IT developers play a crucial role in driving innovation and supporting organizations across various industries. In the ever-evolving job market, especially in the IT sector, there is a consistently high demand for experienced and skilled professionals, with salaries remaining competitive compared to other industries. What kind of earnings can specific IT specialists expect in Poland, and how do these compare to salaries in other European countries and the USA?

B2B vs Employment Contract: How Do IT Engineers Work in Poland?

In Poland, IT professionals most commonly work under a B2B (Business to Business) contract or a traditional employment contract (UoP – “Umowa o Pracę”), with B2B being the most popular form of cooperation. In this model, specialists are hired as independent contractors, allowing them to negotiate higher rates and work with multiple clients simultaneously – a highly attractive option for many. From the employer’s perspective, this also provides flexibility and cost savings, as B2B workers handle their own taxes, social security, and health insurance contributions.

On the other hand, an employment contract offers greater job stability and additional benefits but usually comes with a lower salary.

In the following sections, we take a closer look at salary ranges for selected IT specializations in Poland under both employment models, based on data from job postings and salary reports from platforms such as NoFluffJobs, JustJoinIT, Bulldogjob, Pracuj.pl, Glassdoor, and Inhire.io, as well as our internal market observations and candidate insights gathered during recruitment processes.

Java Software Engineer Salaries

Java Software Engineers develop backend applications using the Java language. They are responsible for server-side logic, database management, and system integration, often working with frameworks like Spring or Hibernate.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,000 PLN – 9,500 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 14,000 PLN – 22,000 PLN/month
• UoP: 13,000 PLN – 19,000 PLN/month
• Median: 18,000 PLN (B2B), 16,000 PLN (UoP)

Senior:

• B2B: 21,000 PLN – 28,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 24,500 PLN (B2B), 20,000 PLN (UoP)

Frontend Developer Salaries

Frontend Developers focus on user interface (UI) and user experience (UX), using HTML, CSS, JavaScript, and frameworks like React, Angular, or Vue.js to create attractive, interactive, and responsive websites and web applications.

Junior:

• B2B: 7,000 PLN – 11,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 9,000 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 13,000 PLN – 19,000 PLN/month
• UoP: 11,000 PLN – 16,000 PLN/month
• Median: 16,000 PLN (B2B), 13,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 27,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 23,000 PLN (B2B), 20,000 PLN (UoP)

DevOps Engineer Salaries

DevOps Engineers blend software development skills with systems administration, automating application lifecycle processes. Their key responsibilities include supporting Continuous Integration (CI) and Continuous Deployment (CD) workflows, as well as monitoring and scaling cloud applications.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,500 PLN – 9,000 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 16,000 PLN – 21,000 PLN/month
• UoP: 12,000 PLN – 17,000 PLN/month
• Median: 18,500 PLN (B2B), 14,500 PLN (UoP)

Senior:

• B2B: 22,000 PLN – 28,000 PLN/month
• UoP: 18,000 PLN – 24,000 PLN/month
• Median: 25,000 PLN (B2B), 21,000 PLN (UoP)

QA Engineer Salaries

QA Engineers are responsible for testing applications to ensure they meet specifications. They perform manual and automated tests, identify bugs, and collaborate with development teams to improve product quality.

Junior:

• B2B: 6,500 PLN – 10,000 PLN/month
• UoP: 5,500 PLN – 8,000 PLN/month
• Median: 8,250 PLN (B2B), 6,750 PLN (UoP)

Mid:

• B2B: 12,500 PLN – 17,500 PLN/month
• UoP: 10,000 PLN – 15,000 PLN/month
• Median: 15,000 PLN (B2B), 12,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 25,000 PLN/month
• UoP: 15,000 PLN – 20,000 PLN/month
• Median: 22,000 PLN (B2B), 17,500 PLN (UoP)

Security Engineer Salaries

Security Engineers protect applications, systems, and networks from cyber threats. They identify vulnerabilities, implement security measures, and monitor for security incidents.

Junior:

• B2B: 8,000 PLN – 13,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 10,500 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 15,000 PLN – 21,000 PLN/month
• UoP: 13,000 PLN – 18,000 PLN/month
• Median: 18,000 PLN (B2B), 15,500 PLN (UoP)

Senior:

• B2B: 23,000 PLN – 29,000 PLN/month
• UoP: 19,000 PLN – 25,000 PLN/month
• Median: 26,000 PLN (B2B), 22,000 PLN (UoP)

Salary Comparison: Poland vs Other Countries

Salaries in Poland are competitive compared to those in Central and Eastern Europe. However, there are significant differences when compared to Western Europe, Scandinavia, or the USA.

