salary report
let’s do IT.
forecasts
for 2024
human forward.
a few words to start with.
Salary reports are practical tools with the help of which you will verify whether
the proposed salary levels, as well as the current methodology for building
them in your company, are adequate to current market standards. The latest,
up-to-date report data will help you face the dynamically changing demands
of the market and propose salaries that will be attractive to particular groups
of employees. With this approach to salary planning, the organization can
count on reduced employee turnover and more easily attract the best-qualified
specialists in the market.
In the latest edition of the salary report, we present a summary covering
minimum and maximum salaries for selected positions in the IT area.
The rates shown are gross amounts of basic salary (excluding bonuses
and allowances).
about the report.
In preparing the material, we used the expert knowledge of Randstad
consultants built on the basis of budgets assumed by our clients for a given
position and offers actually made to candidates in recruitment processes
carried out by our company in 2023. The salary data included in the report
refers to rates under employment contracts and b2b contracts.
In the report, we use the following job definitions:
• junior – has less than 1 year of work experience and knowledge of English;
• specialist – has 2-3 years of experience and knowledge of English.
In the material you will also find data on the current mood of candidates
and plans of Polish entrepreneurs. And also a collection of information and tips
on the biggest challenges related to effective acquisition and retention of IT
specialists in organizations. We have enriched all this with insightful comments
from our experts.
Elwira Marczak
We wish you an enjoyable reading experience, and if you have any questions,
feel free to contact us.
Magdalena Błaszczyk-Moryń
Technologies Manager
E: elwira.marczak@randstad.pl
T: 665 655 858
Randstad Professionals Director
E: magdalena.blaszczyk-moryn@randstad.pl
T: 601 301 006
2
contents.
01 application development
05 security
02 devops & cloud
06 infrastructure & network
03 management
07 data & analytics
04 SAP
08 gamedev
3
a few words about candidates’ feelings
and entrepreneurs’ plans for the end of the 3rd quarter of 2023.
After a very pessimistic
assessment of the country's
economic situation
in the autumn of 2022,
in the spring of 2023
there was a significant
improvement in the mood
of entrepreneurs.
Even though 31%
of companies indicated that
they expect a recession
in the coming months, this
is a significant difference
compared to the survey
conducted half a year
earlier, when every second
employer surveyed
expressed such concern.
The majority of companies
(58%) currently expect
economic stagnation.
47 Employers’ Plans, June 20223 | Percentage data |
4
a few words about candidates’ feelings
and entrepreneurs’ plans for the end of the 3rd quarter of 2023.
From autumn 2022 to spring 2023, plans to increase
employment have not changed. They are as low
as in the pandemic year of 2020.
Only 16% of companies plan to increase employment.
The dominant orientation is to maintain the current level
of employment - 75% of the surveyed organizations
have such plans, regardless of the region.
The majority of companies planning recruitment are
employers from the largest cities with over 200,000
inhabitants.
Find out more and download
47 Employer’s Plans here.
increase of employment
remaining employment at the current level
decreasing employment
47 Employers’ Plans, June 20223 | Percentage data |
5
a few words about candidates’ feelings
and entrepreneurs’ plans for the end of the 3rd quarter of 2023.
The research also shows how employers want to keep
employees in their companies. We are currently
observing a significantly higher percentage
of declarations of salary increases compared
to the previous year.
Additionally, over one third of companies intend
to increase salaries without the usual wait until the
beginning of the new year. This action results from
inflationary pressure.
However, not all companies are able to compensate
for double-digit inflation. More than half of employers
planning to increase salaries assume their increase
by only 2-7%.
Employers' Plans is a survey conducted for over
a decade in which we ask a representative group
of 1,000 employer representatives operating in Poland
about the mood and economic situation in the country,
as well as their plans regarding employment and
remuneration.
The full report can be found on our website.
47 Employers’ Plans, June 20223 | Percentage data |
6
a few words about candidates’ feelings
and entrepreneurs’ plans for the end of the 3rd quarter of 2023.
More than half of employees assess the risk of
losing their job as low or non-existent.
As we read in the 53rd Randstad Labor Market
Monitor, 64% of employees today believe that the
risk of losing their job in the coming months is low
or non-existent. This attitude is in harmony with
the previously mentioned plans of employers, most
of whom plan to maintain the current level
of employment in companies.
The percentage of people willing to change
employment is growing.
Salary is the most common reason for changing jobs.
