Post on 16-Jan-2017
IT&C Talent MapRomania, 2015
Market Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Romania Talent Map . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bucharest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Timisoara . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Cluj . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Iasi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Additional talent hubs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Talent Hub Competitive Advantages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Foreign languages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Graduates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Comp & Ben . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
HR Insights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Candidate Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Tips & Tricks for a successful recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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Content
Ana GiurcaManaging Partner
Brainspotting
In Brainspotting, we work on an annual basis with over 100 IT employers to place +500 IT professionals. For this,
we interact with probably over 20,000 IT pro�les on each year.
Out of this interactions, we build the IT Talent Map, an annual report presenting the status of the IT skills in Roma-
nia. We validate and expand our experience with annual surveys to form a better view at the challenges and
opportunities the employers face in this highly competitive market.
Needless to say that starting with 2014, there’s an increased positive vibe in the IT industry – new companies are
opening centres, large development projects are migrated in Romania, there is now a large enough pool of profes-
sionals with complex skills. Some of the speci�cities of 2015:
Java is the most desired skill in the market, with a record number of job o�erings starting with 2015 (40-50%
of job openings in IT require Java).
The candidates’ interest in working for start-ups or small IT companies is higher than in the past.
Remote / work from home starts to be very attractive and requested by professionals.
New cities become attractive for opening a secondary o�ce – e.g. Craiova, Targu Mures, Galati.
One out of 4 professionals receives a counter-o�er and 50% of them will take it. However, counter-o�ers
prove to be a short term solution as most of the candidates will still leave the employer in 2 to 12 months.
Companies focus more on graduate recruitment and training.
This report covers nine Romanian cities with IT skills (with focus on Bucharest, Cluj, Timisoara, Iasi) and provides a
comparison based on seven variables such that you will have an overview of the potential of each city to support
new operations. We also look at the candidate insights (most desired employers, employment behaviour, attractive
bene�ts, etc.), a high level view of salary packages and other HR variables – churn, time to �ll, etc.
We hope the insights are of real help to your expansion plans and we appreciate your feedback and additional
insights.
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The IT & C sector has been proudly named the
sector with zero unemployment and this
achievement is mainly due to the great quality of
the talent pool, high numbers of IT graduates, the
expansion of current companies and the birth of
many start-ups.
In 2015 the development of IT companies will
continue to create job openings for IT graduates as
well as senior professionals. Companies from
various IT & Telecom sectors are planning to
expand their teams or enter the market: Research &
Development Centers, Technology Centers, NOC
Centers.Over 50 of the largest IT
players have operations in Romania and have expansion
plans for the next 2 years.
Around 3,000 IT job openings advertised
at any given time
3.000
50
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Market Overview
IT Employers actively looking for talent
Iasi
Timisoara
Bucharest
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Cluj
Market Overview
IT Employers actively looking for new talent
Galati
Sibiu Tg.-Mures
Pitesti
Craiova
Brasov
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Market Overview
IT&C Talent Quality
Approx. 100,000 IT&C specialists
at national level.Technical education includes 5 top
polytechnic universities, 59
domain-speci�c universities, 174
private colleges.In 2014 Romania has been proudly
represented at the Informatics
Olympics where the team won one
gold medal and 3 silver medals in a
competition where 11 countries
were present.
More than 90% of IT professionals
speak English.
IT professionals in Romania are
drawn to obtaining international
recognized certi�cation like: Linux,
Cisco, Microsoft, Oracle, SUN,
ISTQB, PMP, CBAP.
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RomaniaTalent Map
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Most desired employers in Bucharest
RomaniaTalent Map
319,000 inhabitantsTimisoara used to be the second IT hub in Romania, before the rapid expansion of ClujApproximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduatesThe availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab-lished in the area, which is considered one of the best developed in Romania. Lately the o�cial unemployment �gures are close to the ones before the crisis.
Java5,298
.NET6,024
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Talent Highlights
1,883,000 inhabitants – the o�cial �gure according to
the 2011 census; we estimate the actual �gure to be
around 1,5 times higher.
Bucharest continues to concentrate more than half of
the IT workforce in Romania. Large non-IT companies
have their IT teams here (e.g. OMV Petrom, BCR etc.).