Source: Glassdoor

For example, while a mid-level developer in Poland earns around 3,500 € gross per month, the same position in Germany or the UK can earn nearly double – around 5,300 € in Germany and 5,000 € in the UK. Junior positions in Poland, with an average of 2,500 €, are competitive for the CEE region but lag behind Western European standards.

At the senior level, the gap persists – experienced developers in Norway, for example, can earn around 7,000 €, significantly more than in Poland, where the average is 4,600 €. Still, this is attractive relative to the CEE region.

These differences stem from factors like cost of living, IT market maturity, and a higher demand for skilled professionals in the West. Additionally, remote-first models allow companies to hire top talent regardless of location. This presents Polish professionals with opportunities to work for international firms while maintaining lower local living costs.

Shaping the Future as an Engineer in Poland

To secure competitive salaries in IT, professionals must continuously develop their skills – especially in areas like cloud computing, security, system architecture, and artificial intelligence. English fluency, international project experience, and industry certifications are major factors in negotiating better compensation, regardless of the employment model.

Also read: Soft Skills in the Job Market – What to Develop to Succeed?

From the perspective of foreign companies, Poland remains an attractive market for hiring skilled IT professionals. Thanks to strong technical education, a large pool of experienced engineers, and flexible employment models, Polish specialists offer high-quality solutions with a more favorable cost-to-skill ratio than in many Western European or North American markets.

Interested in how Polish developers rank globally? Check out: The Global IT Rankings: Poland at the Top with the Best Programmers in the World, to learn why hiring from Poland is a smart move.

The post Software Engineer Salaries in Poland in 2025 appeared first on ITSELECTA.

In a world where Artificial Intelligence is no longer just a vision of the future but an everyday reality, acquiring the best AI specialists has become a key challenge for companies. In response to the growing demand for experts in this field, ITSelecta Talent Solutions proudly presents AI Selecta – the first recruitment agency in Poland fully dedicated to AI specialist recruitment.

AI Selecta – The answer to AI market challenges

Artificial intelligence is not just about technology – it is primarily about the people who develop it. Observing the increasing demand for highly qualified AI specialists, ITSelecta Talent Solutions has created AI Selecta, a recruitment agency fully focused on recruiting experts in this field.

Our mission is not only to match candidates with technical roles but also to build teams that combine innovation with emotional intelligence and leadership skills.

Behind AI Selecta are experienced leaders in the IT and recruitment industries: Alessandro Lombardi – an expert with many years of experience in recruitment, who focuses on the human aspect of building AI teams; Bartłomiej Lenartowski – a former JavaScript developer and recruiter, who understands both the needs of companies and IT specialists; and Bartłomiej Skura – an HR specialist with European experience, combining local realities with global recruitment trends. Thanks to the combination of HR knowledge and a deep understanding of the AI market, we offer a unique approach to recruitment.

AI in Poland – A market full of opportunities

Poland is becoming one of the most important AI hubs in Europe. The demand for AI/ML specialists continues to grow, as confirmed by various industry reports analyzing trends in job postings. In Q4 2024, the total number of AI-related job offers in Poland reached nearly 1,500, demonstrating the sector’s rapid expansion.

The AI sector continues to experience stable growth, with the number of published job offers in this category increasing by 21.7% year-over-year (2024 vs. 2023), as highlighted in the NoFluffJobs report “Rynek pracy IT 2024/2025. Czy branża wyjdzie na prostą?”.

Demand for AI specialists is particularly high in major cities such as Warsaw, Krakow, Wroclaw, and Gdansk. Employers offer competitive salaries, especially for B2B contracts, with net earnings ranging from 20,000 to 28,000 PLN per month (~4,500–6,500 EUR). For employment contracts, salaries typically range from 16,000 to 23,000 PLN gross (~3,500–5,500 EUR).

