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
 3

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 Roma-
nia. 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 profes-
sionals 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
 4
Market
Overview

3.000
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
Around 3,000 IT job
many start-ups. openings advertised
at any given time
In 2015 the development of IT companies will
continue to create job openings for IT graduates as

50
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
Over 50 of the largest IT
Centers.
players have operations in
Romania and have expansion
plans for the next 2 years.
 5
Market
Overview

IT Employers actively looking for talent

Iasi
Cluj

Bucharest

Timisoara
 6
Market
Overview

IT Employers actively looking for new talent

Sibiu Tg.-Mures

Pitesti

Craiova

Brasov Galati

Romania
Talent Map
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.
7
IT&C Talent Quality
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.
 8
Romania
Talent Map

Most desired employers in Bucharest

Talent Highlights

Java .NET
5,298 6,024

1,883,000 inhabitants the official figure according to

the 2011 census; we estimate the actual figure to be
around 1,5 times higher.
1 6
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 2 7
Compared
Approximately to the1,100
otherIT&C
cities, it has the per
graduates largest variety
year,
of
outskills
of aand
totalnumber of very experienced
of approximately candidates,
2,500 technical
graduates
but also the highest salaries.
The availability
Around
compares
2,000 IT&C
to
for graduates
Iasi in
French is per
terms of
low year,
this
and the
skill.
out city
of a total 3 8
of 5,700 technical ones, higher numbers than in any
Numerous production companies are estab-
other university center in Romania.
lished in the area, which is considered one of the
Graduates from in other cities Lately
(e.g. Constanta,
the official Iasi,
best developed
Craiova)
unemployment
Romania.
relocatefigures
to Bucharest
are close andtoenrich
the ones the pool, 4 9
before
but the the crisis.
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 5 10
remains the only Romanian city in top 100.
 9
Romania
Talent Map

Most desired employers in Timisoara

Talent Highlights

Java .NET
1,020 1,393

1 6
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 2 7
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.
3 8
established in the area, which is considered
Numerous production companies are estab-
one 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 4 9
before the crisis.

5 10
 10
Romania
Talent Map

Most desired employers in Cluj

Talent Highlights

Java .NET
1,785 1,988

320,000 inhabitants
Approx. 1,700 IT&C graduates per year, out of a
1 6
total of 4,200 technical graduates. It offers the
second richest
319,000 grad pool in Romania.
inhabitants
4 years ago
Timisoara it became
used
IT
to be the onesecond
of the IT
hothub
Romania, before the rapid expansion of Clujhas
Romania for and BPO services. The
spots
in in
area 2 7
been attracting1,100
Approximately largeIT&C
investments
graduates from
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
The
foreign
companies
availability
languages,
for French
the
in the region,
is low
public
mixcity
and the
authorities
compares to Iasi in terms of this skill. &
of 3 8
universitiesproduction
Numerous are more open to collaborations
companies are estab-
with the companies, compared
lished in the area, which is considered to other regions
one of the
in Romania.
best developed in Romania. Lately the official
Cluj has been sofigures
unemployment attractive as an to
are close IT the
location,
ones that 4 9
it surpassed Timisoara
before the crisis. and become the second
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. 5 10
 11
Romania
Talent Map

Most desired employers in Iasi

Talent Highlights

Java .NET
1,249 1,271

1 6
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 2 7
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

3 8
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. 4 9

5 10
 12
Romania
Talent Map

Additional talent hubs

TG MURES

145,000 inhabitants BRASOV

Approx. 110 IT&C graduates per year
Due to the fact that the city has a small number of 253,000 inhabitants
graduates, it can hardly accommodate large teams. Small number of IT&C graduates
Graduates and professionals chose to relocate to (approximately 500 per year, out of a
Cluj or overseas total of 2,500 technical graduates)
The availability for Hungarian speakers is very high The availability of German speakers is
higher than in other major cities
Brasov hosts several outsourcing
companies, whose teams developed
SIBIU steadily across time
It is also preferred as location for
147,000 inhabitants opening a secondary office for a
Less than 500 IT&C gradu- company headquartered in Bucharest
ates per year, out of a total or Cluj.
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
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

Bucharest Iasi Cluj Timisoara

Technical talent
25,000 4,000 6,000 3,000 3,500
(IT&C Professionals)

