IT&C Talent Map

Romania, 2015

Content

Market Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Romania Talent Map . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Bucharest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Timisoara . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Cluj . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Iasi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Additional talent hubs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Talent Hub Competitive Advantages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Foreign languages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Graduates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Comp & Ben . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
HR Insights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Candidate Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Tips & Tricks for a successful recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

In Brainspotting, we work on an annual basis with over 100 IT employers to place +500 IT professionals. For this,
we interact with probably over 20,000 IT profiles on each year.
Out of this interactions, we build the IT Talent Map, an annual report presenting the status of the IT skills in Romania. We validate and expand our experience with annual surveys to form a better view at the challenges and
opportunities the employers face in this highly competitive market.
Needless to say that starting with 2014, theres an increased positive vibe in the IT industry new companies are
opening centres, large development projects are migrated in Romania, there is now a large enough pool of professionals with complex skills. Some of the specificities of 2015:

Java is the most desired skill in the market, with a record number of job offerings starting with 2015 (40-50%
of job openings in IT require Java).
The candidates interest in working for start-ups or small IT companies is higher than in the past.
Remote / work from home starts to be very attractive and requested by professionals.
New cities become attractive for opening a secondary office e.g. Craiova, Targu Mures, Galati.
One out of 4 professionals receives a counter-offer and 50% of them will take it. However, counter-offers
prove to be a short term solution as most of the candidates will still leave the employer in 2 to 12 months.
Companies focus more on graduate recruitment and training.

This report covers nine Romanian cities with IT skills (with focus on Bucharest, Cluj, Timisoara, Iasi) and provides a
comparison based on seven variables such that you will have an overview of the potential of each city to support
new operations. We also look at the candidate insights (most desired employers, employment behaviour, attractive
benefits, etc.), a high level view of salary packages and other HR variables churn, time to fill, etc.
We hope the insights are of real help to your expansion plans and we appreciate your feedback and additional
insights.

Ana Giurca
Managing Partner
Brainspotting

Market
Overview

The IT & C sector has been proudly named the

sector WITH zero unemployment and this
achievement is mainly due to the great quality of
the talent pool, high numbers of IT graduates, the
expansion of current companies and the birth of
many start-ups.
In 2015 the development of IT companies will continue to create job openings for IT graduates as well
as senior professionals. Companies from various IT
& Telecom sectors are planning to expand their
teams or enter the market: Research & Development Centers, Technology Centers, NOC Centers.

3.000
Around 3,000 IT job
openings advertised
at any given time

50

Over 50 of the largest IT

players have operations in
Romania and have expansion
plans for the next 2 years.

Market
Overview

IT Employers actively looking for talent

Iasi

Cluj

Bucharest
Timisoara

Market
Overview

IT Employers actively looking for new talent

Sibiu

Tg.-Mures

Pitesti

Craiova

Brasov

Galati

Romania
Talent Map

IT&C Talent Quality

Approx. 100,000 IT&C specialists

at national level.

In 2014 Romania has been proudly

represented at the Informatics
Olympics where the team won one
gold medal and 3 silver medals in a
competition where 11 countries
were present.

Technical education includes 5 top

polytechnic
universities,
59
domain-specific universities, 174
private colleges.

More than 90% of IT professionals

speak English.

IT professionals in Romania are

drawn to obtaining international
recognized certification like: Linux,
Cisco, Microsoft, Oracle, SUN,
ISTQB, PMP, CBAP.

Romania
Talent Map

Most desired employers in Bucharest

Talent Highlights

Java
5,298

1,883,000 inhabitants the official figure according to

the 2011 census; we estimate the actual figure to be
around 1,5 times higher.

.NET
6,024

10

Bucharest continues to concentrate more than half of

319,000
inhabitants
the IT workforce
in Romania. Large non-IT companies
Timisoara used to be the second IT hub in
have their IT teams here (e.g. OMV Petrom, BCR etc.).
Romania, before the rapid expansion of Cluj
Compared
to the1,100
otherIT&C
cities,
it has the per
largest
variety
Approximately
graduates
year,
of
number
of very experienced
candidates,
outskills
of aand
total
of approximately
2,500 technical
graduates
but also the highest salaries.
The
availability
for graduates
French is per
low year,
and the
Around
2,000 IT&C
out city
of a total
compares
to
Iasi
in
terms
of
this
skill.
of 5,700 technical ones, higher numbers than in any
Numerous production companies are estabother university center in Romania.
lished in the area, which is considered one of the
Graduates
from in
other
cities Lately
(e.g. Constanta,
best developed
Romania.
the official Iasi,
Craiova)
relocatefigures
to Bucharest
andtoenrich
the pool,
unemployment
are close
the ones
before
crisis.
but
the the
talent
is not sufficient for the demands of the
market.
It went up in the Tholons top 100 outsourcing sites,
from number 44 in 2013 to number 40 in 2014. It
remains the only Romanian city in top 100.