The job market for AI/ML roles in Poland is diverse, with positions such as Machine Learning Engineers, Data Scientists, NLP Engineers, MLOps Engineers, and AI Research Engineers in high demand. Major global tech companies like Google, Microsoft, Amazon, IBM, and Intel, as well as prominent local firms like Allegro, CD Projekt, and deepsense.ai, are actively recruiting for these roles in Poland.

With continuous technological advancements and a growing demand for AI professionals, Poland’s AI job market is expected to keep expanding, offering even more opportunities for those looking to develop their careers in this industry.

Why invest in Polish AI specialists?

Poland is an attractive destination for companies looking for AI specialists for several reasons:

• Competitive costs – compared to Western Europe and the US, Polish AI experts offer world-class skills at lower employment costs.
• Local talent with a global reach – Polish AI engineers are highly valued worldwide for their technical skills and innovative approaches.
• Growth in innovation – an increasing number of Polish companies and startups are developing proprietary AI solutions, and the government supports the sector through grant programs and research initiatives.

For more information about the AI market in Poland, read here: AI Work in Europe in 2024

AI Selecta – Your support in building AI teams

At AI Selecta, we combine our knowledge of the AI market with recruitment expertise, offering:

• Access to the best AI specialists in Poland.
• Fast and efficient recruitment – we know the market realities and how to reach the best candidates.
• Strategic consulting – we help companies develop long-term strategies for acquiring and retaining AI talent.

Looking to hire the best AI specialists in Poland? Contact us!

🌐 www.aiselecta.com
📧 info@itselecta.com

Don’t let AI recruitment become an obstacle on your path to innovation – let us find the best experts for you!

Sources:

1. No Fluff Jobs, Report: Rynek pracy IT 2024/2025. Czy branża wyjdzie na prostą?
2. Inhire.io, Report, IT Market Snapshot Q4 2024

The post AI Selecta: Revolutionizing AI Recruitment in Poland appeared first on ITSELECTA.

Recruiting employees requires not only knowledge of the market and local laws, but also an understanding of the specifics of the work culture. Before hiring new team members, an employer must not only choose an appropriate form of employment that is satisfying for both sides, but also follow legal requirements regarding vacations, salaries and other employment-related aspects.

Types of contracts in Poland

There are several forms of employment available in Poland, and the choice of the right contract depends on the type of work performed and the expectations of both sides. Each form has advantages that may be relevant to different groups of employees. Professionals in the IT industry often prefer the B2B form because of higher salaries and flexibility. On the other hand, employees in manual professions most often rely on job security, so an employment contract is the preferred form of employment for them. For students, a contract of mandate can be attractive, which in Poland comes with no obligation to pay contributions, resulting in a higher net salary for students under 26. Let’s take a closer look at all available forms of employment.

• Employment contract – provides the greatest protection for the employee. It is concluded for a probationary, fixed-term or permanent period. Regulates rights to vacation, sick pay and other benefits. Both parties to the contract are required to observe a notice period, which, depending on seniority, may be 2 weeks, 1 month or 3 months.
• Contract of mandate – a flexible form of cooperation, often used for temporary projects. The employee is not entitled to vacation, and Social Security contributions are often reduced.
• Contract of specific work – an agreement to perform a specific task, with no obligation to pay Social Security contributions.
• B2B contract – cooperation in the form of self-employment. Popular in the IT and consulting industries, it allows greater flexibility, but requires the employee to register a business. It is attractive to employees because of higher wages compared to other contracts, while for the employer the aspect of reduced operating costs is significant, among other things.

An employer who wants to assess an employee’s qualifications can enter into a probationary contract with the employee. A trial period employment contract is concluded for a period not exceeding:

• 1 month – in case of the intention to conclude an employment contract for a fixed term of less than 6 months;
• 2 months – in case of the intention to conclude an employment contract for a fixed term of at least 6 months and less than 12 months.

Legal requirements of employment in Poland

In Poland, the employment of workers is governed by comprehensive labor laws and social security regulations designed to protect the rights of employees and ensure fair working conditions. Employers must adhere to several key obligations, including:

• Contract registration – All employment contracts must be formally registered with the Social Insurance Institution (ZUS) within specified deadlines.
• Social Security contributions and taxes – Employers are legally obligated to remit social security contributions on behalf of their employees. These contributions cover various benefits, including pension, disability, and healthcare.
• Medical examinations and health and safety training – Every newly hired employee must undergo an initial examination and health and safety training.
• Time records – The employer is required to keep records of working hours and pay wages as agreed.

