This document provides an overview of the IT&C talent market in Romania in 2017-2018. It summarizes the key talent hubs in Romania, the largest being Bucharest, Cluj-Napoca, Iasi, and Timisoara. It also outlines some of the largest employers in each hub and provides data on the number of IT&C professionals, graduates, and distribution of skills in each location. Recruitment challenges are also highlighted, noting the need for 12,000 new IT&C hires annually and competition to source quality candidates.
The IT&C Talent Map Report is our annual account of the talent market in Romania. We base it on insights we have from over 100 clients per year and 500 placements, as well as from surveying and networking with over 20,000 IT&C professionals.
The report aims to highlight the hotspots of the IT&C industry and clarifies certain key-questions that both companies and employees have to answer before taking strategic decisions, vital for their future growth and development.
Key Content
Overview of the IT&C talent market
The most representative facts & figures in technology recruitment
The most important technological hubs in the country
Number of graduates per cities
Required / offered salaries & salary packages
Required foreign languages
Tips & tricks for employers & employees
Management of a recruitment process, etc.
If you consider expanding in Romania or recruiting from Romania, here's a report we have just finished working on. It presents the size & technical skills of the IT pool, salaries, opportunities & challenge in employer branding and recruitment, tendencies.
The IT&C Talent Map Report is our annual account of the talent market in Romania. We base it on insights we have from over 100 clients per year and 500 placements, as well as from surveying and networking with over 20,000 IT&C professionals.
The report aims to highlight the hotspots of the IT&C industry and clarifies certain key-questions that both companies and employees have to answer before taking strategic decisions, vital for their future growth and development.
Key Content
Overview of the IT&C talent market
The most representative facts & figures in technology recruitment
The most important technological hubs in the country
Number of graduates per cities
Required / offered salaries & salary packages
Required foreign languages
Tips & tricks for employers & employees
Management of a recruitment process, etc.
If you consider expanding in Romania or recruiting from Romania, here's a report we have just finished working on. It presents the size & technical skills of the IT pool, salaries, opportunities & challenge in employer branding and recruitment, tendencies.
This is the company newsletter of Stanton Chase Sofia. In this issue we discuss talent management and the demand for professionals in the FMCG, Industrial, Technology and Pharmaceutical sectors. We also share some of our expertise, as well as local and global executive search news.
VIT’s Master of Information Technology and Systems (MITS) is a Post-Graduate course at Australian Qualification Framework (AQF) Level 9. This prestigious course offers a substantial opportunity for those who want to succeed in the world of Information Technology.
Financial Services BPO and ITO OppertunitiesMadu Ratnayake
Sri Lankan Financial Services Outsourcing sector is growing. The opportunities for finance professionals to move in to knowledge services industry (IT/BPO) is rapidly expanding. This presentation highlights the growth of the global IT/BPO industry and Sri Lanka’s focus on Financial Services Outsourcing sector.
Why india still has an edge in software development outsourcing in 2022, desp...ISHIR
India is known for its cost advantage and the largest pool of IT talent, If you consider outsourcing software development projects to India, you should not focus solely on India’s edge in software development.
ROBOTIC PROCESS AUTOMATION FOR RECRUITMENT PROCESS IAEME Publication
Purpose – The aim of the paper to review the Robotic process automation in the
recruitment process and its practical implications. This paper discussed possible
applications for the recruitment industry caused due to the adoption of Robotic process
automation in the recruitment process.
Design/methodology/approach - This paper is structured by the independent
academician, who have reviewed of the latest articles, research papers, reports and
other relevant literature and synthesized their views in the process of presenting the
paper.
Findings – This paper offers technology development in the field of hiring industry.
The RPA for managing the hiring process and also discussed possible applications and
usage of RPA in the recruitment industry.
Originality/value – The paper explains the role of technology and impact of RPA
on the recruitment industry as well as clients in the Industry and the highlighted Inputs
for successful integration and possible applications for recruitment industry.
Article classification – Viewpoint.
Outsourcing Destination Guide Poland 2014 by Deutscher Outsourcing VerbandErnest Orlowski
Independent information guide about Nearshoring to Poland by German Outsourcing Association in co-operation with ProPregressio Foundation.