Romania
Talent Map

Most desired employers in Timisoara

Talent Highlights

Java
1,020

319,000 inhabitants
Timisoara used to be the second IT hub in
319,000 inhabitants
Romania, before the rapid expansion of Cluj
Timisoara used to be the second IT hub in
Approximately 1,100 IT&C graduates per year,
Romania, before the rapid expansion of Cluj
out of a total of approximately 2,500 technical
Approximately 1,100 IT&C graduates per year,
graduates
out of a total of approximately 2,500 technical
The availability for French is low and the city
graduates
compares to Iasi in terms of this skill.
The availability for French is low and the city
Numerous production companies are
compares to Iasi in terms of this skill.
established in the area, which is considered
Numerous production companies are estabone of the best developed in Romania. Lately
lished in the area, which is considered one of the
the official unemployment figures are close to
best developed in Romania. Lately the official
the ones before the crisis.
unemployment figures are close to the ones
before the crisis.

.NET
1,393

10

10

Romania
Talent Map

Most desired employers in Cluj

Talent Highlights

.NET
1,988

Java
1,785

320,000 inhabitants
Approx. 1,700 IT&C graduates per year, out of a
total of 4,200 technical graduates. It offers the
second richest
grad pool in Romania.
319,000
inhabitants
4 years ago
it became
onesecond
of the IT
hothub
spots
Timisoara
used
to be the
in in
Romania
for
IT
and
BPO
services.
The
area
Romania, before the rapid expansion of Clujhas
been attracting1,100
largeIT&C
investments
from
Approximately
graduates
per year,
production
companies,
too.
out of a total of approximately 2,500 technical
It offers a rich pool of graduates, a history of
graduates
established
companies
in the
region,
mixcity
of
The
availability
for French
is low
and the
foreign
languages,
the
public
authorities
&
compares to Iasi in terms of this skill.
universitiesproduction
are more open
to collaborations
Numerous
companies
are estabwith
the
companies,
compared
to
other
regions
lished in the area, which is considered
one
of the
in
Romania.
best developed in Romania. Lately the official
Cluj has been sofigures
attractive
as an to
IT the
location,
unemployment
are close
ones that
it
surpassed
Timisoara
and
become
the
second
before the crisis.
IT hub in Romania. But the attractiveness
backfired and now the demand for IT talent is
now too high and the IT salaries became
comparable to Bucharest.

10

11

Romania
Talent Map

Most desired employers in Iasi

Talent Highlights

Java
1,249

The region attracted less investments than

Bucharest, Transylvania and Banat, including in
IT. The scarcity of direct flights from Western
Europe, limited office space in the past, less
effective strategies of the local administration
and long distance from the boarder with
Western Europe hindered its development.
In 2013 a local IT cluster (the second one in
Romania after Cluj) was born. It comprises 20+
IT companies (especially small companies, 500
800 employees in total), 4 universities and it is
backed up by the local administration.

.NET
1,271

10

12

Romania
Talent Map

Additional talent hubs

TG MURES
145,000 inhabitants
Approx. 110 IT&C graduates per year
Due to the fact that the city has a small number of
graduates, it can hardly accommodate large teams.
Graduates and professionals chose to relocate to
Cluj or overseas
The availability for Hungarian speakers is very high

SIBIU
147,000 inhabitants
Less than 500 IT&C graduates per year, out of a total
of 1,200 technical graduates
Small IT pool, whose size is
limited by the low number
of graduates
The availability of German
skills is higher than national
average, which attracted
employers looking for this
skill

BRASOV
253,000 inhabitants
Small number of IT&C graduates
(approximately 500 per year, out of a
total of 2,500 technical graduates)
The availability of German speakers is
higher than in other major cities
Brasov hosts several outsourcing
companies, whose teams developed
steadily across time
It is also preferred as location for
opening a secondary office for a
company headquartered in Bucharest
or Cluj.