Salaries and benefits in 2026

Salaries in Poland vary by industry and location, but the national minimum wage is mandatory, which from January 2026 is:

• PLN 4,806 gross per month for full-time employees;
• PLN 31,40 gross per hour for freelance and part-time contracts.

The national minimum wage changes periodically.

Non-wage benefits are becoming more common and expected by employees. Examples of popular benefits that are most commonly offered by employers are:

• Private medical care;
• Sports card (Multisport);
• Flexible working hours or remote working;
• Subsidized courses and training.

Before deciding on the benefits offered at a company, it’s a useful idea to learn about the expectations of professionals in the particular industry in which you want to hire. Industries differ in their expectations, and tailoring benefits to the needs of potential employees increases the chances of attracting top talent. In the IT industry, popular benefits among Polish professionals include:

• 4-day workday;
• Flexible working hours;
• Additional days off;
• Private health care;
• Access to training and courses.

Layoffs and termination of contracts

The termination of an employment relation in Poland requires adherence to the regulations regarding the notice period, which depends on the type of contract and length of service. The notice period is calculated from the first day of the calendar month following the month in which the notice was given.

Probationary contract – notice of termination with 3 to 14 days depending on the length of the contract.

• 3 days if the trial period does not exceed 2 weeks;
• 1 week if the trial period is longer than 2 weeks;
• 2 weeks if the trial period is 3 months.

Fixed-term and indefinite-term contract:

• 2 weeks – for employees employed up to 6 months;
• 1 month – for length of service contained in the period from 6 months to 3 years;
• 3 months after working more than 3 years with the employer.

However, the length of the notice period may also be determined by the terms of the contract.

Days off and vacation entitlement

Every employee employed under an employment contract is entitled to vacations, regulated by the Labor Code. Employees are entitled to days off in the form of:

Vacation leave:

• 20 days – for employees with less than 10 years of seniority;
• 26 days – for employees with at least 10 years of seniority;
• In the case of part-time employment, the number of vacation days is determined in proportion to the full-time position. For example, with part-time employment, 10 or 13 days of leave are granted.

Leave on demand: 4 days per year, included in vacation leave.

Parental leave: 32 weeks (to be shared between parents).

Maternity leave: 20 weeks, 6 of which can be taken before childbirth.

Paternity leave: 2 weeks, to be taken within 12 months of the child’s birth.

Health (sick) leave: up to 33 days per year, paid 80% of salary paid by the employer.

Public holidays: an employee is entitled to days off during holidays that are statutory holidays (e.g. January 1, May 3, November 1). You can read more about public holidays in Poland in our post here.

In addition, employees are entitled to other days off, for example:

Occasional leave: 

• 2 days – your own wedding, the birth of a child, the funeral of loved ones (parents, spouse, child);
• 1 day – wedding of a child or funeral of one of the family members.

Child care leave: an additional 2 days leave when the employee raises a child up to the age of 14.

The most popular job portals in Poland

Employers and candidates both have a number of platforms at their disposal that make it easy to find the perfect offers and the best talent. Here are some of the most popular sites in Poland:

• Pracuj.pl– the largest job search engine in Poland, which stands out with a wide range of job postings from every industry and for different levels of experience.
• Praca.pl – this site offers a rich collection of job offers, career advice and a practical salary calculator.
• GoWork.pl – a platform that not only presents numerous job offers, but also allows users to read opinions on employers.
• Aplikuj.pl – a site with an extensive database of job offers in various industries.
• Jobs.pl – a portal that collects job offers in Poland and abroad, with a dominant category of manual labor offers.
• Indeed – a job portal that allows users to search and apply for a variety of positions in different industries
• NoFluffJobs.pl – a specialized portal focused on job offers in the IT industry, but also available for people in other areas, such as marketing or sales. It places a strong emphasis on salary transparency.
• Justjoin.it – Portal dedicated to job offers in the IT industry.
• RocketJobs.it – A site that brings together job offers from various industries, including marketing, finance, HR and IT.
• Bulldogjob – A portal aimed at IT professionals.

Choosing the right portal affects the success of the search for specialized talent. Each of the listed sites offers unique functionalities that address the diverse needs of the Polish labour market.

Why hire specialists from Poland?