About Solid Shore Sp. z o.o. - page no 60.
The Outsourcing Guide Poland presents the capabilities and actors of the Polish ITO and BPO Industry.
Unique solutions and cases invented by Polish service industry experts are presented in the form of case studies and project reports.
As a result the document helps decision makers to better understand the advantages and conditions in working with Polish ITO and BPO service providers.
Sector Information
Company Information
Mission, Vision, Values
Recruitment Process
Sourcing Mix
Knowledge and Skill required
Selection Process
Interview Questions of 3 different job titles
Talent Landscape - India Story,Nature of Premium Quality Talent,Impact of Growth on Talent,Dynamics of Today's Workforce,Honing Versus Using Talent,Matching Individual and Organizational Needs Through Active
HR Participation,
Intelligence Group has researched ‘the attractiveness of Bosch within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
Welcome to the the third annual newsletter of Stanton Chase Sofia. We discuss current trends in talent acquisition and development, we give you the point of view of our clients and long-term partners and we share how we do it - by being a team.
Presentation on "The National Capital Workforce and the Economic Graph" by Jonathan Lister
VP Americas, Sales Solutions, LinkedIn at the Ottawa Education and the Economy Summit with other speakers including the Governor General of Canada and Mayor of Ottawa.
This is the company newsletter of Stanton Chase Sofia. In this issue we discuss talent management and the demand for professionals in the FMCG, Industrial, Technology and Pharmaceutical sectors. We also share some of our expertise, as well as local and global executive search news.
VIT’s Master of Information Technology and Systems (MITS) is a Post-Graduate course at Australian Qualification Framework (AQF) Level 9. This prestigious course offers a substantial opportunity for those who want to succeed in the world of Information Technology.
Financial Services BPO and ITO OppertunitiesMadu Ratnayake
Sri Lankan Financial Services Outsourcing sector is growing. The opportunities for finance professionals to move in to knowledge services industry (IT/BPO) is rapidly expanding. This presentation highlights the growth of the global IT/BPO industry and Sri Lanka’s focus on Financial Services Outsourcing sector.
Why india still has an edge in software development outsourcing in 2022, desp...ISHIR
India is known for its cost advantage and the largest pool of IT talent, If you consider outsourcing software development projects to India, you should not focus solely on India’s edge in software development.
ROBOTIC PROCESS AUTOMATION FOR RECRUITMENT PROCESS IAEME Publication
Purpose – The aim of the paper to review the Robotic process automation in the
recruitment process and its practical implications. This paper discussed possible
applications for the recruitment industry caused due to the adoption of Robotic process
automation in the recruitment process.
Design/methodology/approach - This paper is structured by the independent
academician, who have reviewed of the latest articles, research papers, reports and
other relevant literature and synthesized their views in the process of presenting the
paper.
Findings – This paper offers technology development in the field of hiring industry.
The RPA for managing the hiring process and also discussed possible applications and
usage of RPA in the recruitment industry.
Originality/value – The paper explains the role of technology and impact of RPA
on the recruitment industry as well as clients in the Industry and the highlighted Inputs
for successful integration and possible applications for recruitment industry.
Article classification – Viewpoint.
Outsourcing Destination Guide Poland 2014 by Deutscher Outsourcing VerbandErnest Orlowski
Independent information guide about Nearshoring to Poland by German Outsourcing Association in co-operation with ProPregressio Foundation.
About Solid Shore Sp. z o.o. - page no 60.
The Outsourcing Guide Poland presents the capabilities and actors of the Polish ITO and BPO Industry.
Unique solutions and cases invented by Polish service industry experts are presented in the form of case studies and project reports.
As a result the document helps decision makers to better understand the advantages and conditions in working with Polish ITO and BPO service providers.
Sector Information
Company Information
Mission, Vision, Values
Recruitment Process
Sourcing Mix
Knowledge and Skill required
Selection Process
Interview Questions of 3 different job titles
Talent Landscape - India Story,Nature of Premium Quality Talent,Impact of Growth on Talent,Dynamics of Today's Workforce,Honing Versus Using Talent,Matching Individual and Organizational Needs Through Active
HR Participation,
Intelligence Group has researched ‘the attractiveness of Bosch within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
Welcome to the the third annual newsletter of Stanton Chase Sofia. We discuss current trends in talent acquisition and development, we give you the point of view of our clients and long-term partners and we share how we do it - by being a team.
