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Марія БровінськаMoney
2 June 2025, 09:11
2025-06-02
"Previously, professionals changed companies every year simply "to get more". Now this is no longer the best strategy." Is it really true that IT has started paying less and should we expect salary increases for IT specialists: recruitment specialists from EVO, Sigma Software and Railsware answer
IT professionals often complain that with the changing market situation, the level of remuneration for IT specialists has significantly decreased. And, in order to get an offer, you need to give up your salary expectations. dev.ua asked HR specialists from leading companies whether the salary situation is really different today than it was a few years ago, and whether it is worth expecting an increase in salaries in the industry.
IT professionals often complain that with the changing market situation, the level of remuneration for IT specialists has significantly decreased. And, in order to get an offer, you need to give up your salary expectations. dev.ua asked HR specialists from leading companies whether the salary situation is really different today than it was a few years ago, and whether it is worth expecting an increase in salaries in the industry.
Olena Oleksienko, Chief of People Team at EVO
We see that the market is holding fairly steady in terms of salaries. Yes, in some segments the number of candidates per vacancy has increased, but these are isolated cases rather than a general trend.
Our company has increased compensation in the past and this year, mostly selectively, depending on roles, employee performance in their position, as well as changes in the market. We are «on the pulse» to remain competitive and ensure team motivation.
As for the forecasts for the end of the year, we expect that wage dynamics will remain restrained, without sharp changes. Companies are now quite balanced in financial decisions. Point increases are the most likely story, rather than a massive increase in wages.
Yulia Ostroukh, HR Director, Sigma Software
In fact, the market is constantly changing. There is a greater demand for specialists for certain positions and specializations when hiring, and a lesser demand for others, which of course affects the size of the average offer and the size of internal compensation. Over the past year, we at Sigma Software have made compensation changes and plan to continue to do so in the future.
Daryna Kuzmyk, Talent & Culture Lead, Railsware
The change in salaries in the IT sector is not a catastrophe, but a natural reflection of the general state of the economy and, accordingly, the market’s reaction to it. Everything that is happening now with compensation is the classic dynamics of supply and demand. When the market is overheated, salaries increase. When the economy slows down, companies adjust their costs. This is normal. If you look, for example, at the Dow Jones index, it also goes through cycles of ups and downs, which directly affects the valuation of companies, venture capital investments and, in general, the financial stability of businesses, including in the tech industry.
Railsware has an annual compensation review process. It’s not an automatic raise, but a transparent mechanism based on three components: how the person performed their tasks during the year, what feedback they received from colleagues and managers, and how the company’s business indicators changed. That is, we look not only at «I want more», but at real results and the context of the company.
At the same time, it is important to separate the salary of a colleague who is already in the team and the budget for the offer for a new person. These are two different indicators (interrelated, but different). And even if compensation in the market as a whole has sagged a little, this does not mean that companies are «saving on their own.» We, like many other businesses, are trying to act wisely: to offer fair, reasonable remuneration that takes into account both the value of the person and the realities of the market.
Previously, many professionals changed companies every year simply «to get more». Now this is no longer the best strategy. Businesses have become more cautious and pay more attention not to «fitting into the budget», but to the cultural and professional match. So by the end of the year I do not expect a massive increase in rates — rather stabilization. But for those who prove their value in the team — an increase in remuneration is always possible.
«I would rather hire one 'grandfather' for the salary of two or three p***yuks than ten p***yuks»: Ukrainian IT entrepreneur says he would rather hire specialists 40+
Джун шукає роботу? 10+ роботодавців про можливості для молодих спеціалістів в українському IT
Тисячі джунів — близьке майбутнє IT-індустрії, адже через війну чимало людей, що втратили роботу, вирішили переквалфікуватися і стати айтішниками. Чи буде для всіх робота? Не факт. Оскільки не всі компанії співпрацюють с початківцями. Та навіть ті, хто готує для себе кадри самостійно, з початку року зафіксували небувалий наплив бажаючих вчитися. Зокрема, тільки в EPAM Univercity заявки на навчання подали 18 000 охочих. Вже відновилися і перевершили довоєнні показники і IT-школи: кількість студентів в IT-школі Mate academy зросла вдвічі до 550 слухачів на навчанні повного дня, у GoIT — на 40% до 5000 студентів.
dev.ua розпитав роботодавців, які можливості вони мають для джунів та чи готові вони ростити собі кадри.
«Ситуація вже пройшла точку критичного дна». Що відбувається на ринку праці та чи є шанс на відновлення активного найму в українському IT
36% українців, які втратили роботу, не знають, як її шукати, рапортує Work.ua. Зокрема, 15% читачів dev.ua, згідно з опитуванням, також опинилися за бортом і наразі не працюють. Скаржаться на досить скромний найм у порівнянні з довоєнними часами і рекрутери. Висновок, що ринок кандидата через війну перетворився на ринок роботодавця, вже ні в кого не викликає сумнівів.
IT-компанії вербують в IT родичів своїх співробітників. Що пропонують Sigma Software, EPAM, DataArt, SoftServe, Luxoft
Українські офіси великих IT-компаній пропонують для родичів своїх співробітників особливі умови для входу в IT. DOU опитав низку компаній, які запустили ініціативи з навчання близьких своїх співробітників нової професії на тлі повномасштабної війни. Розповідаємо найцікавіше.
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