Poland stands out for its reliable approach to work and the high quality of its services. It is particularly rich in highly skilled IT specialists, who achieve excellent performance results compared to other nations. What’s more, Polish professionals speak English at a high level, which makes it easier to work with companies from all over the world. For more information on the benefits of hiring Polish IT professionals, see our article The Global IT Rankings: Poland at the top with the best programmers in the world.

We also encourage you to read our article, in which we answer our clients’ most common questions about hiring professionals in Poland on a B2B basis.

In case you are looking for an EOR partner company Anywherer is an informational platform for companies exploring global hiring options. They publish in-depth reviews, comparisons, guides, and insights related to Employer of Record (EOR) and other workforce solutions, helping decision-makers choose the right partners when expanding internationally.

Looking for specialists to join your team? Let us help you find the best talent! Contact us at info@itselecta.com or call us +48 508 033 065.

Looking for AI specialists? Contact our dedicated company AISelecta!

Are you looking for work in Poland? Check our current job offers here!

The post Recruitment in Poland: What every employer should know about employment in Poland appeared first on ITSELECTA.

The choice of an IT career by entry-level employees is largely determined by technologies and programming languages. An important factor is also the demand for specialists in a particular field, which makes it much easier to choose a career path. However, the key issue that often determines the choice of a particular specialization in IT, which is salary, should not be overlooked.

Employment in the IT industry in Poland in 2024

In 2024, the IT job market sees a noticeable increase in interest in job offers. According to the No Fluff Jobs report, the average number of applications for a single job offer in the first quarter of 2024 was 51, compared to an average of 33 applications in the previous year. Job seekers are now sending an average of more than 14 applications per week.

The biggest change is for the Frontend Developer position, for which the number of applications increased by 120 (from 67 to 187 applications). There was also a significant increase for the Agile/Scrum Master position, where the average number of applications increased by 53 (from 64 to 117 applications). The Tester position is also in growing demand, with an average of 100 applicants per offer in 2024, up from 52 applications last year. In addition, the number of applications for the Backend Developer position increased by 25 (from 28 to 53) compared to 2023.

What affects salary in IT?

The IT industry has become known among many for its attractive working conditions including high salaries. Although the demand for specialists is changing, and the market situation affects many aspects of the industry, salaries consistently remain high. Year after year, earnings in the IT industry in Poland continue to grow. According to the Bulldogjob report, the average salary in the IT industry on a B2B contract in 2 years increased by PLN 4,650 (in 2022 it was PLN 17,351, in 2023 – PLN 20,604, in 2024 – PLN 22,011).

Salary in Poland in the IT industry is affected by many factors, including:

• Experience level – it is clear that a senior employee with years of experience will earn more than someone just entering the job market. The difference can be as much as several thousand PLN gross, depending on the specialty.
• Location – the place of work is also of great importance. In large cities such as Krakow, Warsaw or Wroclaw, which are the main places with the largest pool of IT specialists, the salary will be higher than in smaller towns.
• Form of employment – the main forms of employment preferred by employers and employees in the IT industry are UoP and B2B (according to the previously mentioned report, more than 50% of respondents work on UoP and more than 37% on B2B). Depending on the form chosen, remuneration will differ, where on B2B it will be relatively higher than on UoP. However, a contract of employment, despite the lower salary, is also associated with salary stability and social benefits.
• Skills – regardless of experience, the skills possessed by candidates may vary and be at a different level even in the same area of specialization. This is another factor that determines not only the employment of a given candidate but also the amount of his salary.
• Size of the company – large companies have much larger budgets than micro and small companies. For this reason, the salary will also vary, even by several thousand for the same position.

Average salaries in the IT industry for specific specializations

Below we present a table of salary data for different positions in the IT industry for Employment Contract (UoP) and B2B. Amounts are stated in PLN, gross.

Java Developer

Frontend Developer

Backend Developer

Data Scientist

Fullstack Developer

DevOps Engineer

Helpdesk

AI Specialist

Testing/QA

Security Engineer

The highest salaries are earned by seniors, where AI Specialists on a B2B contract will receive, on average, the highest pay among the other positions indicated. For the employment contract it is security positions that have the best average salaries for seniors. But which of the indicated positions are the most profitable, for someone just entering the market? In terms of salary, according to the data collected, the most profitable positions for a person starting an IT career on a B2B contract are security and Java Developer positions. In the case of an employment contract, AI Specialist, Backend Developer and Java Developer positions show the highest average salary among the indicated positions. However, it is worth remembering that the profitability of an IT career path depends not only on the salary, but also on many other factors, such as the labor market situation.