PITESTI

CRAIOVA
270,000 inhabitants
Around 440 IT&C graduates per year. Small IT pool,
whose size is limited by the low number of graduates.
Craiova lacks the power to attract IT candidates from
the main hubs, and the current talent need of the IT
companies located here is covered to a large extent by
the talent supply from the University of Craiova.

156,000 inhabitants
Pitesti has recently evolved into an IT
hub since many IT players have
decided to open offices there
Many individuals born in Pitesti but
who live in Bucharest if given the
opportunity will return to work here

13

Talent Hubs
Key Facts

Technical talent
(IT&C Professionals)

Talent suitability

Foreign languages
Available
talent
Salary expectations

Complex technologies
(Technology Mix)

Bucharest

Iasi

25,000

4,000

Larger pool for

Historical and
management and respected IT hub with
senior roles; larger
multiple tech
Telecom pool, than
universities,
compared with other
candidates more
cities
open to relocate than
in other cities

Cluj

Timisoara

6,000

3,000 3,500

Larger pool for new

trends in technology
(mobile, UI/UX, etc.);
large IT hub, second
after Bucharest

Smaller hub than

Cluj, but also
oriented towards
new technologies

90% of the
Larger pool for
Largest pool for
Large pool for
candidates speak
technical French
technical German and technical German and
English; a large
speaking candidates Hungarian speaking Hungarian speaking
demand for German
candidates
candidates
speaking candidates
Remain a reference
for the rest of the
country

20% smaller than

Bucharest

Almost equal to those 10 % smaller than in

in Bucharest due to
Bucharest
the massive market
expansion in the last
years

Being a large pool, Medium to large pool Largest pool of full

Large pool for
the candidates are
of Java & .NET
stack developers and Front-End / Web
more specialized on Developers, as well as
remote working
Developers and SAP
their area of
C/C++ (Embedded) candidates, as well as Consultants, as well
expertise, the mix of
Developers
Java, C#/.NET,
as Telecom
technologies is more
PHP/Web
Engineers
rare than in other
Developers
cities

Technical Graduates

5,700

4,500

4,200

2,500

IT & C Graduates

2,000

1,100

1,700

1,100

Availability of spaces with

over 1000 sqm

YES

YES

YES

YES

Graduates

Real Estate

14

Talent Hubs
Key Facts

Technical talent
(IT&C Professionals)

Talent suitability
Available
talent

Graduates

Brasov

Sibiu

Craiova

1,800 2,000

2,000 2,200

600

There is a rather limited

Pool of Web Developers, C++ Cloud & virtualization experts, pool of .NET and Java
as well as C/C++ Developers Developers, as well as Web
developers and Helpdesk
Smaller pool of Web/PHP Developers, due to the
Engineers
limited number of
companies that activate
here

Foreign languages

Small hub for German

speakers

Bigger hub for German

speakers

English speaking candidates

Salary expectations

20% smaller than in

Bucharest

20% smaller than in

Bucharest

30% smaller than in

Bucharest

Complex technologies
(Technology Mix)

Pool for C++ developers and

Helpdesk Engineers

Reduced pool for Cloud &

virtualization experts

Small pool for automotive &

QA gaming engineers

Technical Graduates

2,500

1,200

500

IT & C Graduates

500

500

230

15

Talent Hubs
Key Facts

Targu Mures

Galati

Pitesti

350 - 400

200 - 250

300 - 350

Talent suitability

The majority of IT people

migrate to Cluj , Sibiu or
Timisoara

The majority of IT people

migrate to Brasov or
Bucharest

Small pool of IT Talent, they

usually migrate to
Bucharest

Foreign languages

Small hub for Hungarian

speakers

Salary expectations

20% smaller than in

Bucharest

40% smaller than in

Bucharest

Complex technologies
(Technology Mix)

Front-End & CMS Developers,

Gaming

C++, Java, .NET Developers

IT & C Graduates

110

Technical talent
(IT Development, Telecom,
Support/Administration,
IT Consultancy, BA/PM)

Available
talent

Graduates

Lack of technical profiles with Lack of technical profiles

with foreign language skills
foreign language skills
30% smaller than in
Bucharest
Java & PHP & .NET
Specialists, a very small
pool of mobile developers,
helpdesk

16

Foreign
Languages

English

98,38%

24%
27,45%

French

Spanish

12,95%

German

9,92%

Italian

6,90%

4,29%

Hungarian

1,62%

Russian

Other Languace

German is one of the most in-demand skills in

the market. Almost 180 jobs requiring German
are advertised at any time. But German
speakers are mostly spread in the West and
middle of Romania, so relocation rises real
difficulties to employers. Hiring German
speakers is doable due to the richness of the
salary & benefits package.

