Polish IT Community Report 2024 is here!

Before you is the latest edition of the largest and most detailed study on Polish IT. Here, you'll find information about who the people in IT are, how they work, what they earn, and which technologies they use. All of this is captured in 213 charts , which will show you what the IT industry in Poland looks like.

Polish IT Community Report 2024 Hero Image

Demographic profile

Gender
Male
Female
Non-binary
Male: 83.7% 83.7% Female: 15.8% 15.8% Non-binary: 0.5% 0.5%

Comment

The pioneering and growing importance of Diversity and Inclusion means that more and more companies are recognising the need for mixed teams. It is not just about gender, but also about the diversification of the team, e.g. by age, nationality, experience or ethnic background of the employees. It is worth mentioning that today, in the digital age, it is much easier to create a varied team. This is confirmed by the 'Diversity wins' report from McKinsey. The results of the survey indicate that a diverse team contributes to the company's innovation potential, increased efficiency or level, culture of cooperation.

At Luxoft, we have been proving for years that the IT industry is accessible to everyone. We support and motivate women to enter the IT world, for example through ongoing training programmes, webinars and conferences promoting the role of women in the industry. We are proud of the fact that in our company many women hold strategic positions and they are ready for the next challenges!

Natalia Selinger
Luxoft Poland Managing Director
Luxoft
Age
18 - 24 years
14.8%
25 - 29 years old
31.4%
30 - 34 years
27.9%
35 - 39 years old
15.8%
40+ years old
10.1%

Comment

The study results regarding the age of individuals participating in the IT market are not surprising. It is, relatively speaking, a young group of individuals, which primarily reflects the dynamic nature of the technology world that changes at a very quick pace, and where knowledge of new solutions is crucial. Over time, we can expect that the number of individuals from higher age brackets in IT will increase, but it will always be an attractive direction for young people - and accessible, considering the continuous availability of knowledge about new technologies.

Therefore, IT teams in companies must particularly pay attention to generational differences and how to create an environment friendly to the widest range of employees while taking advantage of the experiences of very different age groups.

At Linklaters, we are very aware of this and see the new generations as a huge opportunity for the job market. This year, we have already launched another edition of the international Reverse Mentoring program - where it is precisely the individuals with a short tenure who have the chance to be mentors for senior staff members in our company. This program helps those who are at the beginning of their professional career path, but above all, it allows managers to understand the problems and realities of the new generation of workers. At the same time, we place a strong emphasis on education, development, and training of our employees and thus build an offer for those outside the IT environment - for example, through Linklaters' active participation in the Women in Tech Summit. We want the world of technology to be accessible to as wide a range of people as possible, including in terms of age.

Jakub Gembicki
Senior Warsaw Technology Manager
Linklaters
Place of residence
Warsaw
21.3%
None of the above
16.2%
Krakow
12.9%
Wroclaw
11.4%
Silesian Agglomeration
9.4%
Tricity
7.6%
Poznań
7.1%
Łódź
4.9%
Lublin
2.8%
Szczecin
1.9%
Białystok
1.5%
Bydgoszcz
1.4%
Toruń
0.8%
Częstochowa
0.6%
Place of residence - outside of major cities
Only people who do not live in the cities mentioned in the previous question.
podkarpackie
15.2%
śląskie
10.8%
mazowieckie
10.2%
wielkopolskie
7.5%
dolnośląskie
7.2%
warmińsko-mazurskie
6.3%
małopolskie
5.8%
świętokrzyskie
5.2%
łódzkie
5.1%
pomorskie
4.4%
opolskie
4.2%
I live abroad
4.2%
lubuskie
4.1%
zachodniopomorskie
3.4%
lubelskie
3.0%
kujawsko-pomorskie
2.4%
Education
Master’s degree
37.4%
Bachelor’s degree
28.4%
I am studying
11.4%
Some college/university study without earning a bachelor’s degree
7.6%
High school
7.1%
Postgraduate studies
6.4%
Doctoral studies
1.4%
Primary school / lower secondary school
0.3%

Comment

We can see that year after year, the number of employees with BA or MA degree in technical studies remains at a similar level. This indicates that employees value a good foundation that prepares them for work. Does this mean that the doors to IT open only after obtaining a diploma? This study proves that this is definitely not the case.