Presentation on "The National Capital Workforce and the Economic Graph" by Jonathan Lister
VP Americas, Sales Solutions, LinkedIn at the Ottawa Education and the Economy Summit with other speakers including the Governor General of Canada and Mayor of Ottawa.
The value added by the software and IT services sector to Romania’s GDP has reached EUR 3.066 billion in 2015, by 21% higher than the one generated in 2014, according to the data from the Employers’ Association of Software and Services Industry from Romania (ANIS). The modernisation of key economic sectors in Romania will continue to provide IT vendors with opportunities in banking, oil, power and telecommunications. An environment of investment in modernisation is likely to drive growth, particularly in the transport and utilities sectors. The present paper analyses the IT industry in Romania and its latest development.
Raytheon Intelligence, Information and Services delivers innovative technology to make the world a safer place. Our expertise in cyber, analytics and automation allow us to reach beyond what others think is possible to underpin national security and give our global customers unique solutions to solve the most pressing modern challenges -- from the cyber domain to automated operations, and from intelligent transportation solutions to creating clear insight from large volumes of data. IIS operates at nearly 550 sites in 80 countries, and is headquartered in Dulles, Virginia. The business area generated $6.1 billion in 2017 revenues. As a global business, our leaders must have the ability to understand, embrace and operate in a multicultural world -- in the marketplace and the workplace. We strive to hire people who reflect our communities and embrace diversity and inclusion to advance our culture, develop our employees, and grow our business.
Cluj 2030 a vision on IT - will it thrive or will it flop - Mihai NadasITCamp
Today, Cluj-Napoca is often compared to Silicon Valley for it’s thriving IT economy. In recent years, costs surged while sector unemployment shelved at virtually 0%.
Despite our local sector’s lavish prosperity, a fundamental and sometimes unspoken question about it’s sustainable future lingers.
Expect as session with hypothesis, facts, stats, comparisons and a downright argument regarding Mihai’s personal view on the matter.
As a member of the audience you will have the opportunity to engage in the conversation and, depending on the stage of your career, define the right strategy looking forward.
Information Technology & Outsourcing. Migration to Central & Eastern EuropeIT Weekend
by Alan Harlan
Chief Executive Officer, SoftServe
IT Weekend Ukraine 2013 is an international conference, initiated to help Ukrainian IT industry professionals to grow and develop.
14.09.13, Kyiv
http://ukraine.itweekend.ua/
IT and Outsourcing: Migration to Central and Eastern Europe by alan harlan, c...SoftServe
Alan Harlan, CEO at SoftServe, Inc. shared his insights on IT and Outsourcing Trends - Migration to Central and Eastern Europe at the 2013 IT Weekend Ukraine conference that took place on September 14, 2013, in Kyiv, Ukraine. Here`s Alan`s presentation.
EKLERAZ
Education is indeed a vehicle for social transformation and pursuing higher studies not only provides the young Mauritian with higher income but it also makes that person more employable. Choosing the right field is key indeed to a brighter future and through Ekleraz, we aim at providing information to young people to facilitate their choice for higher education and foster skills development that makes the individual more employable
Opportunities and jobs in the ICT sector, one of the most booming sector in Mauritius.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
3. 1
110,000
Estimated number of IT&C professionals
100,000 90,000 36,000 25,000 20,000 16,824
An ever growing complexity of skills with lower labor costs than Western
and Central Europe, has led Romania up 5 ranks in the A.T Kearney Global
Services Location Index for 2016, to position 13.
▶ Best ratio for IT&C professionals per capita among CEE countries.
▶ Approximately 20,000 companies operating within the IT&C services
domain, with over 100 large IT&C players (over 200 employees).
▶ Overall need for recruitment for 12,000 IT&C professionals per year.
▶ Needs for recruitment go up to 400 per year per most important
players with continuous interest from new centers to open operations.