1,13%

I dont speak any

foreign language

0,77%

0%

20%

40%

60%

80%

100%

120%

17

Romania
Talent Map
Graduates

University Graduates
Over 7,000
IT&C graduates

Iasi
Tech Students
4,500
IT&C Grads 1,100

Cluj
Tech Students
4,200
IT&C Grads 1,700
Brasov
Tech Students
2,500
IT&C Grads - 500

Timis
Tech Students
2,500
IT&C Grads 1,100
Sibiu
Tech Students
1,200
IT&C Grads 500

Ilfov
Tech Students
5,700
IT&C Grads 2,000

18

Comp & Ben

Salaries in Bucharest (Euro, net monthly sums)

The development of the IT sector in
Romania is encouraged through
exemption from the income tax of
16% of the IT employees who
graduated a long-term IT academic
specializations approved by the
Government.

When reaching managerial

seniority the importance of the
salary starts to decrease and other
perks become imperative:
benefits, flexible schedule,
international projects, remote
working, friendly environment.

Project Manager
2,000 2,500 Euro
IT Manager
2,000 3,000 Euro

Quality Assurance (Software)*

Software Developer**

System / Network Administrator

Junior
500 750 Euro

Junior
750 1,000 Euro

Junior
550 - 850 Euro

Middle
850 1,400 Euro

Middle
1,200 1,800 Euro

Middle
900 1,500 Euro

Senior
1,500 2,500 Euro

Senior
1,800 3,000 Euro

Senior
1,400 2,000 Euro

When changing jobs IT professionals will want an

increase of at least 30 % compared to what they
currently have. The salary ranges reflect different
offers across the market depending on company
policy & hierarchy (small startups will offer
sometimes bigger salaries than a multinational
company with strict salary policies). Also there
is a difference in pay from industry to industry;
IT focused areas will subsequently reward
employees better.

In terms of contract type the situation differs from

case to case; there are companies who will offer a
permanent work contract, project-based or sole
proprietorship (PFA). Its hard to determine the
ratio of these contract types but we can certainly
say that full time contracts are the most common.

*Manual + Automation **Various programming languages

19

Comp & Ben

Salaries in Bucharest (Euro, net monthly sums) 2015 new wave tech
Moving from the classic positions, we have the latest and most sought after titles of 2015; from Mobile
technologies to Security and all the way to Big Data this is the know-how that will determine what
2016 will bring!
Mobile Developer (iOS/Android)

Mac iOS Developer

(usually former iOS Developers)

Big Data Analyst

Junior
500 700 Euro

Junior
1,100 1,400 Euro

Junior
1,100 1,500 Euro

Middle
800 1,500 Euro

Middle
1,600 2,000 Euro

Middle
1,600 2,000 Euro

Senior
1,500 3,000 Euro

Senior
2,000 3,500 Euro

Senior
2,000 3,500 Euro

Security Monitoring Engineer

Virtualization Engineer

DevOps Engineer

Full Stack Developer

Junior
500 1,000

Junior
500 1,000 Euro

Junior
900 1,100 Euro

Junior
1,000 1,300 Euro

Middle
1,500 2,000 Euro

Middle
1,600 2,000 Euro

Middle
1,100 1,700 Euro

Middle
1,300 2,000 Euro

Senior
2,000 3,000 Euro

Senior
2,100 2,900 Euro

Senior
1,850 2,500 Euro

Senior
2,000 3,000 Euro

The salaries are calculated accordingly to the average of the market, outliers may exist (exceptions for very
good/experienced professionals or companies that have the internal policy of paying at the 90th percentile)

20

Comp & Ben

Most frequent benefits requested by IT professionals in Bucharest

64% of IT professionals ask for Medical Insurance

46% of IT professionals ask for Financial
Support for Training
43% of IT professionals ask for
Flexible Hours
25% of IT professionals ask
for Meal Vouchers
22% of IT professionals ask for
Religious Holiday
bonuses
16% of IT professionals
ask for Gym Subscription
14% of IT professionals
ask for Vacation
Bonus

21

HR Insights

Time to fill a role

Depending on the desired language, the process might take from 2 weeks up to 3 months.
For highly requested languages (French and German) the process might even surpass the
3 months mark. From searching for a profile fit to signing the deal the process might
encounter the following obstacles:
A limited number of good profiles that meet both language and tech requirements
A lack of interest in a new position
A sudden change of mind from the applicants side (reasons might be strictly personal or
related to company profile)
A counter-offer from the applicants current employer (most common obstacle).