At Godel Technologies, we are always open for students and those who have decided to switch careers. Our experts are happy to share their knowledge and help guide younger professionals during mentoring programs conducted in our company. We run the Godel Mastery program, which is aimed at people interested in areas such as Data, QM, Python, DevOps, JavaScript, .NET, PHP, and others. The advantage of such program is that employees not only gain deep knowledge but also get a ticket to their first job in IT as a junior engineer. We also notice that such employees don't abruptly quit their studies but often choose to switch to correspondence studies. There are also those who are still hungry for knowledge and start postgraduate studies, which is inspiring.

Yuliia Walczak
Head of TA Poland
Godel Technologies
Field of study - individuals who have completed their education
Computer science
55.6%
Other technical
33.5%
Other
19.7%
Field of study - currently a student
Computer science
87.5%
Other technical
8.0%
Other
4.5%
Among the respondents who are still studying, the number of people in strictly IT-related fields has increased from 82% to 87% compared to last year.
IT Roles
Programmer
50.4%
Tester / QA
14.7%
IT Administrator / DevOps
9.6%
Project Manager / Product Owner
6.1%
IT Analyst / BI
5.5%
Other specializations
5.3%
Support
3.1%
Data Science / ML / AI
2.2%
UX / UI
2.0%
IT Architect
1.3%
Programmers make up roughly 51% of IT specialists. This is still more than half, consistently over the years. However, the stereotype that IT is only about programmers can be quickly disproven by looking at this chart.
What type of company do you work for?
For a Polish company
For a foreign company that has a branch in Poland
For a foreign company that does not have a branch in Poland.
For a Polish company: 52.2% 52.2% For a foreign company that has a branch in Poland: 42.8% 42.8% For a foreign company that does not have a branch in Poland.: 5.0% 5.0%
Company headquarters
Warsaw
31.8%
Krakow
14.8%
Wroclaw
12.5%
Silesian Agglomeration
9.7%
Poznań
7.0%
Tricity
6.8%
Łódź
4.8%
Other
4.3%
Lublin
2.0%
Szczecin
1.8%
Rzeszów
1.2%
Bydgoszcz
1.1%
Białystok
0.9%
Częstochowa
0.5%
Toruń
0.4%
Zielona Góra
0.2%
The distribution of employment in companies with headquarters in the country across specific cities shows almost no differences when comparing this year's chart with last year's.
What type of software do you work with?
Product or service sold by the company
38.0%
Solutions for external clients on demand
34.9%
Internal solutions
26.3%
I don't know
0.7%
A year ago 0.9% of respondents didn't know, now only 0.7%. There is progress :)
Company size
Large company (501-5,000)
23.0%
Medium-sized company (51-500)
30.6%
Small business (up to 50 employees)
16.7%
Very large company (more than 5,000)
29.7%
Type of software and the size of the company
Solutions for external clients on demand
33.8%
Internal solutions
31.4%
Product or service sold by the company
34.8%
Solutions for external clients on demand
38.5%
Internal solutions
19.6%
Product or service sold by the company
41.9%
Solutions for external clients on demand
43.9%
Internal solutions
9.2%
Product or service sold by the company
46.9%
Solutions for external clients on demand
27.7%
Internal solutions
39.8%
Product or service sold by the company
32.5%
Level of experience
Intern
1.4%
Junior
18.3%
Mid / Regular
42.4%
Senior
26.4%
Tech Lead / Team Lead
8.1%
Mid-level Manager
2.7%
Director / C-level
0.8%
This year, the percentage of mid/regular level individuals increased by 1pp, and the percentage of seniors increased by 1.5pp. On the other hand, the combined percentage of individuals at the Director/C-level and Mid-level Manager levels decreased by 0.6pp.
Role vs years of experience
IT Architect
13.7 years
Project Manager / Product Owner
8.9 years
IT Administrator / DevOps
8.1 years
Other specializations
7.1 years
Programmer
5.8 years
UX / UI
5.4 years
IT Analyst / BI
5.4 years
Tester / QA
5.1 years
Support
5.1 years
Data Science / ML / AI
4.0 years
Work experience and job level
1 year and below
86.2%
2-3 years
12.3%
4-5 years
1.5%
1 year and below
50.3%
15+ years
0.2%
2-3 years
43.2%
4-5 years
4.8%
6-9 years
1.4%
1 year and below
4.1%
10-14 years
5.8%
15+ years
2.3%
2-3 years
38.0%
4-5 years
29.4%
6-9 years
20.4%
1 year and below
0.3%
10-14 years
23.4%
15+ years
17.0%
2-3 years
4.3%
4-5 years
16.1%
6-9 years
38.9%
1 year and below
0.3%
10-14 years
29.9%
15+ years
22.7%
2-3 years
6.2%
4-5 years
9.8%
6-9 years
31.2%
1 year and below
0.8%
10-14 years
29.5%
15+ years
28.7%
2-3 years
5.4%
4-5 years
15.5%
6-9 years
20.2%
10-14 years
22.5%
15+ years
50.0%
2-3 years
5.0%
4-5 years
5.0%
6-9 years
17.5%
This year in the rankings, PM/PO with an average experience of 8.9 years and Administrators/DevOps Specialists with 8.1 years swapped places. Last year, the result for these specializations was exactly the opposite. For the other specializations, there are increases by several months across the board.