▶ Over 110,000 IT&C professionals and approx. 8,500 IT graduates per
year and approx. 1,800 telco graduates.
200
1 IT&C professional for every...
385 506 264 291 271 588
Romania Poland Ukraine Belarus Bulgaria Slovakia Hungary
Source: LinkedIn.com, Softwaremill.com, daxx.com, development.by, zdnet.com, sario.sk
Market Overview
4. 2
Talent is spread among 12 cities, with 4 large hubs, 2 secondary and 6 small
contenders for marginal talent which are targeted more and more for either
small operations or secondary centers.
Although highly competitive and with higher labor costs, Bucharest has the
best mix of skills and competencies and the largest numbers of IT&C talent.
Cluj-Napoca, Iasi and Timisoara are established talent hubs with good
pipelines of graduates and a strong tradition in IT and Telco.
Sibiu and Brasov come next - already established IT talent hubs, they
provide 500 graduates per year and already accommodate large employers
with teams of up to 100.
Craiova, Ploiesti, Pitesti, Galati, Constanta and Targu-Mures have smaller
talent pools but are becoming more attractive for employers who are
looking to build small teams in less competitive cities.
TIMIȘOARA
IAȘI
CLUJ-NAPOCA
BUCHAREST
Mix of skills 5 4 3.5 3 2
Number of skills 5 3 1.33 1 0.55
Academic Qualifications 5 5 5 4 3
Graduate numbers 5 4 3 3 2
Mobility 5 5 4 4 3
Cost of Talent 1.5 2 2.5 4 4
Competition
Total
2 2 3 3 3
BUCHAREST CLUJ-NAPOCA IAȘI TIMIȘOARA BRAȘOV
4.074.07 3.46 3.19 3.14 2.51
Market Overview
5. 3
High competition.
Over 60% of IT&C companies identify as the main challenge in recruitment
the sourcing of quality candidates and around 28% cannot source a large
enough pool. The education system underdelivers about 3,000 graduates
per year, while over 50% of professionals do not have an active profile on
a classical recruitment channel. Moreover, professionals are already engaged
in quality jobs for good brands, work on large projects with high end
technologies and make a good pay. So, unless you have a differentiated
offer or are willing to be flexible on part of the requirements, recruitment
can be very harsh.
Companies go where (marginal) talent is.
More companies investigate alternative sources of candidates and direct
sourcing into third hubs like Suceava, Galati, Constanta, Pitesti, Ploiesti.
Stronger demand for managerial skills.
Although the main focus continues to be on specialist recruitment, we have
seen an increase in the demand for managerial roles - starting from Team
Lead positions to executive roles.
Market Overview
6. 4
IT Talent Distribution
*Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
% age of national
Developer
Distribution
Java
Distribution
QA
Distribution
45% 48% 47%
% age of national
Telco Talent Distribution
Telco Graduates
510
IT Graduates*
2.195
Telco Talent
Distribution
Availability
to relocate
58% 11%
MOST DESIRED
EMPLOYERS
1 2 3
4 5
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Talent Map - Bucharest
7. 5
Players with IT&C skills
Metro Systems
SAP
IBM
Stefanini
Accenture
BearingPoint
Vodafone
Oracle
Misys
UTI Systems
Siveco
Totalsoft
Dell
Luxoft
Axway
Gameloft
Ubisoft
1&1
Cegeka
Optaros
Endava
Ixia
eMAG
Alcatel-Lucent
SII
Microsoft
Ericsson
Star Storage
Raiffeisen Bank
NN
Deutsche Bank Technology Center
Axway
Teamnet
Adobe
Sparkware
Pentalog
Siemens
Thales
Electronic Arts
ING Bank
Orange
Vodafone
UPC
RDS & RCS
Huawei
Telekom
2K Telecom
Talent Map - Bucharest
8. 6
IT Talent Distribution
*Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
% age of national
Developer
Distribution
Java
Distribution
QA
Distribution
20% 23% 27%
% age of national
Telco Talent Distribution
Telco Graduates
410
IT Graduates*
1.489
Telco Talent
Distribution
Availability
to relocate
5% 9%
MOST DESIRED
EMPLOYERS
1 2 3
4 5
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Talent Map - Cluj-Napoca
9. 7
Players with IT&C skills
Yonder
Accenture
Siemens
MHP - A Porsche Company
MSG Systems
SAP
Steelcase
Yardi Romania
Softvision
Endava
Fortech
NTT Data Romania
Ullink
Betfair
Emerson
3Pillar Global
iQuest
Evozon Inc.