An analysis done for 2014 on over 550 successfully filled roles by Brainspotting,
highlighted the following fill in time frame on different seniority levels:
Entry level 4 weeks (for students/candidates without notice period);
Mid-level 8 weeks;
Senior level 8 10 weeks;
Managerial level 16 20 weeks.
Intervals above are for recruitment processes where client interview and testing is done
immediately after the recommendation. Otherwise, the duration may increase with 20
to even 50%. Duration takes into consideration the notice period.

22

HR Insights

Employee Churn
More than
four; 6,55% Other; 1,71%

28.21% of the IT profiles have changed

their job at least twice, while almost
one quarter of the market (23.93%) have
changed jobs three times.

Four;
7,69%
One; 31,91%

The chart shows the job changing frequency for programmers / developers;
the pool consists of 446 respondents
from across the country with a
maximum age of 38.

Three; 23,93%

Two; 28,21%

IT Professionals with over 2 years work experience have had on average between
2 and 3 jobs, while less experienced IT individuals are still at their first job.
More than
four; Other;
Four; 4% 2%
1%

Other;
1%
More than
four;
8%
Four; 10%

One; 22%

Q: How many jobs have

you had until now?

Three; 8%

Two; 2%
Three; 29%

Two; 20%

One; 63%
Data is taken from the Most
Desired Employers Survey
2014 for the IT Industry

N*IT Professionals 2 yrs+ Experience = 320

N*IT Professionals 0-2 yrs+ Experience = 125

23

HR Insights

Employee Churn

Usually when candidates are looking for a job (actively or passively) there are
certain aspects that are missing from their current job. From the market data we
gathered we observed different patterns for entry level professionals and seniors.

Junior level (1 3 years experience) they

change jobs more frequently, on average
every 1-2 years; they are attracted to the
salary & benefits package, cool working
environment and tend to switch job based
on these aspects.

Medium level (3 5 years experience)

they change jobs every 2 to 4 years and
they look for a mix of challenging projects,
new technologies and financial incentives.

Senior level (5 years + experience) they

are more stable, career oriented, changing
jobs only if a true development opportunity
appears; on average they spend 4 to 5
years on a position.

Team leaders there are not as many jobs

on the market as for pure developers so
they show more stability; on average they
spend 5 to 7 years on the job then they
promote to project management or
software delivery management roles.

24

HR Insights

Most advertised job openings for IT&C professionals

Over 3,000 IT &C jobs
advertised across many
industries

Job type percentage across all industries

Other (ex: Tech
Support)
15%
Mobile
Developers (iOS/
Android)
4%
Project
Managers
6%
Software
Developers
55%

Consultants
5%
Business Analysts
3%
Architects
3%
Testers / QA
9%

Most requested programming languages

1 in every 3 jobs
available in IT is
Java related

Programming Languages

Other
23%

.Net / C#
15%

Mobile
7%

Others:
SQL, PL/SQL, Cobol,
Python, Ruby, Perl, JavaScript

Java
28%

PHP
15%
C / C++
12%

25

HR Insights

Emerging in 2015
Scala
Golang

Haskell

Android

Programming
languages to
know in 2015

Clojure

iOS

Ruby

Erlang

3D Printing

Python
Virtual
Reality

Smart
Machines

Technologies &
Trends to watch
for in 2015
Cloud
Computing

IoT/IoE

Cyber
Security

Big Data
Analytincs

26

HR Insights

IT Recruitment Trends

Job fairs are not that

crowded with IT
professionals but
conferences,
hackathons and tech
events are a good
place to find talent.

Shifting from the

traditional offer to a
package that
includes:
international
exposure, work from
home and a variety
of trainings.

Recruitment practices should be distinctly divided

between the two target groups: students and
professionals. Talent attraction strategies should
rely on these facts:
Students count on job boards and company websites
to scout for jobs while professionals go to
connections in companies

There is an increased
interest for a mix of
known technologies
plus a foreign
language (German is
one of the most
sought after, as are
more exotic ones like
Dutch).