Compared to the other cities, it has the largest variety
of skills and number of very experienced candidates,
but also the highest salaries.
Around 2,000 IT&C graduates per year, out of a total
of 5,700 technical ones, higher numbers than in any
other university center in Romania.
Graduates from other cities (e.g. Constanta, Iasi,
Craiova) relocate to Bucharest and enrich the pool,
but the talent is not su�cient for the demands of the
market.
It went up in the Tholons’ top 100 outsourcing sites,
from number 44 in 2013 to number 40 in 2014. It
remains the only Romanian city in top 100.
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Most desired employers in Timisoara
RomaniaTalent Map
319,000 inhabitantsTimisoara used to be the second IT hub in Romania, before the rapid expansion of ClujApproximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduatesThe availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab-lished in the area, which is considered one of the best developed in Romania. Lately the o�cial unemployment �gures are close to the ones before the crisis.
Java1,020
.NET1,393
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6319,000 inhabitantsTimisoara used to be the second IT hub in Romania, before the rapid expansion of ClujApproximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduatesThe availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are established in the area, which is considered one of the best developed in Romania. Lately the o�cial unemployment �gures are close to the ones before the crisis.
Talent Highlights
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Most desired employers in Cluj
RomaniaTalent Map
319,000 inhabitantsTimisoara used to be the second IT hub in Romania, before the rapid expansion of ClujApproximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduatesThe availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab-lished in the area, which is considered one of the best developed in Romania. Lately the o�cial unemployment �gures are close to the ones before the crisis.
Java1,785
.NET1,988
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6320,000 inhabitantsApprox. 1,700 IT&C graduates per year, out of a total of 4,200 technical graduates. It o�ers the second richest grad pool in Romania.4 years ago it became one of the hot spots in Romania for IT and BPO services. The area has been attracting large investments from production companies, too.It o�ers a rich pool of graduates, a history of established companies in the region, mix of foreign languages, the public authorities & universities are more open to collaborations with the companies, compared to other regions in Romania. Cluj has been so attractive as an IT location, that it surpassed Timisoara and become the second IT hub in Romania. But the attractiveness back�red and now the demand for IT talent is now too high and the IT salaries became comparable to Bucharest.
Talent Highlights
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Most desired employers in Iasi
RomaniaTalent Map
Java1,249
.NET1,271
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6The region attracted less investments than Bucharest, Transylvania and Banat, including in IT. The scarcity of direct �ights from Western Europe, limited o�ce space in the past, less e�ective strategies of the local administration and long distance from the boarder with Western Europe hindered its development.
In 2013 a local IT cluster (the second one in Romania after Cluj) was born. It comprises 20+ IT companies (especially small companies, 500 – 800 employees in total), 4 universities and it is backed up by the local administration.
Talent Highlights
Additional talent hubs
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SIBIU 147,000 inhabitantsLess than 500 IT&C gradu-ates per year, out of a total of 1,200 technical graduatesSmall IT pool, whose size is limited by the low number of graduatesThe availability of German skills is higher than national average, which attracted employers looking for this skill
BRASOV
253,000 inhabitantsSmall number of IT&C graduates (approximately 500 per year, out of a total of 2,500 technical graduates)The availability of German speakers is higher than in other major citiesBrasov hosts several outsourcing companies, whose teams developed steadily across timeIt is also preferred as location for opening a secondary o�ce for a company headquartered in Bucharest or Cluj.
RomaniaTalent Map
CRAIOVA
270,000 inhabitants Around 440 IT&C graduates per year. Small IT pool, whose size is limited by the low number of graduates.Craiova lacks the power to attract IT candidates from the main hubs, and the current talent need of the IT companies located here is covered to a large extent by the talent supply from the University of Craiova.
