Operating in Poland and Hungary has provided me with a unique perspective on the evolving IT markets in these two neighboring yet distinct countries. When I first began exploring these landscapes, I expected some overlap in business culture and recruitment trends. After all, how different could two Central European countries be? However, as I delved deeper into each market, I quickly realized how mistaken my assumptions were.

The IT job market in both countries has undergone significant shifts. The post-pandemic era, combined with rising inflation and geopolitical tensions, has reshaped the landscape. The golden age of remote work and soaring salaries is fading, leaving even top-tier professionals feeling the strain. Many highly skilled workers who once felt secure in their roles are now cautiously exploring the job market, as layoffs become more frequent.

What’s even more concerning is the growing imbalance. Job openings have become scarce, with junior positions almost disappearing entirely. This trend is particularly discouraging for those who have invested time and effort into coding boot camps, only to find that formal education still carries significant weight. Employer expectations also vary widely depending on the city, influenced by local culture and economic conditions.

Poznań has positioned itself as a stronghold in Poland’s IT sector, thanks largely to its academic institutions. With over 4,000 students pursuing IT-related degrees, the city consistently generates a steady pipeline of tech talent. International corporations have recognized this, transforming Poznań into a hub for skilled professionals. Many candidates here have experience working for large, structured corporations and are accustomed to a certain level of comfort, including perks like "Fruit Thursdays," extensive benefits packages, and modern office spaces equipped with game rooms, massage areas, and relaxation zones.

However, this landscape is changing. While high salaries and lavish offices once dominated candidate priorities, the focus has shifted in today’s uncertain market. Many professionals now value stability over extravagance. Despite Poznań’s low unemployment rate and relatively high wages, candidate expectations are evolving. What was considered essential in 2023 - such as extravagant perks - has been replaced by a growing demand for secure, long-term employment. Stability, it seems, is the new must-have.

The IT market in Warsaw mirrors Poznań in many ways, but with one significant difference: competition is far more intense. Global corporations provide a wealth of opportunities, but this has also created fierce competition for top talent. Developers in Warsaw often switch jobs more frequently, driven by the desire to upskill and increase their earnings.

Another key dynamic is the presence of foreign IT professionals, particularly from Ukraine, Belarus, and India. While they bring much-needed skills to the market, their influx has added complexity. Some local developers view this as disruptive, especially when it comes to negotiating salaries. The international talent pool has intensified competition, making it harder for local professionals to navigate the job market.

Białystok in Poland and Debrecen in Hungary represent smaller IT markets with their own unique challenges and opportunities. Both cities host a handful of corporate branches, but these operations tend to be smaller and less formal compared to those in Warsaw or Poznań. A standout feature in these regions is the relaxed organizational culture. Employees often focus on building personal relationships at work, fostering stronger team connections.

The demand for IT professionals in Białystok and Debrecen is noticeably lower than in larger markets, naturally affecting salary expectations. However, these regions are defined by stability. Employees tend to stay in their roles for longer periods, and smaller or family-owned businesses foster a strong sense of loyalty and connection. While these cities may lack the financial rewards or fast-paced excitement of Warsaw or Poznań, they offer a stable, supportive environment for those seeking long-term careers.

Significant differences emerge when analyzing how various cities approach remote versus office work. These approaches are shaped not only by local culture but also by factors like city size, commute times, proximity to schools and childcare, parking availability, office standards, and other employee priorities.

IT professionals often invest heavily in their home workspaces, equipping them with superior tools compared to what companies provide. The comfort of a personalized home environment contrasts sharply with the open-plan offices common in many organizations. This contrast helps explain why certain cities, such as Białystok, favor office-based work, while cities like Poznań and Warsaw are more inclined to embrace remote work.

The shifting priorities of both businesses and candidates reflect broader economic and cultural changes in the region. To succeed in these evolving markets, companies must understand local nuances and cultivate a workplace culture that balances growth with security. Organizations that adapt to these changes will be better positioned to thrive in the competitive and fast-moving IT sector.

Recruiters also face unique challenges in this dynamic environment. Their success often depends on timing and intuition—being in the right place at the right time is critical for attracting top talent. To remain effective, recruiters must stay informed about emerging trends and understand developer behavior as they navigate this rapidly changing landscape.