Arobs Transilvania
Hewlett Packard Enterprise
Bosch
Wolters Kluwer Financial Service
Garmin
Accesa IT Systems
Language Weaver
Tora Trading
Talent Map - Cluj-Napoca
10. 8
IT Talent Distribution
*Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
% age of national
Developer
Distribution
Java
Distribution
QA
Distribution
12% 12% 9%
% age of national
Telco Talent Distribution
Telco Graduates
395
IT Graduates*
1.125
Telco Talent
Distribution
Availability
to relocate
3% 22%
MOST DESIRED
EMPLOYERS
1 2 3
4 5
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Talent Map - Iași
11. 9
Players with IT&C skills
Ness Technologies
Optymyze
Mind CTI
Synygy
Pentalog
Endava
Comodo
Continental
Unicredit Business Integrated Solutions
Capgemini
Centric IT
BeeNear
eMAG
Bitdefender
Amazon Development Center
SCC Services
OSF
Talent Map - Iași
12. 10
IT Talent Distribution
*Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
% age of national
Developer
Distribution
Java
Distribution
QA
Distribution
9% 4% 5%
% age of national
Telco Talent Distribution
Telco Graduates
405
IT Graduates*
1.593
Telco Talent
Distribution
Availability
to relocate
4% 11%
MOST DESIRED
EMPLOYERS
1 2 3
4 5
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Talent Map - Timișoara
13. 11
Players with IT&C skills
Accenture
SAP
ACI Worldwide
Draexlmaier Systemtechnik GmbH
Continental
Waterford Research Romania
Softvision
3Pillar Global
iSoftBet
BeeNear
Microsoft
Toluna
Elektrobit Automotive
IBM
ATOSS Software
Hella
Challenger Solutions
Siemens
Autoliv
Berg
Visma Software
Lasting
Atos
Océ
Nokia
Wipro
Cmed Clinical Research Services
Flex
Step Up
Alten SI-Techno
Honeywell
Talent Map - Timișoara
14. 12
IT Talent Distribution
*Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
% age of national
Developer
Distribution
Java
Distribution
QA
Distribution
5% 4% 3%
% age of national
Telco Talent Distribution
IT Graduates*
500
Telco Talent
Distribution
Availability
to relocate
4% 26%
MOST DESIRED
EMPLOYERS
1 2 3
4 5
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Talent Map - Brașov
15. 13
Players with IT&C skills
Siemens
Autoliv
Cerner Corporation
Pentalog
IBM
OSF Global Services
RIA Solutions
Miele Tehnica
Schaeffler
Elektrobit Automotive
Route 66
Talent Map - Brașov
16. 14
IT Talent Distribution
*Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
% age of national
Developer
Distribution
Java
Distribution
QA
Distribution
2% 2% 3%
% age of national
Telco Talent Distribution
IT Graduates*
250
Telco Talent
Distribution
Availability
to relocate
1% 38%
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Players with IT&C skills
Pirelli
Infofer
OMV
SintecMedia
NetDania
IT Six Global
QFort
RCS&RDS
Syncrosoft
CEZ Romania
Talent Map - Craiova
17. 15
**Graduate numbers are based on info provided by Universities and do not take into account graduation rates.
*Sibiu, Galati, Pitesti, Ploiesti, Constanta, Targu-Mures
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
IT Talent Distribution
Other Cities*
Pitești
Galați
Constanța
Ploiești
Developer Distribution Java Distribution QA Distribution
5% 7% 7%
IT Graduates**
800
Telco Talent Distribution
Telco Talent Distribution Availability to relocate
1% 56%
1% 45%
2% 40%
2% 72%
Talent Map - Other cities*
18. 16
Players with IT&C skills
NTT Data Romania
Focus Net Consulting
iQuest
BearingPoint
Visma
Marquardt Group
Public Institutions
DB Power Soft
Colt Technology
Sibex - Sibiu
Continental
Ambient
Banca Transilvania
Raiffeisen Bank
Telco Talent Distribution
Telco Talent Distribution Availability to relocate
0.1% 67%
0.3% 100%
2% 16%
Râmnicu Vâlcea
Bacău
Sibiu
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Talent Map - Other cities*
19. 17
Pay is dependable on the technology
• Ruby and Python professionals earn the most – up to 25% more than the average
