Work

Job seekers in the field of artificial intelligence should create real projects using publicly available data sets, said Stanford University professor Jure Leskovec. He emphasized that adaptability and curiosity are critical as artificial intelligence develops rapidly.

Olena Onishchenko, an experienced software quality engineer from Lviv, moved to the USA with her family 4 years ago. Such a relocation became a challenge for her — finding a job in America was not easy, and the requirements for specialists there are somewhat different than in Lviv. Currently, Olena works at Doximity — the leading digital health platform in the USA, which is used by over 80% of American doctors. dev.ua talked to the IT professional about what it’s like to build a career in a foreign country in the era of the heyday of artificial intelligence, why technical knowledge is not enough for a tester today, and how the profession of a bug hunter is transforming, requiring more involvement, flexibility, and creativity from specialists.

Technology leadership is not static: the CTO role changes with the company, and what works for a small team does not scale to hundreds of engineers. The article examines how CTO responsibilities evolve at key growth stages — from 7-20 engineers, 20-50, 50-100 to over 100, where the line between hands-on and strategy is drawn, and how AI is changing the priorities of technical leadership. (The ranges and numbers are tentative; they give a general idea of ​​the changing focus of responsibilities.)

Colleen Aubrey, vice president of AI applications at Amazon Web Services, has been with the company for more than 20 years. She helped build Amazon’s advertising business from the ground up and is part of the company’s inner circle of top executives, the S-Team. Aubrey said she faces new challenges about every six months. «There’s a new product idea, a new problem, a new customer to understand. It’s these constant changes that keep me motivated,» she told Business Insider. But if you’re starting to feel like something’s not right at work, Aubrey suggests checking three key factors. If they’re «not aligning,» it might be time for a change. «If you’re not in an environment that fits these three things, it’s time to think about how to change things. When those elements align, work becomes truly inspiring,» she warns.

If you work in IT, 2026 will bring many challenges. As an IT recruiter and Head of Talent Acquisition at IdeaSoft with many years of experience, I can already see what is changing. In this article, I will talk about the most important trends and support them with specific data and analytics.

Everyone usually smiles at interviews, but it is soft skills that decide who stays after the trial period. Today, IT increasingly values ​​not only knowledge, but also how people interact, listen and react. Recruiters have long said that they are looking for not just technically savvy specialists, but also people who are pleasant to work with, team players with developed empathy, communication skills, etc. We learned how IT recruiters and managers actually value these skills — and where the line is between «emotionally mature» and «overconfident». Moreover, recruiters told what «tricky» questions they ask candidates to assess their human qualities.

Senior Fullstack Product Engineer Denis Klymenko noticed that the average age in the field is now almost 40. He believes that IT is aging, and here’s why.

37-year-old Nazar Babiy is a master’s degree in systems programming from the Lviv Polytechnic National University, who is currently building a career in the United States. Nazar’s experience includes work and a professional path that covers Ukrainian and American companies, including products with a global presence. «I not only performed the tasks of an engineer, but also formed holistic approaches to QA automation, integrating cloud technologies and modern approaches,» Babiy shares. Nazar is an experienced tester who has reached the Senior level and is currently considering which career path to take next — whether to follow the technical path or pursue management. dev.ua spoke with Nazar about his career, the future of the tester profession, and development options for QA professionals who have reached professional heights.

The IT job market today has two striking characteristics that often contradict each other. Candidates complain that they have no offers, recruiters — that there are no worthy applicants for open vacancies. This leads to the fact that hiring slows down, significantly stretches out in time. And often candidates on a professional social network complain that a lot of time passes from the first contact to the offer — sometimes months. Marathons of interviews in several stages, long tests and waiting for feedback slow down the hiring process. dev.ua asked leading IT employers how long their hiring cycle lasts, and whether it is possible to get a job for an IT specialist not in a few weeks or months, but in a few days. Here is what recruitment experts say.

Senior Media Buyer Eduard Khristoforov shared his experience working with TrafficMinds, which, according to the author, did not pay him for the work he did. After the publicity, it seems that candidates began to refuse interviews, at least one such case is already known.

Working in a young team of IT professionals when you are already a pensioner is a reality or a dream? Having the opportunity to demonstrate your professional qualities after 65, when there are only young people around, is more fiction than truth? The absence of gender and age stereotypes in the most dynamic sector of the economy — IT — a chance to prove yourself or be disappointed again? These questions are probably asked by professionals who want to realize themselves even in their seventies. And, whatever stereotypes exist, IT breaks them down, accepting specialists into the ranks not by age, but by skills and professional qualities. dev.ua has prepared three stories of IT professionals aged 65+ who work in leading IT companies and are extremely happy to move up the career ladder, even when most of their peers choose home comfort and a modest life in retirement.

Agile in big business is often associated with a fashionable trend and lack of predictability: vague plans, unstable structures, lack of metrics. For a startup, this can be the norm. For a company with thousands of employees, it can be destructive. Raiffeisen Bank proves the opposite: flexibility and transparency can be combined with a systematic approach and measurement of results. Yana Bort, Head of IT Strategy and Agile Transformation at the bank, tells how the company built a model that allows it to scale Agile to hundreds of teams while maintaining a focus on business goals.

My name is Serhiy Nemchinsky. I have been in development for over 20 years, worked as a team leader at Ciklum, Luxoft, NetCracker, IntroPro, was a Project Manager, Team Lead, and headed the web development department at LigaBusinessInform. During this time, I have seen hundreds of beginners asking the same question: «What should I do if I want to write a program, but I don’t know where to start?»