Invariably, the most frequently indicated reason
for changing a job is a higher salary with a new
employer (48% - an increase of 1 percentage
point during the quarter). Another reason
is the desire for professional development
(42% - an increase of 6 percentage points).
Labor Market Monitor is a survey
conducted by Randstad in which we ask
employees about their perspective
on the labor market. We measure
turnover between jobs, check concerns
about keeping jobs and assess
the chances of career changes.
The full report can be found
on our website.
More than half of employees (58%) declare that
they are looking for a new job. Most people in this
group are not very active in searching, but they
are looking for offers. Only 9% of respondents are
actively looking for a new job.
7
a few words about candidates’ feelings
and entrepreneurs’ plans for the end of the 3rd quarter of 2023.
Nearly 3/4 of employees are satisfied with their
work.
Most employees in the IT industry look for offers,
but do not actively search.
Our research shows that 73% of employees are
very or rather satisfied with their work. Only every
twentieth employee expresses dissatisfaction.
51% of surveyed specialists in this industry
are not very active in looking for a new job,
but browse job offers. Only 6% do it actively,
and 43% do not look for a job at all.
Half of employees see technology as a tool that
makes things easier, but every fifth is concerned
about their workplace.
Every third employee comes into contact
with robots and AI in his work.
The majority of employees (55%) who come into
contact with artificial intelligence solutions at work
confirm that they support them in some tasks,
making work easier. At the same time, one in five
employees (21%) is concerned about their job due
to the development of artificial intelligence.
The youngest employees - up to 29 years of age
(31%), women (25%), and salespeople and
cashiers (31%) have such concerns significantly
more often.
Find out more and download
the 53rd Randstad Labor
Market Monitor here.
In recent months, artificial intelligence solutions
have been increasingly entering more and more
enterprises, which is reflected in our data.
Almost every third employee (30%) declares that
they have encountered solutions in the field
of artificial intelligence, robotization
and automation in the workplace.
Representatives of top management staff (49%),
specialists with higher education (40%),
engineers (52%), people employed in industry
(44%) and in the IT area (60%) say this much
more often.
8
what do polish employees and candidates
pay attention to when choosing a place of employment?
01 attractive salary and benefits
Salary and non-wage benefits are definitely the most important element of employment paid attention
to by employees who took part in this year's edition of our cyclical Randstad Employer Brand Research.
This aspect of employment is indicated by as many as 73% of respondents. It is worth mentioning that the strong
first position of this element has been maintained in our research continuously since 2016, but over the last three
years the distance between this factor and other indicators has noticeably shortened compared to pre-pandemic
times.
02 pleasant work atmosphere
A pleasant work atmosphere is currently the second most frequently mentioned factor by employees when
choosing an employer. As many as 64% of survey respondents pay attention to it the most. We note that over
the last two years, the importance of this element has increased significantly compared to the period before 2020.
The increasing importance of the work atmosphere as an important employment factor can be described
as a consequence of the last few pandemic years. At that time, the remote work model dominated in many
companies. Many months of social isolation and lack of personal contact with colleagues have meant that today when most employees have fully or partially returned to work in offices - employees have begun to appreciate
more this employment factor, which has significantly suffered during remote work. This is a clear signal
for employers: employees expect decisive action from companies in this area more than ever before.
9
what do polish employees and candidates
pay attention to when choosing a place of employment?
03 job security
The continuing uncertainty on the market, initiated by the pandemic and then fueled by events beyond our
eastern border and the double-digit inflation in Poland, means that employees still highly value employment
stability as an important factor in choosing an employer. It is mentioned by as many as 62% of respondents.
04 career progression
Polish employees are also increasingly interested in career development opportunities (58% of responses)
and improving professional competences in the workplace. Compared to the years 2016-2018, twice as many
people now indicate the possibility of participating in training offered by the employer - every second respondent
considers this aspect to be decisive when deciding on the choice of place of employment.
Randstad Employer Brand Research is a comprehensive, representative employer brand study, providing
information helpful in developing an effective employer branding strategy.
The full report can be found on our website.
10
the biggest challenges related to attracting
and retaining IT specialists in companies.
01
extended recruitment process
According to the observations and experiences of Randstad consultants, one of the serious
difficulties in acquiring the best IT specialists is the long recruitment process. This situation
occurs especially in larger organizations with more complex structures, where many people are
involved in the decision-making process. It also often happens in the case of demanding, key
positions. In the case of the IT area, these may include, among others: items related to data
analysis, cybersecurity, cloud solutions architecture and blockchain programming.