The Future of Salaries in the IT Industry

Salaries in the IT industry are still among the highest compared to other industries. Remuneration levels are shaped by market and technological trends as well as changes in the demand for given positions. The increase in demand for experienced professionals, as well as the growing demands of employers, may be a factor that will largely shape changes in IT professionals’ salaries in the coming years. While seniority plays a big role, in niche, emerging specialties it may be less important. From an employer’s perspective, however, it is important to invest in the development of their employees, thereby attracting and retaining the best professionals in the market. Aside from a competitive salary, this is one of the most important trading cards they can offer top talent.

Are you looking for a job as an IT specialist? Check out our job listings here!

Do you need to hire the right IT talent for your company? Get in touch with our friendly IT recruitment team 🙂

Sources:

1. https://bulldogjob.pl/it-report/2024/
2. https://theprotocol.it/zarobki
3. No Fluff Jobs, “Bezrobocie w IT. Czy to już realna perspektywa?” report

The post How much do IT Specialists earn? Salaries in the IT industry in Poland 2024 appeared first on ITSELECTA.

The IT industry is undoubtedly an ever-evolving sector and thus trends and preferences for technologies and programming languages are constantly changing. Every year we see increased interest in selected programming languages, where some have consistently held their leading positions for years. However, with the development of technologies including AI, ML or cyber security solutions, some programming languages are growing in importance.

In this article, we will explore the topic of the most popular programming languages in 2024 and also check which ones are showing an increasing trend of interest. We will discuss the main features and areas of use of the most popular ones. On the other hand, we will highlight those languages that are gaining more and more interest due to their unique features and growing community of programmers.

Programming language as a key factor

Programming languages are an important factor in IT professionals’ choice of career path, and their popularity can effectively facilitate this choice. Languages that are the most popular may prove easier to learn, as access to materials or training on the market is correspondingly greater. Depending on the language chosen, the number of job opportunities may also vary. Those languages that are less popular, on the other hand, may have a higher demand for specialists, higher salaries or increasing interest in future years, but at the same time leave a more difficult threshold for entry into the market.

Source: PYPL PopularitY of Programming Language

Below we present a list of the most popular programming languages and those that show a growing market share.

The most popular programming languages in Poland and beyond

Python

Python is a high-level general-purpose programming language that continues to be one of the most popular programming languages in the world. Its simplicity, readability and versatility make it the language of choice for both beginners and experienced programmers. Python is widely used in data science, artificial intelligence, machine learning and data analysis. With its rich library and huge community, Python remains on top in 2024.

Key features: 

• Readability and simplicity;
• Works on different platforms;
• Can be treated in a procedural way, a functional way or an object-oriented way;
• Has a rich ecosystem of libraries (e.g. NumPy, Pandas, Matplotlib) and frameworks (e.g. Django, Flask) to support different types of applications.

Used for: 

• Web development;
• Software development;
• Data Science and Data Analysis;
• Automation and system scripting.

Source: PYPL PopularitY of Programming Language

Java

Java is a general-purpose object-oriented programming language. It is still widely used in enterprise applications, financial systems and Android. Its versatility, reliability and huge ecosystem keep Java at the top of popularity.

Key features: 

• Works on different platforms;
• Open-source and free;
• Object-oriented;
• Security;
• Multi-threaded;
• Huge community support.

Used for: 

• Mobile applications;
• Desktop applications;
• Web applications;
• Games;
• Web servers and application servers;
• Database connection.

JavaScript

JavaScript remains an essential part of creating interactive web applications. It is a high-level scripting programming language that is a key component of web technologies, alongside HTML and CSS. With the support of frameworks such as React, Angular and Vue, JavaScript makes it possible to build dynamic and responsive websites. In addition, with Node.js, JavaScript is also used on the backend, making it a universal language in web development.

Key features: 

• Object-oriented programming support;
• Multiplatform,
• Single-threaded;
• Async Processing;
• Lightweight scripting language – which means it is interpreted and executed directly by web browsers, without the need for prior compilation.

Used for: 

• Websites;
• Web applications;
• Mobile apps;
• Desktop applications;
• Test automation.