PITESTI
156,000 inhabitantsPitesti has recently evolved into an IT hub since many IT players have decided to open o�ces thereMany individuals born in Pitesti but who live in Bucharest if given the opportunity will return to work here
TG MURES
145,000 inhabitantsApprox. 110 IT&C graduates per yearDue to the fact that the city has a small number of graduates, it can hardly accommodate large teams.Graduates and professionals chose to relocate to Cluj or overseasThe availability for Hungarian speakers is very high
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Talent Hubs Key Facts
Available talent
Technical talent(IT&C Professionals)
Talent suitability
Larger pool for management and senior roles; larger Telecom pool, than
compared with other cities
25,000 4,000 6,000 3,000 – 3,500
Foreign languages
Salary expectations
Complex technologies (Technology Mix)
Technical Graduates
IT & C Graduates
Availability of spaces with over 1000 sqm
Graduates
Real Estate
Historical and respected IT hub with
multiple tech universities,
candidates more open to relocate than
in other cities
Larger pool for new trends in technology (mobile, UI/UX, etc.); large IT hub, second
after Bucharest
Smaller hub than Cluj, but also
oriented towards new technologies
90% of the candidates speak
English; a large demand for German speaking candidates
Larger pool for technical French
speaking candidates
Largest pool for technical German and
Hungarian speaking candidates
Large pool for technical German and
Hungarian speaking candidates
Remain a reference for the rest of the
country
20% smaller than Bucharest
Almost equal to those in Bucharest due to the massive market
expansion in the last years
10 % smaller than in Bucharest
Being a large pool, the candidates are
more specialized on their area of
expertise, the mix of technologies is more
rare than in other cities
Medium to large pool of Java & .NET
Developers, as well as C/C++ (Embedded)
Developers
Largest pool of full stack developers and
remote working candidates, as well as
Java, C#/.NET, PHP/Web
Developers
Large pool for Front-End / Web
Developers and SAP Consultants, as well
as Telecom Engineers
5,700 4,500 4,200 2,500
2,000 1,100 1,700 1,100
YES YES YES YES
Bucharest Iasi Cluj Timisoara
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Talent Hubs Key Facts
Available talent
Technical talent(IT&C Professionals)
Talent suitabilityPool of Web Developers, C++
developers and Helpdesk Engineers
1,800 – 2,000 2,000 – 2,200 600
Foreign languages
Salary expectations
Complex technologies (Technology Mix)
500 500 230
Brasov Sibiu Craiova
Technical Graduates
IT & C Graduates
Graduates
Small hub for German speakers
20% smaller than in Bucharest
Pool for C++ developers and Helpdesk Engineers
2,500
Cloud & virtualization experts, as well as C/C++ Developers
Smaller pool of Web/PHP
There is a rather limited pool of .NET and Java Developers, as well as Web Developers, due to the limited number of companies that activate here
Bigger hub for German speakers
20% smaller than in Bucharest
Reduced pool for Cloud & virtualization experts
1,200
English speaking candidates
30% smaller than in Bucharest
Small pool for automotive & QA gaming engineers
500
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Talent Hubs Key Facts
Available talent
Technical talent (IT Development, Telecom,
Support/Administration, IT Consultancy, BA/PM)
Talent suitabilityThe majority of IT people migrate to Cluj , Sibiu or
Timisoara
350 - 400 200 - 250 300 - 350
Foreign languages
Salary expectations
Complex technologies (Technology Mix)
110
Targu Mures Galati Pitesti
IT & C GraduatesGraduates
Small hub for Hungarian speakers
20% smaller than in Bucharest
Front-End & CMS Developers, Gaming
The majority of IT people migrate to Brasov or
Bucharest
Small pool of IT Talent, they usually migrate to
Bucharest
Lack of technical pro�les with foreign language skills
40% smaller than in Bucharest
C++, Java, .NET Developers
Lack of technical pro�les with foreign language skills
30% smaller than in Bucharest
Java & PHP & .NET Specialists, a very small
pool of mobile developers, helpdesk
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Foreign Languages
24%
0,77%
1,13%
1,62%
4,29%
6,90%
9,92%
12,95%
27,45%
98,38%
0% 20% 40% 60% 80% 100% 120%
I don’t speak anyforeign language
Other Languace
Russian
Hungarian
Italian
German
Spanish
French
English
German is one of the most in-demand skills in the market. Almost 180 jobs requiring German are advertised at any time. But German speakers are mostly spread in the West and middle of Romania, so relocation rises real di�culties to employers. Hiring German speakers is doable due to the richness of the salary & bene�ts package.
