There are a lot of candidates, there are enough vacancies, but there are no matches. Recruiters from EPAM, Ciklum, Sigma Software, EVO and others explain the paradox of hiring in Ukrainian IT

Companies are looking for very specific competencies and experience, especially in complex technical roles. As a result, competition among candidates is increasing and the selection process is becoming very thorough.

At the same time, the role of soft skills has also increased, including the ability to build communication, independence, and the ability to work in complex environments. This sometimes makes it harder for candidates to pass the selection process, even if their technical level is quite high — although the opposite can also happen.

Despite these changes, we at Ciklum see a positive trend: the number of new roles is growing, new technological directions are emerging, and the market is gradually restoring balance. We are constantly working to make the hiring processes more transparent, faster, and more comfortable — for both candidates and clients.

The second reason is a shift in expectations. Candidates are often guided by salary levels and conditions of a period of rapid growth, while businesses today live in a mode of caution and budget revision. Companies want maximum results, hence the search for the «ideal candidate» (who, in reality, almost does not exist).

The third factor is the overproduction of personnel in popular areas, especially in IT. Those who were massively retrained a few years ago now find themselves in a market where competition has sharply increased. There are dozens of resumes for one vacancy, but not all of them meet the real needs of the business. General instability also plays a role: companies are opening vacancies «for growth» less and less often and are increasingly hiring only for a specific task.

So, the law of supply and demand has not broken down — it simply operates in new conditions. Demand has become more precise and rigid, supply — broader, but less relevant. That is why candidates do not see offers, and employers — the «same» people.»

In IT, the shortage has shifted towards defense tech — hardware, embedded, computer vision, while cuts continue in classic outsourcing.

The war accelerated changes and businesses became more cautious in investments, some projects left, and the requirements for candidates increased. At the same time, many Ukrainian companies are entering global markets and building international teams. This opens up new opportunities for those who are ready to develop skills and adapt.

Some of the vacancies are filled by companies through referrals or internal growth programs, so they are simply not visible from the outside. This creates the impression of a shortage of offers, although the work is there — it has simply shifted to other segments.

I would say that the job market has simply become more selective. Candidates should be ready for competition and constantly work on their skills. At the same time, it is important for employers to clearly understand who they are really looking for, be open in feedback and remember that there are almost no «perfect» candidates. That is why it is worth remaining open to new talents, even if they are specialists with less experience.

This process requires effort from both sides, but at the same time, strong specialists, as before, remain worth their weight in gold. From the position of a recruiter, I often see something different: in the pursuit of an offer, candidates sometimes lose focus. I have repeatedly encountered situations where people forgot (or skipped) interviews, came unprepared, or simply disappeared from the radar. And then — a post in Threads like: «I’ve been looking for a job for five months, and no one is answering me.»

For those who are currently searching, I would advise you not to immediately count on a quick path. Apply regularly, pay close attention to rejections and feedback, remind companies about yourself, strengthen your skills, and pick up new ones. This is a marathon, not a sprint — it requires time, energy, and perseverance, so it’s better to be prepared for it.

The offer will definitely find you, or you will find it. And one more important thing: no matter how much you want to take rejections personally, it’s better to learn to leave them in the workplace. Every rejection is a chance to learn something new. So be open to feedback and don’t be afraid to give yours in return.

First, the market has become more segmented and demanding. Some candidates look at the total number of vacancies, but do not always see «theirs». That is, those that match their experience, expectations in terms of role, format, compensation, product or values. Employers, in turn, are looking for very specific combinations of skills and behavioral competencies that immediately produce results in the business. The higher the expectations on both sides, the harder it is to find a quick match.

Secondly, the structure of demand has changed over the past few years. Companies are increasingly hiring on a case-by-case basis, rather than «for growth,» and are placing more emphasis on the effectiveness of each role. This reduces the number of mass hirings and creates the impression of a shortage of vacancies. However, they do exist, just in different ways than they did a few years ago.

Thirdly, the factor of uncertainty and caution. Both businesses and candidates make decisions more slowly. Companies take longer to check their needs, budget, and priorities. Candidates spend longer choosing, comparing, and doubting, which also «stretches» the conversion into an offer. We, for our part, are open to considering different options and backgrounds. Our key limitation is only one: it is important to clearly understand what you do in your profession and do it well (and not do it badly if possible).

Indeed, sometimes the search takes longer, but sooner or later everyone finds «their» people and «their» company. I always tell candidates: it’s better to spend a little more time on a quality match, but to work in an environment that motivates and with people who inspire. Work takes up about a third of our lives, so it’s definitely worth a good search. Therefore, the advice is simple: do your best — and everything will work out.

Now everyone wants 100% hit — exactly the profile they need, and other options are simply not considered. In parallel, a lot of new technologies have appeared, and companies expect candidates to already have experience with them, that is, to have very broad expertise. In this way, the budget is optimized: one person is trying to fill several roles at once. This is extremely common now. Additionally, there have been many mass layoffs in recent years. Because of this, a lot of people are looking for work, and the market has become much more competitive. But again, some candidates are not suitable precisely because their experience is quite narrow, while companies want to see broad expertise. A clear trend has also formed: many vacancies are closed due to referrals and recommendations — when someone knows someone and can recommend them. Many positions do not even reach publication on websites. Very often this happens with us: we do not publish anything, we just know immediately who we want to hire, and we take this person. Therefore, communication and networking are working particularly effectively now.

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