IT Recruitment in Poland: 2025/2026 Market Challenges & Salary Trends

I recently had the pleasure of joining the HR Breakfast panel organized by Justjoin.it to mark the launch of their pivotal IT Salary Report: “What Happened to the Eldorado? IT Salaries & Expectations 2025/2026.”

Optiveum participated as a Strategic Partner in this initiative. The study, based on nearly 111,000 job offers published in 2025, provides one of the most comprehensive snapshots of the current IT labor market in Poland and the wider CEE region.

While the data itself is invaluable for understanding IT salaries in Poland, the highlight of the event was the open discussion among HR leaders and practitioners. We moved beyond the numbers to discuss the real, operational challenges companies face when sourcing tech talent today.

Here are the key takeaways regarding the state of IT recruitment in Poland.

The Changing Role of Junior Software Developers in Poland

One of the most pressing topics discussed was the place of junior professionals in the current ecosystem. The market for software developers in Poland has shifted, and the reality is straightforward:

The market no longer absorbs juniors at scale without clear business justification. Companies recruiting in Poland today prioritize:

1. Shorter time-to-productivity: The runway for onboarding has shortened.
2. Practical skills: Theory is no longer enough; applicable skills are required immediately.
3. Tech stack readiness: Juniors must be ready to work within specific business contexts from day one.

This doesn’t mean entry-level IT roles are disappearing. Instead, the model is maturing. 

We are seeing fewer generic “junior” openings and a shift toward structured internships, trainee programs, and hybrid positions with strictly defined KPIs. For IT recruitment in Poland to remain healthy, both employers and candidates need to be honest about what “junior” really means in 2025.

Managing B2B Contractors in the Polish IT Market

A recurring challenge for international companies is managing B2B IT contractors, particularly regarding transparency. A common issue arises when contractors:

• Serve multiple clients simultaneously without disclosure (overemployment).
• Struggle with delivery and availability due to split focus.
• The B2B model—a standard in hiring developers in Poland—is not the problem. The issue is a lack of accountability.

For employers, this isn’t just an HR annoyance; it is an operational risk. To successfully navigate IT recruitment in Poland, companies must enforce clear contractual expectations, availability rules, and regular check-ins. Trust is good, but in a remote-first environment, verification is essential.

The Rise of “Fake CVs” and Identity Fraud

An issue that is becoming impossible to ignore in software development recruitment is the rise of sophisticated identity fraud and “fake profiles.”

We are not just talking about exaggerated skills anymore. We are seeing a specific, concerning trend where candidates—often based in Asia or other offshore regions—construct “local” personas to bypass screening filters.

This involves:

• Identity Impersonation: Profiles using Polish names and local addresses to appear as EU-based candidates.
• The “Bait-and-Switch”: The deception is often only revealed during the first video call. The person on camera clearly does not match the demographic or identity claimed on the CV (e.g., a candidate claiming to be a local Polish native “Marek” is revealed to be a non-Polish speaker dialing in from a different continent).
• AI-Generated Fabrication: Utilizing AI to craft perfect, localized cover letters and CVs that mask the candidate’s true origin and location.

This phenomenon creates a severe security risk and wastes valuable time. It highlights why IT recruitment in Poland can no longer rely on documents alone—visual verification is now a mandatory first step.

Verifying Candidates in Remote Recruitment

With remote IT recruitment now the standard in Poland and CEE, and the rise of the identity fraud mentioned above, effective verification is critical.

During the panel, we discussed the legal and practical aspects of references. It is worth clarifying that collecting references is legal in Poland, provided it is done with the candidate’s explicit consent and is relevant to the role.

However, a modern verification process for hiring IT talent must go beyond phone calls. It should combine:

• Mandatory Video Screening: To verify identity and location immediately.
• Structured technical interviews and real-life case studies.
• Consistency checks across the candidate’s career history.

Remote hiring works, but only when the process is intentional, rigorous, and secure.

The Future of IT Recruitment in Poland

Many questions raised during the HR Breakfast remain open. The IT recruitment market in Poland is maturing, and no single report can solve every challenge.

What the industry needs is more experience-based discussion and collaboration between employers, agencies, and specialists.

We are open to participating in—and co-organizing—future roundtables and webinars focused on IT recruitment challenges in Poland and Central Eastern Europe.

Are you looking to hire software developers in Poland but struggling with verification or market fit?

If these topics resonate with your organization, Contact Us to exchange perspectives or discuss how we can support your hiring strategy.