationship with sindicat representatives at its major distribution centres.
What is Frisco.pl and how does it relate to Eurocash careers?
Frisco.pl is the Warsaw-based e-grocery business that Eurocash acquired in 2020 to give the group a foothold in online grocery, particularly in Warsaw and major-city markets. Frisco roles are advertised through the same kariera.grupaeurocash.pl portal but represent a separate operating culture: Warsaw-based rather than Komorniki, more digital and product-centric vocabulary, faster turnaround on tech roles, and pay benchmarked closer to Warsaw e-commerce norms than to Komorniki HQ corporate norms. The acquisition has not yet delivered the scale economics the original deal thesis assumed, and the e-grocery thesis remains under active strategic review, but the operating organisation is substantial and continues to hire across product, engineering, operations, and category.
Does Eurocash sponsor visas or hire international candidates?
Eurocash hires primarily Polish nationals and EU citizens with right to work in Poland for nearly every role. Visa sponsorship for non-EU candidates is uncommon and limited to specialised technical, digital, or executive searches where the local labour market cannot reasonably supply the skill. Ukrainian, Belarusian, and other Eastern Partnership country candidates with current Polish work authorisation are common at warehouse and operational levels given the post-2022 Polish labour-market reality. For head-office and Frisco roles requiring international expertise, Eurocash will support EU Blue Card or work-permit processes case by case but always check the req text for whether sponsorship is explicitly offered.
What should I avoid when applying to Eurocash?
Avoid submitting through aggregator sites (pracuj.pl, OLX Praca, infoPraca, gowork.pl, jobs.pl) when you can apply directly at kariera.grupaeurocash.pl; aggregators frequently re-post stale offers and route applications through third-party forms. Avoid applying through the kariera.eurocash.pl subdomain that throws certificate warnings; use kariera.grupaeurocash.pl. Avoid submitting CVs without the standard Polish RODO consent clause. Avoid spray-and-pray applications across many regional reqs without acknowledging which voivodeship and centre you can credibly commute to. Avoid pretending you understand Polish independent-grocery franchisee economics if you have never spent time in a small-format Polish store. Avoid expecting top-of-market Warsaw banking pay; calibrate to Polish FMCG norms. And avoid condescending to franchisees or warehouse staff in interview conversations; the company's culture takes its operators seriously and interviewers notice immediately.

Open Positions

Eurocash currently has 2 open positions.

Check Your Resume Before Applying → View 2 open positions at Eurocash

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  1. Kariera w Grupie Eurocash - Wiele perspektyw, jedno miejsce —
  2. Kariera w Grupie Eurocash - Oferty Pracy —
  3. Eurocash SA - Strona korporacyjna —
  4. Grupa Eurocash - Relacje Inwestorskie —
  5. Gielda Papierow Wartosciowych w Warszawie - Eurocash SA (EUR) —
  6. Eurocash SA - Komisja Nadzoru Finansowego ESPI Filings —
  7. Delikatesy Centrum - sieci handlowe —
  8. abc - sklepy ogolnospozywcze —
  9. Frisco.pl - sklep internetowy z dostawa —
  10. NSZZ Solidarnosc - Krajowy Sekretariat Bankowo-Finansowy i Handlu —
  11. Urzad Dozoru Technicznego - Uprawnienia operatorow wozkow widlowych —