Comment

The boom period observed by us just two years ago, when the demand for Specialists was so high that experience and length of service often took a back seat, has stabilized. The recruitment market has noticeably slowed down, and the availability of candidates has significantly increased. Specialists stay longer at a given seniority level and find it harder to get an external vertical promotion. On the other hand, organizations continue to support the development of their employees, giving them opportunities for growth and promotion within the organization. In our company, thanks to our proprietary "People Development Programme," we work together with our employees on developing skills that enable them to build their careers according to a chosen plan.

Aleksandra Wiśniewska
Talent Acquisition Manager
Edge One Solutions

Methodology

  • The survey was conducted from January 5, 2024, to February 4, 2024. At the time of publication, it is the most recent source of data on the IT industry in Poland.
  • Recruitment for the study was conducted through the website bulldogjob.pl, social media channels, online publishers, research partners' channels, and via email.
  • The study was completely anonymous. However, respondents had the option to voluntarily provide their email address to receive early access to the study results, collected in a form unrelated to the survey.
  • The survey questionnaire included closed-ended, open-ended questions, or questions using a scale. Not all questions were mandatory.
  • The survey was designed to be completed on both desktop and mobile environments.
  • A total of 5,411 fully completed surveys were received, with the required fields. However, only responses that were positively verified in terms of data quality were included in the results.
  • Specifically, individuals not working commercially in IT, those with specializations outside of IT, internally inconsistent surveys, or those containing improbable responses were excluded.
  • The sample consisted of 4,873 respondents.
  • Not all questions were directed to all respondents – the survey questionnaire contained filtering questions that limited the group of participants to respondents meeting specific criteria, particularly by specifying IT specializations.
  • Percentage results were rounded to one decimal place. This is one of the reasons why the data from the charts do not always add up to 100%.
  • In some questions, rarely occurring results were not included in the chart for clarity. This is another reason why the result presented on the chart may not add up to 100%.
  • The report also presented data for 2022 and 2023, for comparison of results. Data from previous years are presented only if the question was identical in each of the editions presented.
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