In Poland’s IT sector, the hybrid work model has overtaken remote work for the first time. Hybrid work was mentioned in 41% of job advertisements in the first quarter of 2026, while remote work appeared in 38.5% of listings. The sector also recorded a 23% quarter-on-quarter rebound in the number of job advertisements, although demand remains concentrated mainly on experienced professionals. Offers aimed at senior and mid-level specialists together accounted for more than 90% of all IT job postings.
There has also been a reshuffle among the highest-paid IT specialisations. Architecture, which had led the ranking for the past three years, has been replaced by ERP. Security and DevOps followed in the next positions.
The number of job opportunities in the IT sector is rising again. In the first quarter of 2026, the number of listings increased by 23% compared with the final quarter of 2025, according to the latest analysis of job advertisements published on No Fluff Jobs, Poland’s largest job portal requiring salary ranges in job postings.
However, demand for candidates at specific seniority levels has not changed significantly. Nearly 60% of offers were addressed to senior specialists, slightly more than one-third to mid-level professionals, and only around 5% to juniors. Overall median salary ranges also remained stable, although visible changes occurred within individual specialisations.
“The increase in the number of job advertisements shows that the market still needs specialists, even in an era of increasingly widespread AI. As No Fluff Jobs, a platform with mandatory salary ranges, we also hope that transparent job offers will appear more frequently on the market,” said Paulina Król, Chief People and Operations Officer at No Fluff Jobs.
“The ‘Clear Salaries’ Act introduced in December, although imperfect, and the upcoming EU Equal Pay Directive are forcing companies to build pay grids and organise internal salary levels. As a result, some organisations are also becoming ready to disclose salary ranges publicly, because both current and future employees will know exactly what salary bracket they can expect,” she added.
ERP moves to the top of the salary ranking
In the first three months of 2026, the sharpest salary declines were recorded in Mobile, where the lower salary range for employment contracts fell by as much as 21%, and in UX, where the lower salary range for employment contracts dropped by up to 17%. A decline was also recorded in Architecture, the highest-paid category over the past three years, where the upper salary range for employment contracts decreased by as much as 17.5%.
At the same time, many specialisations saw salary increases. The highest-paid IT specialisations in the first quarter of 2026 were ERP, IT Architecture, Security and DevOps.
ERP specialists could expect PLN 28,500–33,500 net plus VAT on a B2B contract and PLN 18,000–24,800 gross on an employment contract. IT Architecture followed, with salary ranges of PLN 27,000–32,000 net plus VAT on B2B contracts and PLN 18,000–22,000 gross on employment contracts.
Security ranked third, with offered salaries of PLN 25,000–30,000 net plus VAT on B2B contracts and PLN 18,000–24,800 gross on employment contracts. DevOps specialists could expect PLN 23,500–28,500 net plus VAT on a B2B contract and PLN 17,000–24,000 gross under an employment contract.
Hybrid work becomes the dominant model
The most popular form of cooperation in IT remains the B2B contract, mentioned in 71% of job advertisements. Employment contracts appeared in 37% of listings. These figures do not add up to 100%, as employers may include several proposed contract types in a single job advertisement.
The proportions differ depending on experience level. In job offers addressed to juniors, employment contracts were offered more often, appearing in 52% of advertisements, while B2B contracts were mentioned in 42%. In listings aimed at mid-level specialists, B2B contracts appeared in 72% of offers and employment contracts in 38%. Among senior-level roles, B2B was mentioned in 74.5% of advertisements, while employment contracts appeared in 24%.
In the first quarter of 2026, the hybrid model became the dominant work mode in IT job advertisements for the first time in years. It appeared in 41% of offers, ahead of remote work, which was mentioned in 38.5% of listings. Office-based work accounted for 20.5%.
“This confirms a trend we have been observing in IT for several years. During the pandemic, remote work surged and became a very common work model. However, after the situation normalised, employers increasingly began inviting employees back to the office. Since resistance in the technology sector to fully on-site work would be strong, companies usually opt for the hybrid model as an intermediate solution that, in the long run, is intended to satisfy both sides,” said Paulina Król, Chief People and Operations Officer at No Fluff Jobs.
Seniors and mids still dominate recruitment
Despite the rebound in the number of job advertisements, the structure of demand in the IT labour market remains strongly tilted toward experienced professionals. Senior specialists continue to dominate recruitment, with nearly 60% of offers addressed to them. Mid-level candidates account for slightly more than one-third of job advertisements, while junior roles remain limited to around 5%.
This means that the market is recovering in terms of the number of offers, but it is still selective. Employers continue to prioritise candidates who can quickly take responsibility for projects and deliver results without extensive onboarding. For junior candidates, the situation remains difficult, even though the total number of IT job listings has started to grow again.
The data also show that companies are adjusting their employment models rather than returning fully to pre-pandemic standards. Hybrid work has become a compromise between employee expectations and employers’ desire to rebuild office presence. At the same time, salary transparency and upcoming regulatory changes may gradually increase the number of job offers with clearly defined pay ranges.