Such recruitment processes usually include several stages, including: tests, recruitment tasks
and interviews with numerous decision-makers in the company. The procedure may take from
several weeks to even several months, which significantly extends the time of employment
of new employees.
Multi-stage recruitment processes and the need to complete trial days can discourage many
experienced, valuable candidates with IT specialization from continuing to participate
in the process. But they also increase the risk that a carefully selected candidate will be
employed in a competing company in the meantime.
what is worth doing?
The basic way to effectively overcome this difficulty
is to take a closer look at the recruitment process.
The company's priority should be to complete
the process efficiently and maintain constant contact
with the candidate.
Perhaps some steps in the process can be
shortened or removed from the schedule.
It is possible that appropriate changes are also
needed in communication with candidates
and in the technology used. A good solution
is also to keep potential employees informed
about their current stage of recruitment.
Find out more and download our
material in which we explain how
to overcome the biggest challenges
during the IT recruitment process
here.
11
the biggest challenges related to attracting
and retaining IT specialists in companies.
02
the need to provide appropriate non-wage benefits
According to Randstad Employer Brand Research 2023, non-wage benefits are currently - next
to attractive remuneration - the most important element of employment that employees pay
attention to. That is why, in order not only to acquire, but also to retain the best IT specialists
in the organization, it is worth providing them with access to appropriate non-wage benefits.
how to build a benefits offer that will be attractive to IT specialists?
A standard set of non-wage benefits, including a sports card, private health insurance and life insurance, has become a market norm in recent years. In the case
of offers addressed to IT specialists, it is worth adding the possibility of remote work from anywhere in the world to the expected standard benefits package.
And flexible hours of performing professional duties, allowing you to start work within a specific hour range - for example between 7:00 a.m. and 10:00 a.m.
Recently, workation, i.e. enabling an employee to perform tasks during a private domestic or foreign trip, has also become a popular solution.
However, in order to build an offer of benefits that will help to really distinguish the offer from the offers presented by employers competing for a given
employee, it is worth, first of all, adapting it as best as possible to the real, current needs of IT specialists, whose acquisition and retention the company is most
interested in. Randstad consultants and the periodic reports we prepare on employees' current expectations help us obtain detailed and reliable information
on this subject.
Let us also remember that even the best offer of benefits will not reach either candidates or employees already employed in the company. It is worth supporting
it with proper communication. Both external and intra-organizational.
12
the biggest challenges related to attracting
and retaining IT specialists in companies.
03
high competition on the market, resulting in wage pressure
The ongoing digitization of almost every sector of the economy makes IT specialists currently
one of the most desirable groups of employees sought by many organizations on the market.
And there is no indication that this will change in the near future. Today we are faced with
an increased demand for professionals with IT experience. This, in turn, results in increased
competition for employees specializing in this area and difficulties in recruiting and retaining
the best IT professionals in the organization.
Due to the high demand for qualified IT specialists and the persistent shortage of candidates
on the market, salaries in the IT industry have been growing dynamically for several years.
Our data shows that in 2022, competition for qualified specialists resulted in an increase
in wages in this area by close to 15%. This situation results in persistent wage pressure that
employers planning to employ IT specialists must face. And since attractive remuneration
is one of the most important employment factors for IT employees, it can often be a key
argument determining whether a specialist will accept a given job offer.
how to act in this situation?
First of all, it is worth staying up to date with
the current expectations of IT employees
in terms of remuneration, contract form and
work model. Tailoring the offer to the real,
current needs of specialists increases
the chance of successfully recruiting them
to the organization.
Moreover, the specific amounts that should
be included in a job advertisement addressed
to an IT specialist depend very much
on the position and the current market
situation. That is why, when determining
the appropriate remuneration strategy for IT
specialists and designing the pay scale,
it is worth using current expert pay reports such as the one you have in front of you.
13
top skill gaps in the technology industry.
Why technologists leave their current jobs:
State of Upskilling survey 2022
42%
Source: Pluralsight: State of Upskilling 2022,
https://www.pluralsight.com/resource-center/state-of-upskilling-2022
Lack of work-life balance
42%
Not enough compensation
40%
Lack of career growth
38%
Toxic work culture
33%
Lack of opportunities to develop new
skills
21%
Time to retire
20%
Misalignment of values
19%
Insufficient guidance from current
leaders
14
key roles and technologies for business transformation.
Source: World Economic Forum
15
application development.