72% of IT

professionals are

FULL-TIME
employed

Hiring talent with

niche skills at any
time due to the lack
of offer on the
market. Its no longer
a question of having
an opening, but
seizing talent when
given the chance.

65% of IT

professionals are not

actively looking for a job,
but would be open for
discussion if the
opportunity arises

Training programmes and a friendly office

environment are some of the perks IT people look for
A targeted employer brand survey will unveil insights
into specific groups and their opinion on certain
companies
Job fairs are still attended by candidates but not
as crowded as other events like: tech conferences,
gaming events, hackathons and university open days
A transparent career development plan will challenge
the candidate to achieve project goals.

Company sites

Are the most used channels for

looking & applying for jobs for
both IT students &
professionals

27

HR Insights

IT Recruitment Trends

What are the professional objectives

you want to accomplish in the next 3
years?

Work-life
balance
54%

Becoming
a manager
17%

What are the most common criteria IT

professionals use when choosing an
employer?

Safe jobs
(27%)

Coordinating
projects
22%
Friendly
environment
(37%)

Becoming
a specialist
62%

Be well
paid
46%

Challenging
responsibilities
26%

Training
programs
(37%)
Salary & benefit
package
(51%)
Good
reputation /
image
(33%)

Flexible
working
hours (27%)

The figures in brackets () represent the percentage of IT professionals for whom the criteria is one of their 3 most important ones.

The most striking pattern we notice for objectives is the attention individuals give to becoming an
expert in their field. They will look for employers that offer training programmes, challenging projects
with technology mix, but who also respect the work-life balance.

28

HR Insights

IT Recruitment Trends
In case you are / have coordinated a team, how much experience do you have doing this?

5-10 years
3% Over 10 years
1%
3-5 years
5%

2-3 years
6%
1-2 years
9%

7-12 months
7%

0-6 months
16%

I'm not coordinating /

I never coordinated
53%

29

Candidate
Behavior
Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Professional Objectives
Becoming a specialist

62,25%

Work-life balance

64,61%

Be well paid

46,29%

Challenging responsibilities

24,04%

Coordinating projects

21,35%

Creating new products

17,08%

Reacing a material positions

15,51%
13,93%

Starting my own company

13,48%

Working abroad

13,48%

Working on a strategic level

4,49%

Job Rotation

2,70%

Other objective

0,45%
0%

10%

20%

30%

40%

50%

60%

Programmers / Developers
*Percentages out of total valid
Q: Please select maximum 3 professional
objectives that you want to accomplish in the
next 3 years. (Please choose maximum 3
options.)*

N*IT Professionals = 446

Professional objectives show what

candidates want from a job and help you in
building a coherent employer branding
strategy. Becoming a specialist shows that
candidates are looking for training plans,
interesting projects that will help them grow.

30

Candidate
Behavior
Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Criteria for choosing an employer

Salary & benefit package

52,36%
41,12%

Friendly environment
31,69%

Flexible working program

Training programs

30,56%
30,34%

Good reputation / image

Challenging jobs

25,62%

Safe jobs

22,70%

International opportunities

15,28%

Creative & dynamic environment

12,36%

Availability of mentorship

10,79%

Rapid promotion opportunities

8,76%

Accesible office

8,76%

Well known products / services

5,17%

Other

0,22%
0%

10%

20%

30%

40%

50%

Programmers / Developers
*Percentages out of total valid
Q: Which are the 3 most important factors that
you take into consideration when choosing an
employer? (Please choose maximum 3
options).

N*IT Professionals = 446

When looking for a new job, candidates pay

close attention to aspects like salary & benefit
package and having a friendly environment.
Advertising this information will attract and
retain the right candidates.

60%

31

Candidate
Behavior
Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Most wanted benefits

64,49%

Medical subscription
Flexible working hours

48,99%

Finnancial support for trainings

35,73%

Christmas / Easter bonuses

28,54%

Meal vouchers

28,09%

Gym subscription

18,65%

Vacation bonuses

14,38%

Catering

12,81%

Laptop

11,01%

Transportation allowance

8.09%

Private pension

4,94%

Life insurance

4,49%

Work car

4,27%

Mobile phone

1,12%

Other benefits

1,35%
0%

10%

20%

30%

40%

50%

60%

Programmers / Developers
*Percentages out of total valid
Q: Please choose 3 benefits that you consider
as fundamental for the offers of the employers. (Please choose maximum 3 options.)