salary of programmers, due to the small number of specialists in the market. Java
is on the 3rd place – with a difference of 12% compared to the average, next there
are Oracle and C#/.NET with a difference of 9%. Java, C#/.NET are some of the
most widespread technologies in Romania, but the large number of offered jobs
makes the employers to be willing to pay more to attract a talent.
• IT employees will change their jobs for salary increases of 29%, flexible schedule,
pleasant work environment and employer support in obtaining certificates.
• The IT industry has considerable salary increases, on average, once every two
years, employees receive a minimum increase of 26% for growing professionally –
the salary increase from the entry level (0-2 years) to middle (2-4 years) is 30%
and from middle to senior (over 4 years) – 26%.
• Salaries differ depending on the city, however, salaries for seniors tend to get
leveled across Romania.
Salaries are expressed in Euro, Gross, monthly and do not take into consideration
the 16% tax exemption for IT
Salaries are expressed in Euro, Gross, monthly and do not take into consideration the 16% tax exemption for IT
* Linux
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Level of experience
Junior
(0 - 2 years)
Middle
(2 - 4 years)
Senior
(+4 years)
Software Developer 1,000-1,562 2,130 -2,982 3,124 -4,970
Full Stack Developer 1,000-1,562 2,130 -3,124 3,408-4,970
Quality Assurance 856-1298 1562 -2840 2,982-3,976
Level of experience
856-1,422 1,988-3,124 3,408-4,970
856-1,289 1,704 -2,272 2,556-3,550
711 -1,133 1,422 -2,272 2,556-3,550
DevOps
Virtualization Engineer
Sys/Network Admin*
Junior
(0 - 2 years)
Middle
(2 - 4 years)
Senior
(+4 years)
IT&C Compensation & Benefits
20. 18
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Flex time is becoming the new main attractor for the IT profile, with
professionals in Cluj, Sibiu and Craiova being more motivated by it. It is
mentioned both as a desired benefit and among the criteria for choosing
an employer.
N = 5.103
Attractive Benefits - IT profiles
Flexible
working
time
Training/
certifications
Private
medical
subscription
Remote
working
Gym
subscription
Meal
tickets
Laptop Transport
allowance
Work
car
Mobile
phone
15.32% 14.06% 13.82% 12.26% 10.49% 9.23% 7.93% 6.37% 6.07% 4.14%
0%
5%
10%
15%
20%
IT&C Compensation & Benefits
21. 19
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
Medical subscriptions and support for trainings and certifications are the
most motivating benefits. Remote work and flex-time are more common to
the IT industry but it seems they start to be attractive for telco as well.
N = 686
Attractive Benefits - Telco profiles
Medical
subscription
Training/
certifications
Meal
tickets
Remote
working
Flex-time Gym
subscription
Laptop Mobile
phone
Car Transport
allowance
13.27% 12.34% 10.69% 10.65% 10.57% 9.36% 8.91% 8.79% 7.79% 7.62%
0%
5%
10%
15%
20%
IT&C Compensation & Benefits
22. 20
Personalised reports are available upon request.
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be
reproduced only by mentioning Brainspotting as source.
75% of the people who who are considering a job change would expect a
premium of over 20% to make the career move and 78% of these would ask
for at least 30% increase.
0% - 10%
10% - 20%
20% - 30%
Over 30%
I don't want to leave
from the company I work for
4.3%
13.19%
33.29%
42.44%
8.78%
IT employees will change their jobs for salary increases of 29%, flexible
schedule, pleasant work environment and employer support in obtaining
certificates
N = 5.103
Percentage increase when changing jobs
IT&C Compensation & Benefits
23. 21
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reproduced only by mentioning Brainspotting as source.