2023 was a year full of changes and challenges for the IT industry. Market fluctuations, changes related to layoffs in the industry
or even the economic situation contributed to causing insecurity on the market. However, what we have observed quite strongly
is the development of the IT market towards AI (artificial intelligence) and ML (machine learning). We are currently seeing positive
changes taking place, especially in companies from the manufacturing and financial sectors because companies implementing
technologies in the field of AI or ML are also looking for specialists in this area on the market. Such a situation opens up new
development opportunities for potential employees and allows to a development direction for people who are focused on
continuous improvement of their own skills.
In 2024 it will be no different. We will continue to observe a very strong increase in demand for AI and ML specialists who will
provide advanced solutions based on data analysis, process automation and personalization of services for their clients. Moreover,
in addition to specialists from the above-mentioned, no less important fields will be the area of security and cybersecurity in 2024.
The constant increase in the number of cyberattacks and new, more restrictive data protection regulations and laws, make data
security and privacy one of the most important areas for companies to consider.
Katarzyna Lewczuk
Randstad Digital Branch Manager
E: katarzyna.lewczuk@randstad.pl
T: 667 500 197
17
application development.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
junior QA manual
5 000
5 750
6 500
29
33
37
QA manual
7 000
9 500
12 000
40
55
69
senior QA manual
13 000
15 000
17 000
75
86
98
junior QA automation
7 000
9 500
12 000
40
55
69
QA automation
12 000
14 500
17 000
69
83
98
senior QA automation
17 000
20 000
23 000
98
115
132
junior PHP developer
6 000
8 000
10 000
34
46
57
18
application development.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
PHP developer
11 000
14 500
18 000
63
83
103
senior PHP developer
19 000
23 000
27 000
109
132
155
fullstack developer
19 000
22 000
25 000
109
126
143
senior fullstack developer
26 000
29 500
33 000
149
169
189
application architect
24 000
29 500
35 000
138
169
201
UX/UI
14 000
21 000
28 000
80
121
161
junior python developer
7 000
9 500
12 000
40
55
69
19
application development.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
python developer
13 000
16 500
20 000
75
95
115
senior python developer
21 000
25 500
30 000
121
146
172
junior C/ C++ developer
8 000
10 500
13 000
46
60
143
C/ C++ developer
13 000
17 000
21 000
75
98
75
senior C/ C++ developer
21 000
26 500
32 000
121
152
184
implementation engineer
12 000
18 000
24 000
69
103
138
golang developer/engineer
16 000
23 000
30 000
92
132
172
20
application development.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
ruby developer/engineer
14 000
21 000
28 000
80
121
161
junior java developer
9 000
12 000
15 000
52
69
86
java developer
15 000
20 000
25 000
86
115
143
senior java developer
25 000
29 500
34 000
143
169
195
junior frontend developer
8 000
11 000
14 000
46
63
80
frontend developer
14 000
18 500
23 000
80
106
132
senior frontend developer
23 000
28 000
33 000
132
161
189
21
application development.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
junior .NET developer
9 000
11 500
14 000
52
66
80
.NET developer
14 000
18 000
22 000
80
103
126
senior .NET developer
22 000
27 000
32 000
126
155
184
22
devops & cloud.
It must be admitted that a lot has changed in the IT world. After the great
boom in IT specialists, it seems that although the IT industry seemed to be one
of the most resistant to the effects of the crisis, it is also experiencing a certain
slowdown. In the face of the slowdown, the number of offers for juniors has
fallen much more than for middle or seniors. The number of new job offers
for IT specialists is currently the lowest in almost three years.
The situation in Poland was influenced by mass layoffs in the United States,
which affected the number of projects in Poland. We will definitely see big
changes in the IT market. Especially because many employers will strive to
automate many processes. As these technologies develop, the need for some
IT positions may decrease.
Martyna Kowalczyk
IT Recruitment Consultant at Randstad Polska
E: martyna.kowalczyk@randstad.pl
T: 667 562 593
24
devops & cloud.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
devops engineer
21 000
26 000
31 000
121
149
178
senior devops engineer
30 000
35 000
40 000
172
201
230
cloud developer
23 000
27 500
32 000
132
158
184
cloud architect
30 000
35 000
40 000
172
201
230
25
management.
Regardless of the noticeable cooling of the nationwide IT industry, the job market in the Gdansk area is characterized by stability
and cautious optimism. A long-standing immigration trend is attracting specialists to the region from different parts
of the country, as well as from abroad, allowing organizations to create diverse and multicultural teams.