University Graduates
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Romania Talent Map Graduates
IasiTech Students
4,500IT&C Grads – 1,100
BrasovTech Students
2,500IT&C Grads - 500
IlfovTech Students
5,700IT&C Grads – 2,000
SibiuTech Students
1,200IT&C Grads – 500
TimisTech Students
2,500IT&C Grads – 1,100
ClujTech Students
4,200IT&C Grads – 1,700
Over 7,000 IT&C graduates
Salaries in Bucharest (Euro, net monthly sums)
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Comp & Ben
Project Manager 2,000 – 2,500 Euro
IT Manager2,000 – 3,000 Euro
The development of the IT sector in Romania is encouraged through exemption from the income tax of 16% of the IT employees who graduated a long-term IT academic specializations approved by the Government.
When reaching managerial seniority the importance of the salary starts to decrease and other perks become imperative: bene�ts, �exible schedule,international projects, remote working, friendly environment.
Quality Assurance (Software)* Software Developer** System / Network Administrator
Junior500 – 750 Euro
Middle850 – 1,400 Euro
Senior1,500 – 2,500 Euro
Junior750 – 1,000 Euro
Middle1,200 – 1,800 Euro
Senior1,800 – 3,000 Euro
Junior550 - 850 Euro
Middle900 – 1,500 Euro
Senior1,400 – 2,000 Euro
When changing jobs IT professionals will want an increase of at least 30 % compared to what they currently have. The salary ranges re�ect di�erent o�ers across the market depending on company policy & hierarchy (small startups will o�er sometimes bigger salaries than a multinational company with strict salary policies). Also thereis a di�erence in pay from industry to industry; IT focused areas will subsequently reward employees better.
In terms of contract type the situation di�ers from case to case; there are companies who will o�er a permanent work contract, project-based or sole proprietorship (PFA). It’s hard to determine the ratio of these contract types but we can certainly say that full time contracts are the most common.
*Manual + Automation **Various programming languages
Salaries in Bucharest (Euro, net monthly sums) – 2015 new wave tech
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Comp & Ben
Moving from the classic positions, we have the latest and most sought after titles of 2015; from Mobile technologies to Security and all the way to Big Data this is the know-how that will determine what 2016 will bring!
Mobile Developer (iOS/Android) Mac iOS Developer (usually former iOS Developers)
Big Data Analyst
Junior500 – 700 Euro
Middle800 – 1,500 Euro
Senior1,500 – 3,000 Euro
Junior 1,100 – 1,400 Euro
Middle1,600 – 2,000 Euro
Senior2,000 – 3,500 Euro
Junior1,100 – 1,500 Euro
Middle1,600 – 2,000 Euro
Senior2,000 – 3,500 Euro
Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer
Junior500 – 1,000
Middle1,500 – 2,000 Euro
Senior2,000 – 3,000 Euro
Junior500 – 1,000 Euro
Middle1,600 – 2,000 Euro
Senior2,100 – 2,900 Euro
Junior900 – 1,100 Euro
Middle1,100 – 1,700 Euro
Senior1,850 – 2,500 Euro
Junior1,000 – 1,300 Euro
Middle1,300 – 2,000 Euro
Senior2,000 – 3,000 Euro
The salaries are calculated accordingly to the average of the market, outliers may exist (exceptions for very good/experienced professionals or companies that have the internal policy of paying at the 90th percentile)
Most frequent bene�ts requested by IT professionals in Bucharest
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Comp & Ben
64% of IT professionals ask for Medical Insurance
46% of IT professionals ask for Financial Support for Training
43% of IT professionals ask for Flexible Hours
25% of IT professionals ask for Meal Vouchers
22% of IT professionals ask for Religious Holiday
bonuses
16% of IT professionals ask for Gym Subscription
14% of IT professionals ask for Vacation
Bonus
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HR Insights
Depending on the desired language, the process might take from 2 weeks up to 3 months. For highly requested languages (French and German) the process might even surpass the 3 months mark. From searching for a pro�le �t to signing the deal the process might encounter the following obstacles:A limited number of good pro�les that meet both language and tech requirementsA lack of interest in a new positionA sudden change of mind from the applicant’s side (reasons might be strictly personal or related to company pro�le)A counter-o�er from the applicant’s current employer (most common obstacle).