N*IT Professionals = 446

The most wanted benefit is the medical

subscription, closely followed by flexible
working hours. Allowing employees more
freedom with their schedule proves that the
company has an employee satisfaction
oriented policy.

70%

32

Candidate
Behavior
Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Job/Offer acceptance criteria

41,35%

Flexible working program

Salary & benefit package

38,65%

Good reputation / image

32,36%

Friendly environment

30,34%

Challenging jobs

25,84%

Training programs

21,80%
18,65%

Safe jobs
Accessible office

16,18%

International opportunities

10,79%

Creative & dynamic environment

10,11%

Availability of mentorship

8,54%

Well known products / services

6,74%

Rapid promotion opportunities

3,82%

Medical subscription

2,25
0%

5%

10%

15%

20%

25%

30%

35%

40%

Programmers / Developers
*Percentages out of total valid
Q: What determined you to accept your last
job? (Please choose maximum 3 options.)

N*IT Professionals = 446

When asked why they accepted their last job

most candidates answered that the flexible
working hours determined them in saying yes.
Again this perk attracts candidates surpassing
the richness of the salary offer.

45%

Brainspotting
Tips & Tricks
to successful
IT%C Recruitment

33

In order to have successful recruitments, there are a few tips & tricks to be taken into consideration.
First of all, the recruitment process must be fast & dynamic, but placed in realistic timeframes, allowing quality
sourcing and interviewing. Given the great variety of jobs in the sector, good candidates receive many offers and
they can conclude a recruitment process after only 1 interview or in less than 1 weeks time.
The process must also be completely transparent (between the HR department/provider - Hiring Manager/client),
with constant, in-real-time feedback from both parties (about the recruitment process and the market, the pool of
candidates, difficulties in the process, plans of improvement, suggestions, etc.)
Then, marketing of the opening and candidate attraction: it is well known that a well marketed role can attract a
higher number of candidates and a better quality of applicants. The first step for a good job marketing is to put
together a short, but comprehensive Job Description, that includes a catchy, but understandable title -that will grab
the readers attention-, the company history / profile and a brief description of the projects. The JD must contain
the job summary (3 - 6 line overview of the opening), future responsibilities (essential functions and tasks of the
job), required skills & qualifications (must-have & nice-to-have) and other details such as department, language
requirements, travel availability and included benefits.
There is a common practice nowadays that companies make counter-offers to the employees who have decided
to leave their roles, but what is to take into consideration is the fact that, from our experience, more than 50% of all
employees who accept counter-offers change either way companies within the following months. Once a
candidate shows that he is willing to leave, it is a signal that he is unhappy or that he is in an active search. After
accepting to stay in the current company, his involvement and dedication are often questioned and he/she might
reconsider the reasons of his/her desire to leave in the first place.

34

Brainspotting
Tips & Tricks
to successful
IT&C Recruitment

Finally, once a recruitment process was happily ended (role filled) it is important to remember that the new
employee expects a professional on-boarding experience (assigning the new hire to a team with either a coach/
buddy, meeting all the colleagues, showing him/her that he/she is a part of the company) and signs of a good
retention strategy (one-to-one periodic evaluations, employers trying to meet the initial requests, recognition of
the work and breakthroughs, a transparent and meritocratic career plan).
All the above can lead to a much higher rate of success and can also position the company as a cool employer
focused on its employees, by creating a strong employer brand.

International exposure
Working or studying in an
international environment improves
the individuals skill set from many
different perspectives:
-cultural awareness
- project variety
- increases adaptability
- improves leadership
- widens professiona network

Maria Hostiuc
Senior IT&C
Recruitment Consultant

Students & graduates

Good grades and scholarships go
best with extracurricular activities
like: workshops, open days and
personal projects

Proof of know-how
The level of seniority is not only
dependent on the number of years
spent In a position but the amount
of technicalskills accumulated in the
process. While tests will can easily
be sidestepped a face to face
interview will uncover gaps & over
inflated skills. Honesty about your
levelof knowledge (especially
language and programming skills)
can onlyensure a perfect match with
thejob.

This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be reproduce only by mentioning Brainspotting as source.

Thank you for your time and interest!

Please feel free to share your thoughts and insights
or contact us for questions, remarks or suggestions:

Violeta Ciutac
Sales & Marketing Manager
ro.linkedin.com/in/violetaciutac
(+40) 725 584 962