Criteria used to evaluate an attractive
employer
N = 5.103
Friendly environment, flex time and training programs are the most sought
after characteristics of an employer. Moreover, it seems the attractors are
quite uniform among all the cities studied and there are no significant
differences for most of the cities.
Friendly environment
1
1
2
2
3
3
4
4
5
5
6
6
7
7
8
8
9
9
10
10
11
11
12
12
Flexible working time
A good reputation/image
Challenging projects
Training programs
Secure jobs
Accessible offices
International opportunities
Other
Creative & dynamic environment
Rapid promotions opportunities
Well known products/services
13.89% 12.48% 10.48% 9.85% 9.17% 9.10% 8.30% 8.06% 6.82% 6.62% 5.08% 0.16%
0%
5%
10%
15%
20%
Candidate Insights
24. 22
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reproduced only by mentioning Brainspotting as source.
27.82%58.46%
13.73%
Yes No I don't know /
I haven't thought
Personalised reports are available upon request.
Job changing patterns
Companies with 50-300 employees have better chances of retaining their
talent. Nearly 40% of those surveyed are open to go abroad and 28% of
those who left are considering coming back.
More inclined to change their job are either those working in small
companies (under 50 employees and where 30% of employees would be
available for a new job) or those working in large companies (over 800
employees - 45% are available for a new job).
More stable are those who work in companies that have between 50 and
300 employees (only 10% - 13% of them are open for a new job).
39.58% of Romanian IT professionals are willing to go abroad and 20.27% of
them are willing to relocate in other cities. On the other hand, we analyzed
the availability to return of those who left Romania and 28% of them were
willing to come back in the country.
When assessing people's interest for a new job, 58.41% of them are open to
change their job, the rest do not want or have not thought about this.
Candidate Insights
25.
26. 23
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reproduced only by mentioning Brainspotting as source.
37.19%
14.47%
3.95% 1.64%
42.75%
Once 2 Times > 3 Times Never3 Times
Personalised reports are available upon request.
Most of the respondents have not changed their job in the past three years
and 37.19% have done so once. The average tenure of an IT profile seems to
be 3.5 years.
Job changing patterns
Candidate Insights
27. 24
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reproduced only by mentioning Brainspotting as source.
61.96% 38.65% 31.90% 27.61%
Identifying
quality
candidates
Unreasonable
salary
expectations
from candidates
Identifying
a large enough
pool of
candidates for
each profile
Talent
competition
Identifying quality candidates is by far the most important challenge for
employers.
Another barrier in successful recruitment is the unreasonable salary
expectations of the candidates. The competitiveness of the market ranks
third and a side effect of this leads companies into salary battles and
counteroffers for quality candidates. Companies are also confronted with
sourcing a large enough pool for each position.
60 IT&C companies took part in an online survey organized by
Brainspotting with the objective to identify the most important challenges
in recruitment.
Based on 60 respondents - IT&C companies
Recruitment Challenges
28. 25
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reproduced only by mentioning Brainspotting as source.
58.28% 20.86% 19.02% 17.79%
IT Software IT Hardware SalesEngineering/
Technical
75% 57.67% 43.33%
Social and
professional
networks
Referral
programs
Personalised
recruitment
events
75% 46.67% 20%
Identifying
suitable candidates
Identifying a large
enough pool of
candidates
Low show-up
rates
Profiles with difficulties in recruitment
Most time consuming activities in recruitment
Top recruitment trends according to industry respondents
Recruiting developers seems to be the biggest challenge in the IT industry.
An increasing trend among recruitment channels is the referral, which
seems to deliver from 10% to 40% of the annual hires.
Identifying quality candidates and also, in large enough numbers, is the
most time consuming part of recruitment.
Recruitment Challenges
29. Thank you for your time and interest!
In-depth analytics can be developed based on your specific needs.
contact@brainspotting.ro
(+40) 735 159 310
Brainspotting is the first IT&C recruitment agency in Romania,
operating since 2001 for over 400 clients.