An analysis done for 2014 on over 550 successfully �lled roles by Brainspotting, highlighted the following �ll in time frame on di�erent seniority levels: Entry level – 4 weeks (for students/candidates without notice period);Mid-level – 8 weeks; Senior level – 8 – 10 weeks; Managerial level – 16 – 20 weeks.
Intervals above are for recruitment processes where client interview and testing is done immediately after the recommendation. Otherwise, the duration may increase with 20 to even 50%. Duration takes into consideration the notice period.
Time to �ll a role
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HR Insights
28.21% of the IT pro�les have changed their job at least twice, while almost one quarter of the market (23.93%) have changed jobs three times.
The chart shows the job changing fre-quency for programmers / developers; the pool consists of 446 respondents from across the country with a maximum age of 38.
More thanfour; 6,55% Other; 1,71%
Four;7,69%
One; 31,91%
Three; 23,93%
Two; 28,21%
IT Professionals with over 2 years work experience have had on average between 2 and 3 jobs, while less experienced IT individuals are still at their �rst job.
Other;1%
One; 22%
More thanfour; 8%
Four; 10%
Three; 29% Two; 20%
Other;2%
More than four;4%Four;
1%
Three; 8%
Two; 2%
One; 63%
N*IT Professionals 2 yrs+ Experience = 320 N*IT Professionals 0-2 yrs+ Experience = 125
Q: How many jobs have you had until now?
Data is taken from the Most Desired Employers Survey
2014 for the IT Industry
Employee Churn
Employee Churn
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HR Insights
Usually when candidates are looking for a job (actively or passively) there are certain aspects that are missing from their current job. From the market data we
gathered we observed di�erent patterns for entry level professionals and seniors.
Junior level (1 – 3 years experience) – they change jobs more frequently, on average every 1-2 years; they are attracted to the salary & bene�ts package, cool working environment and tend to switch job based on these aspects.
Medium level (3 – 5 years experience) – they change jobs every 2 to 4 years and they look for a mix of challenging projects, new technologies and �nancial incentives.
Senior level (5 years + experience) – they are more stable, career oriented, changing jobs only if a true development opportunity appears; on average they spend 4 to 5 years on a position.
Team leaders – there are not as many jobs on the market as for pure developers so they show more stability; on average they spend 5 to 7 years on the job then they promote to project management orsoftware delivery management roles.
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HR Insights
Over 3,000 IT &C jobs advertised across many
industries
1 in every 3 jobs available in IT is
Java related
Most requested programming languages
Most advertised job openings for IT&C professionals
Job type percentage across all industries
SoftwareDevelopers
55%
Other (ex: TechSupport)
15%
Mobile Developers (iOS/
Android) 4%
ProjectManagers
6%
Consultants5%
Business Analysts3%
Architects3%
Testers / QA9%
Programming Languages
Other23%
.Net / C#15%
Java28%
C / C++12%
PHP15%
Mobile7%
Others: SQL, PL/SQL, Cobol, Python, Ruby, Perl, JavaScript
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HR Insights
Emerging in 2015
Scala
Android
iOS
Ruby
PythonErlang
Clojure
Haskell
Golang
Programming languages to know in 2015
3D Printing
Smart Machines
IoT/IoE
Big DataAnalytincs
CyberSecurity
CloudComputing
VirtualReality
Technologies & Trends to watch
for in 2015
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HR Insights
IT Recruitment Trends
Job fairs are not that crowded with IT professionals but conferences, hackathons and tech events are a good place to �nd talent.
Shifting from the traditional o�er to a package that includes: international exposure, work from home and a variety of trainings.
There is an increased interest for a mix of known technologies plus a foreign language (German is one of the most sought after, as are more exotic ones like Dutch).
Hiring talent with niche skills at any time due to the lack of o�er on the market. It’s no longer a question of having an opening, but seizing talent when given the chance.