Larger pool for Historical and Larger pool for new Smaller hub than
management and respected IT hub with trends in technology Cluj, but also
senior roles; larger multiple tech (mobile, UI/UX, etc.); oriented towards
Talent suitability Telecom pool, than universities, large IT hub, second new technologies
compared with other candidates more after Bucharest
cities open to relocate than
in other cities
90% of the Larger pool for Largest pool for Large pool for
candidates speak technical French technical German and technical German and
Foreign languages English; a large speaking candidates Hungarian speaking Hungarian speaking
demand for German candidates candidates
speaking candidates
Available
talent Remain a reference 20% smaller than Almost equal to those 10 % smaller than in
for the rest of the Bucharest in Bucharest due to Bucharest
Salary expectations country 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
Complex technologies their area of C/C++ (Embedded) candidates, as well as Consultants, as well
(Technology Mix) 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

Graduates

IT & C Graduates 2,000 1,100 1,700 1,100

Real Estate Availability of spaces with

YES YES YES YES
over 1000 sqm
 14
Talent Hubs
Key Facts

Brasov Sibiu Craiova

Technical talent
(IT&C Professionals) 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
Talent suitability developers and Helpdesk as well as C/C++ Developers Developers, as well as Web
Engineers Smaller pool of Web/PHP Developers, due to the
Available limited number of
talent companies that activate
here

Small hub for German Bigger hub for German

Foreign languages English speaking candidates
speakers speakers

Salary expectations 20% smaller than in 20% smaller than in 30% smaller than in
Bucharest Bucharest Bucharest

Complex technologies Pool for C++ developers and Reduced pool for Cloud & Small pool for automotive &
(Technology Mix) Helpdesk Engineers virtualization experts QA gaming engineers

Technical Graduates 2,500 1,200 500

Graduates
500 500 230
IT & C Graduates
 15
Talent Hubs
Key Facts

Targu Mures Galati Pitesti

Technical talent
(IT Development, Telecom,
Support/Administration, 350 - 400 200 - 250 300 - 350
IT Consultancy, BA/PM)

Available
talent The majority of IT people The majority of IT people Small pool of IT Talent, they
Talent suitability migrate to Cluj , Sibiu or migrate to Brasov or usually migrate to
Timisoara Bucharest Bucharest

Small hub for Hungarian Lack of technical profiles with Lack of technical profiles
Foreign languages speakers foreign language skills with foreign language skills

Salary expectations 20% smaller than in 40% smaller than in 30% smaller than in
Bucharest Bucharest Bucharest

Java & PHP & .NET

Complex technologies Front-End & CMS Developers, C++, Java, .NET Developers Specialists, a very small
(Technology Mix) Gaming pool of mobile developers,
helpdesk

Graduates IT & C Graduates 110

 16
Foreign
Languages

English 98,38%

24%
French 27,45%

Spanish 12,95%

German 9,92%

Italian 6,90%

Hungarian 4,29%

Russian 1,62%

German is one of the most in-demand skills in

the market. Almost 180 jobs requiring German
Other Languace 1,13% are advertised at any time. But German
speakers are mostly spread in the West and
middle of Romania, so relocation rises real
I dont speak any difficulties to employers. Hiring German
foreign language 0,77% speakers is doable due to the richness of the
salary & benefits package.

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

Ilfov
Sibiu Tech Students
Tech Students 5,700
1,200 IT&C Grads 2,000
IT&C Grads 500
 18

Comp & Ben

Salaries in Bucharest (Euro, net monthly sums)

The development of the IT sector in When reaching managerial

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.
Project Manager
seniority the importance of the
2,000 2,500 Euro
salary starts to decrease and other
perks become imperative:
benefits, flexible schedule,
IT Manager
international projects, remote
2,000 3,000 Euro
working, friendly environment.

Quality Assurance (Software)* Software Developer** System / Network Administrator

Junior Junior Junior

500 750 Euro 750 1,000 Euro 550 - 850 Euro

Middle Middle Middle

850 1,400 Euro 1,200 1,800 Euro 900 1,500 Euro

Senior Senior Senior

1,500 2,500 Euro 1,800 3,000 Euro 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 Big Data Analyst

(usually former iOS Developers)

Junior Junior Junior

500 700 Euro 1,100 1,400 Euro 1,100 1,500 Euro

Middle Middle Middle

800 1,500 Euro 1,600 2,000 Euro 1,600 2,000 Euro

Senior Senior Senior

1,500 3,000 Euro 2,000 3,500 Euro 2,000 3,500 Euro

Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer

Junior Junior Junior Junior

500 1,000 500 1,000 Euro 900 1,100 Euro 1,000 1,300 Euro

Middle Middle Middle Middle

1,500 2,000 Euro 1,600 2,000 Euro 1,100 1,700 Euro 1,300 2,000 Euro

Senior Senior Senior Senior

2,000 3,000 Euro 2,100 2,900 Euro 1,850 2,500 Euro 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 Four;
7,69%
changed jobs three times.
One; 31,91%
The chart shows the job changing fre-
quency for programmers / developers; Three; 23,93%
the pool consists of 446 respondents
from across the country with a
maximum age of 38. 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
Other;
four; Other;
1% Four; 4% 2%
1%
More than
four; Q: How many jobs have
8% you had until now?
Three; 8%
Four; 10% One; 22%