Attractive job opportunities in a variety of organizations, from startups to multinational corporations, are an important part
of this market. The positions offered cover a wide range of technologies, attracting professionals with a variety of skills
and experiences. However, at the same time, the rising cost of living and real estate in the region can create a challenge
for employees, especially those who are not local residents.
Companies, aware of this challenge, may be willing to adjust their salary offers, as well as offer additional benefits to retain
and attract talented professionals. In summary, the IT job market in the Gdansk area reflects the dynamic growth
of the technology industry in Poland. Despite attractive job offers, rising living and real estate costs may affect the recruitment
and retention strategies of companies in the region.
Michał Wereszko
Senior IT Recruitment Consultant at Randstad Polska
E: michal.wereszko@randstad.pl
T: 501 332 115
27
management.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
project manager
14 000
22 000
30 000
80
126
172
CIO/CTO
30 000
41 500
53 000
172
238
304
data center director
33 000
39 500
46 000
189
227
264
product owner
12 000
19 500
27 000
69
112
155
scrum master
15 000
20 000
25 000
86
115
143
28
SAP.
The IT market before 2023 seemed to be unstoppable and in constant demand for new specialists. However, the last year
and growing economic uncertainty have proven that it is capable of slowing down. Many companies have decided to reduce jobs
and, as a result, there were visibly fewer new job offers.
Despite this change, we have experienced a revolution in the sector, caused by the introduction of easily accessible artificial
intelligence into all of our everyday lives. Many people asked, to what extent it would be able to replace some positions,
and many companies began to explore how new possibilities in this area could help develop their brand, product, and customer
relations.
There is no doubt that over time, some tasks will be delegated to AI and the new technological era will transform
the composition of project teams. At the moment, we have observed the emergence of new positions such as "Prompt
Engineer", but also an increase in job offers for positions in the area of cybersecurity and data analysis. Over the last few
months, we have taken notice of an increased interest in Data Engineers, Data Scientists, ML, and AI Engineers.
Weronika Makulec
IT Recruitment Consultant at Randstad Polska
E: weronika.makulec@randstad.pl
T: 663 803 365
30
SAP.
employment contract
position
minimum
medium
junior SAP SD consultant
6 000
7 500
SAP SD consultant
12 000
senior SAP SD consultant
b2b (candidate rate per hour + VAT)
maximum
minimum
medium
maximum
9 000
34
43
52
15 500
19 000
69
89
109
20 000
24 000
28 000
115
138
161
junior SAP MM consultant
6 000
7 500
9 000
34
43
52
SAP MM consultant
10 000
14 500
19 000
57
83
109
senior SAP MM consultant
20 000
24 000
28 000
115
138
161
junior FI/CO consultant
6 000
7 500
9 000
34
43
52
31
SAP.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
SAP FI/CO consultant
10 000
15 000
20 000
57
86
115
senior SAP FI/CO consultant
21 000
25 000
29 000
121
143
166
junior SAP PP/QM consultant
6 000
7 500
9 000
34
43
52
SAP PP/QM consultant
10 000
14 500
19 000
57
83
109
senior SAP PP/QM consultant
20 000
24 000
28 000
115
138
161
junior SAP BW/BI
7 000
8 500
10 000
40
49
57
SAP BW/BI
11 000
16 000
21 000
63
92
121
32
SAP.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
senior SAP BW/BI
22 000
26 000
30 000
126
149
172
SAP project manager
16 000
21 000
26 000
92
121
149
33
security.
It is hard not to notice the development of artificial intelligence and its impact
on the IT industry. Technological progress seems to be continuously advancing,
despite a certain slowdown observed in the second half of 2023.
The uninterrupted growth of artificial intelligence not only enables effective
improvements in various business areas but also opens up new professional
perspectives and creates positions that were not previously present in the job
market.
Currently, the position of "Prompt Engineer" is increasingly discussed –
specialists responsible for constructing queries for Language Model Machines
(LLMs) to achieve optimal results. Moreover, among well-known professions
such as Data Scientist, AI Engineer and Machine Learning Engineer, there
is a growing popularity. As a result, the dynamic development of artificial
intelligence shapes new and exciting possibilities in the field of work and career
paths.
Anna Janas-Łukasik
Senior IT Recruitment Consultant at Randstad Polska
E: anna.janas@randstad.pl
T: 501 327 680
35
security.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
security engineer
18 000
24 000
30 000
103
138
172
security manager
30 000
35 500
41 000
172
204
235
chief information security officer
30 000
36 000
42 000
172
207
241
information security architect
30 000
35 500
41 000
172
204
235
36
infrastructure & network.