Students count on job boards and company websites to scout for jobs while professionals go to connections in companies
Training programmes and a friendly o�ce environment are some of the perks IT people look for
A targeted employer brand survey will unveil insights into speci�c groups and their opinion on certain companies
Job fairs are still attended by candidates but not as crowded as other events like: tech conferences, gaming events, hackathons and university open days
A transparent career development plan will challenge the candidate to achieve project goals.
72% of ITprofessionals are
FULL-TIME employed
65% of IT professionals are not
actively looking for a job,but would be open for
discussion if theopportunity arises
Company sites Are the most used channels for looking & applying for jobs for
both IT students & professionals
Recruitment practices should be distinctly divided between the two target groups: students and professionals. Talent attraction strategies should rely on these facts:
What are the professional objectives you want to accomplish in the next 3
years?
The most striking pattern we notice for objectives is the attention individuals give to becoming an expert in their �eld. They will look for employers that o�er training programmes, challenging projects
with technology mix, but who also respect the work-life balance.
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HR Insights
IT Recruitment Trends
What are the most common criteria IT professionals use when choosing an
employer?
Work-life balance
54% Coordinating projects
22%
Becominga specialist
62%
Becominga manager
17%
Be wellpaid46%
Challengingresponsibilities
26%
Safe jobs (27%)
Trainingprograms
(37%)
Flexibleworking
hours (27%)
Goodreputation /
image (33%)
Salary & bene�t package
(51%)
Friendly environment
(37%)
The �gures in brackets () represent the percentage of IT professionals for whom the criteria is one of their 3 most important ones.
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HR Insights
IT Recruitment Trends
In case you are / have coordinated a team, how much experience do you have doing this?
I'm not coordinating /I never coordinated
53%
0-6 months16%
7-12 months7%
1-2 years9%
2-3 years6%
3-5 years5%
5-10 years3% Over 10 years
1%
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CandidateBehaviorInsights
Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents
Becoming a specialist
Work-life balance
Be well paid
Challenging responsibilities
Coordinating projects
Creating new products
Reacing a material positions
Starting my own company
Working abroad
Working on a strategic level
Job Rotation
Other objective
62,25%
64,61%
46,29%
24,04%
21,35%
17,08%
15,51%
13,93%
13,48%
13,48%
4,49%
2,70%
0,45%
0% 10% 20% 30% 40% 50% 60%
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446
Professional Objectives
Professional objectives show what candidates want from a job and help you in building a coherent employer branding strategy. Becoming a specialist shows that candidates are looking for training plans, interesting projects that will help them grow.
Q: Please select maximum 3 professional objectives that you want to accomplish in the next 3 years. (Please choose maximum 3 options.)*
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CandidateBehaviorInsights
Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446
Criteria for choosing an employer
When looking for a new job, candidates pay close attention to aspects like salary & bene�t package and having a friendly environment. Advertising this information will attract and retain the right candidates.
Q: Which are the 3 most important factors that you take into consideration when choosing an employer? (Please choose maximum 3 options).
Salary & bene�t package
Friendly environment
Flexible working program
Good reputation / image
Challenging jobs
Safe jobs
International opportunities
Creative & dynamic environment
Availability of mentorship
Rapid promotion opportunities
Accesible o�ce
Well known products / services
Other
Training programs
52,36%
41,12%
31,69%
30,34%
30,56%
25,62%
22,70%
15,28%
12,36%
10,79%
8,76%
8,76%
5,17%
0,22%
0% 10% 20% 30% 40% 50% 60%
31
CandidateBehaviorInsights
Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446
The most wanted bene�t is the medical subscription, closely followed by �exible working hours. Allowing employees more freedom with their schedule proves that the company has an employee satisfaction oriented policy.
Q: Please choose 3 bene�ts that you consider as fundamental for the o�ers of the employ-ers. (Please choose maximum 3 options.)
Medical subscription
Flexible working hours
Finnancial support for trainings
Christmas / Easter bonuses
Meal vouchers
Gym subscription
Vacation bonuses
Catering
Laptop
Transportation allowance
Private pension
Life insurance
Work car
Mobile phone
Other bene�ts
64,49%
48,99%
35,73%
28,54%
28,09%
18,65%
14,38%
12,81%
11,01%
8.09%
4,94%
4,49%
4,27%
1,12%
1,35%
0% 10% 20% 30% 40% 50% 60% 70%
Most wanted bene�ts
32
CandidateBehaviorInsights
Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446
When asked why they accepted their last job most candidates answered that the �exible working hours determined them in saying yes. Again this perk attracts candidates surpassing the richness of the salary o�er.