Two; 2%

Three; 29% One; 63%

Two; 20%

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 Medium level (3 5 years experience)

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.
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 Job type percentage across all industries
advertised across many Other (ex: Tech
industries Support)
15%
Mobile
Developers (iOS/
Android)
4%

Project
Managers
6%

Software
Consultants Developers
5% 55%

Business Analysts
3%
Architects
3%

Testers / QA
9%

Most requested programming languages

1 in every 3 jobs Programming Languages
available in IT is
Java related
.Net / C#
Other 15%
23%

Mobile
7% Java
28%

PHP
15%
Others:
C / C++
SQL, PL/SQL, Cobol, 12%
Python, Ruby, Perl, JavaScript
 25

HR Insights

Emerging in 2015

Scala

Golang Android

Haskell Programming iOS

languages to
know in 2015

Clojure Ruby

3D Printing
Erlang Python

Virtual Smart
Reality Machines

Technologies &
Trends to watch
for in 2015
Cloud
IoT/IoE
Computing

Cyber Big Data

Security 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 There is an increased
traditional offer to a interest for a mix of
package that known technologies
includes: plus a foreign
international language (German is
exposure, work from one of the most
home and a variety sought after, as are
of trainings. more exotic ones like
Dutch).
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.

Recruitment practices should be distinctly divided

between the two target groups: students and
professionals. Talent attraction strategies should
rely on these facts: 72% of IT 65% of IT
professionals are not
professionals are actively looking for a job,
Students count on job boards and company websites
to scout for jobs while professionals go to FULL-TIME but would be open for
connections in companies employed 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 Company sites
companies Are the most used channels for
looking & applying for jobs for
Job fairs are still attended by candidates but not both IT students &
as crowded as other events like: tech conferences, professionals
gaming events, hackathons and university open days

A transparent career development plan will challenge

the candidate to achieve project goals.
 27

HR Insights

IT Recruitment Trends

What are the professional objectives What are the most common criteria IT
you want to accomplish in the next 3 professionals use when choosing an
years? employer?

Work-life Safe jobs

balance (27%)
54% Coordinating
projects
22% Training
programs
Friendly (37%)
Becoming
environment
a manager Becoming Salary & benefit
(37%)
17% a specialist package
62% (51%)

Good
Be well Challenging reputation / Flexible
paid responsibilities image working
46% 26% (33%) 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
3-5 years 1%
5%

2-3 years
6%

1-2 years
9%

I'm not coordinating /

I never coordinated
7-12 months 53%
7%

0-6 months
16%
 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 N*IT Professionals = 446

Q: Please select maximum 3 professional

Professional objectives show what
objectives that you want to accomplish in the
candidates want from a job and help you in
next 3 years. (Please choose maximum 3
building a coherent employer branding
options.)*
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%

Friendly environment 41,12%

Flexible working program 31,69%

Training programs 30,56%

Good reputation / image 30,34%

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% 60%
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446

Q: Which are the 3 most important factors that
you take into consideration when choosing an
employer? (Please choose maximum 3
options).
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.
 31
Candidate
Behavior
Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Most wanted benefits

Medical subscription 64,49%

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% 70%

Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446

Q: Please choose 3 benefits that you consider The most wanted benefit is the medical
as fundamental for the offers of the employ- subscription, closely followed by flexible
ers. (Please choose maximum 3 options.) working hours. Allowing employees more
freedom with their schedule proves that the
company has an employee satisfaction
oriented policy.
 32
Candidate
Behavior
Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Job/Offer acceptance criteria

Flexible working program 41,35%

Salary & benefit package 38,65%
Good reputation / image 32,36%
Friendly environment 30,34%
Challenging jobs 25,84%
Training programs 21,80%
Safe jobs 18,65%
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% 45%

Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446

Q: What determined you to accept your last
job? (Please choose maximum 3 options.)
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.
 33
Brainspotting
Tips & Tricks
to successful
IT%C Recruitment

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.

Students & graduates

Good grades and scholarships go
best with extracurricular activities
like: workshops, open days and
International exposure personal projects
Working or studying in an
international environment improves
the individuals skill set from many
different perspectives:
-cultural awareness
- project variety
- increases adaptability Proof of know-how
- improves leadership The level of seniority is not only
- widens professiona network 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.
Maria Hostiuc
Senior IT&C
Recruitment Consultant

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

violeta.ciutac@brainspotting.ro
ro.linkedin.com/in/violetaciutac
(+40) 725 584 962