We can observe few challenges on the IT market today. For sure one is talent scarcity. Right
now we can observe top 3 skills gap on the market globally - what is: cybersecurity, cloud
computing, data storage. Development of cyber and data security area will result
in increased demand for roles such as network security engineer, cyber security analyst, IT
security specialist, etc. Despite some turmoil in the IT sector we can also observe growing
investment in cloud technology what also have an impact for growing demand for profiles
in this area.
Talent scarcity is very connected with another challenge in IT sector what is employee
retention. Employers have to be more and more vigilant and focused on actions that create
the best workplace and working conditions to retain talents. Talent scarcity and employee
retention has already forced different approach to IT recruitment.
As an examples - we can observe visible salary ranges in IT sector what still is not
so obvious in other. We can notice higher acceptance by employers for hybrid/ total remote
work model or cooperation based on b2b contract. It will also require to make an effort and
actions by employers to retain and engage the current workforce what very often will mean
the need of change of the current approach by employers and leaders in tech sector.
Elwira Marczak
Digital Talent Solutions Director at Randstad Polska
E: elwira.marczak@randstad.pl
T: 665 655 858
38
infrastructure & network.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
administrator Linux
8 000
13 500
19 000
46
77
109
administrator Windows
8 500
14 250
20 000
49
82
115
help desk (I line support)
7 500
8 250
9 000
43
47
52
help desk (II line support)
8 000
9 000
10 000
46
52
57
help desk (III line support)
11 000
13 500
16 000
63
77
92
network administrator
13 000
16 500
20 000
75
95
115
network architect
22 000
25 000
28 000
126
143
161
39
infrastructure & network.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
DB admin
13 000
16 000
19 000
75
92
109
DB architect
24 000
28 500
33 000
138
164
189
40
data & analytics.
The IT job market in 2023 is characterized by dynamic growth with a strong
demand for flexibility and adaptability. The increasing number of cyberattacks
emphasizes the need for IT security specialists. Automation and artificial
intelligence are becoming integral, influencing the employment landscape.
The value of international skills is rising in the context of a globalized job
market. The competitiveness of the market means that candidates with solid
technical skills, flexibility and the ability to collaborate internationally
are particularly sought after.
Aleksandra Świerc
IT Recruitment Consultant at Randstad Polska
E: aleksandra.swierc@randstad.pl
T: 609 303 801
42
data & analytics.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
business analyst
12 000
16 000
20 000
69
92
115
system analyst
13 000
21 500
30 000
75
123
172
BI analyst
10 000
14 500
19 000
57
83
109
BI consultant
13 000
17 000
21 000
75
98
121
DWH admin
12 000
16 000
20 000
69
92
115
DWH architect
24 000
28 500
33 000
138
164
189
AI / ML ops engineer
17 000
22 500
28 000
98
129
161
43
data & analytics.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
junior data engineer
9 000
10 500
12 000
52
60
69
data engineer
12 000
17 000
22 000
69
98
126
senior data engineer
23 000
28 000
33 000
132
161
189
data architect
27 000
32 500
38 000
155
186
218
data analyst
8 000
12 500
17 000
46
72
98
data scientst
14 000
22 000
30 000
80
126
172
power BI analyst
7 000
11 500
16 000
40
66
92
44
data & analytics.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
power BI developer
12 000
16 000
20 000
69
92
115
45
gamedev.
gamedev.
employment contract
b2b (candidate rate per hour + VAT)
position
minimum
medium
maximum
minimum
medium
maximum
gameplay programmer
7 000
12 500
18 000
40
72
103
2D/3D artist
6 000
9 500
13 000
34
55
75
tool developer
13 000
21 500
30 000
75
123
172
unity developer
8 000
17 500
27 000
46
100
155
unreal developer
8 000
19 000
30 000
46
109
172
47
let’s talk.
A wage policy based on current, reliable data makes it easier to attract
the best IT talents to the organization. Competitive
and market-adequate remuneration is also the key to keeping
the employee turnover rate at a low level. However, it is worth
remembering that salary data is very susceptible to changes over time.
Especially in uncertain times and changing economic conditions.
That's why we encourage you to contact us directly. We will look
at the situation of your company or industry, analyze it in detail
and advise on payroll solutions individually tailored to the current
business conditions and the needs of your organization.
Let's talk about your challenges and expectations.
Our team is at your disposal.
Elwira Marczak
Technologies Manager
E: elwira.marczak@randstad.pl
T: 665 655 858
48