Q: What determined you to accept your last job? (Please choose maximum 3 options.)
0% 5% 10% 15% 20% 25% 30% 35%
Job/O�er acceptance criteria
40% 45%
Flexible working program
Salary & bene�t package
Good reputation / image
Friendly environment
Challenging jobs
Training programs
Safe jobs
Accessible o�ce
International opportunities
Creative & dynamic environment
Availability of mentorship
Well known products / services
Rapid promotion opportunities
Medical subscription
41,35%
38,65%
32,36%
30,34%
25,84%
21,80%
18,65%
16,18%
10,79%
10,11%
8,54%
6,74%
3,82%
2,25
In order to have successful recruitments, there are a few tips & tricks to be taken into consideration.
First of all, the recruitment process must be fast & dynamic, but placed in realistic timeframes, allowing quality
sourcing and interviewing. Given the great variety of jobs in the sector, good candidates receive many o�ers and
they can conclude a recruitment process after only 1 interview or in less than 1 week’s time.
The process must also be completely transparent (between the HR department/provider - Hiring Manager/client),
with constant, in-real-time feedback from both parties (about the recruitment process and the market, the pool of
candidates, di�culties in the process, plans of improvement, suggestions, etc.)
Then, marketing of the opening and candidate attraction: it is well known that a well marketed role can attract a
higher number of candidates and a better quality of applicants. The �rst step for a good “job marketing” is to put
together a short, but comprehensive Job Description, that includes a catchy, but understandable title -that will grab
the reader’s attention-, the company history / pro�le and a brief description of the projects. The JD must contain
the job summary (3 - 6 line overview of the opening), future responsibilities (essential functions and tasks of the
job), required skills & quali�cations (must-have & nice-to-have) and other details such as department, language
requirements, travel availability and included bene�ts.
33Brainspotting Tips & Tricks to successful
IT%C Recruitment
There is a common practice nowadays that companies make counter-o�ers to the employees who have decided
to leave their roles, but what is to take into consideration is the fact that, from our experience, more than 50% of all
employees who accept counter-o�ers change either way companies within the following months. Once a
candidate shows that he is willing to leave, it is a signal that he is unhappy or that he is in an active search. After
accepting to stay in the current company, his involvement and dedication are often questioned and he/she might
reconsider the reasons of his/her desire to leave in the �rst place.
Proof of know-howThe level of seniority is not only
dependent on the number of years spent In a position but the amount
of technicalskills accumulated in the process. While tests will can easily
be sidestepped a face to face interview will uncover gaps & over in�ated skills. Honesty about your
levelof knowledge (especially language and programming skills)
can onlyensure a perfect match with thejob.
International exposureWorking or studying in an
international environment improves the individual’s skill set from many
di�erent perspectives: -cultural awareness
- project variety - increases adaptability - improves leadership
- widens professiona network
Students & graduatesGood grades and scholarships go best with extracurricular activities like: workshops, open days and
personal projects
Finally, once a recruitment process was happily ended (role �lled) it is important to remember that the new
employee expects a professional on-boarding experience (assigning the new hire to a team with either a coach/
buddy, meeting all the colleagues, showing him/her that he/she is a part of the company) and signs of a good
retention strategy (one-to-one periodic evaluations, employer’s trying to meet the initial requests, recognition of
the work and breakthroughs, a transparent and meritocratic career plan).
All the above can lead to a much higher rate of success and can also position the company as a cool employer
focused on its employees, by creating a strong employer brand.
34Brainspotting Tips & Tricks to successful
IT&C Recruitment
Maria HostiucSenior IT&C
Recruitment Consultant
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be reproduce only by mentioning Brainspotting as source.
Thank you for your time and interest!
Please feel free to share your thoughts and insights or contact us for questions, remarks or suggestions:
Violeta CiutacSales & Marketing Manager
violeta.ciutac@brainspotting.roro.linkedin.com/in/violetaciutac
(+40) 725 584 962