C#

C# is an object-oriented programming language created by Microsoft as part of the .NET framework. It is a key language in Microsoft’s ecosystem and is widely used in developing desktop applications, games (thanks to Unity) and web applications using ASP.NET. Its ease of use and support from Microsoft keep it on the list of most popular languages.

Key features: 

• Object-oriented;
• Component Oriented;
• Type Safe – can only access the memory location that it has permission to execute;
• Rich library;
• Huge community support.

Used for: 

• Mobile applications;
• Desktop applications;
• Web applications;
• Games;
• Web services;
• VR;
• Database applications.

C++

C++ is a cross-platform programming language. It is irreplaceable in systems that require high performance, such as computer games, embedded systems and system software. Its strengths in resource management and performance make it still a very popular programming language.

Key features: 

• Object-oriented;
• Multi-threading;
• In addition to object-oriented programming, C++ supports other paradigms such as procedural, functional and generic programming;
• Memory Management;
• Simple and user friendly;
• Platform independence.

Used for: 

• Operating Systems;
• Desktop applications;
• Games;
• Server applications;
• Simulation and scientific computing;
• Embedded software.

Programming languages that are growing in popularity

Rust

Rust is a multi-paradigm language that is gaining recognition for its performance and security. It is particularly valued in environments where memory management is crucial, such as embedded systems and game development. Its growing popularity is also due to strong support from Mozilla and a large open-source community.

Kotlin

Kotlin, the preferred programming language for Android, continues its rise in popularity. Its interoperability with Java, modern features and increased productivity make it a favorite of mobile developers. Kotlin is also used in the backend, especially in the Spring ecosystem.

Go (Golang)

Go, a multi-paradigm programming language created by Google, is known for its simplicity and productivity. The language is particularly popular for developing server-side, microservices and cloud applications. Its built-in concurrency support and fast compile time make Go the choice of companies in need of scalable and reliable solutions.

Swift

Swift, created by Apple, is the main programming language for iOS and macOS. Its simplicity, speed and security are attracting more and more developers to Apple’s ecosystem. Swift is also gaining popularity due to its openness and the growing number of tools supporting its development.

Which programming language to choose?

The choice of programming language depends largely on the specific needs of the project and the preferences of the programmers. The most popular languages, such as Python, JavaScript, Java, C# and C++, offer stability and support from a large community. Trending languages, on the other hand, such as Rust, Go, Kotlin, Swift, attract with innovation and unique capabilities that can greatly enhance the development of new projects. Regardless of your choice, the key to success is to constantly improve your skills and keep up with the latest trends in the IT industry.

Are you looking for a job as an IT specialist? Check out our job listings here!

Do you need to hire the right IT talent for your company? Get in touch with our friendly IT recruitment team 🙂

Source:

1. https://pypl.github.io/PYPL.html
2. https://www.tiobe.com/tiobe-index/

The post The future of technology: what are the leading programming languages in 2024? appeared first on ITSELECTA.

ITSelecta offers outsourcing recruitment services in Poland for companies in a wide variety of industries, providing a positive experience for our clients. We work with software development organizations, startups, fintechs, BPOs and SSCs, always striving to meet all of our clients’ expectations, which is marked by positive feedback from them. We are a recruiting partner that provides our clients with the most qualified candidates for their teams in Poland and abroad.

Success in recruiting top IT talent for microcontroller development project

Recruiting top talent can be a major challenge, which is why many companies opt for the services of companies like ours to find the best specialists in the workforce. One of our clients, a multinational electronics and semiconductor manufacturer, decided to use a recruitment service to find the best candidates among whole talent in Poland.

The cooperation was born in 2019 to provide Embedded engineers for a microcontroller-related project for the company’s office in Prague. The reason why the company decided to turn to our team was the difficulty of recruiting talent in this part of Europe, and ITSelecta has the ability and capacity to recruit top talent from many countries ready to relocate.

The goal of the project was to fill 3 positions in the in-house microcontroller development team to enrich the team consisting of a team leader, engineers and a security manager.

The client decided to work with ITSelecta  thanks to a referral from another company that was satisfied with working with us and recommended ITSelecta as reliable recruiters.

Providing an excellent experience in recruiting in Poland

The right talent was successfully recruited for the open vacancies, which resulted in the company gaining 3 experienced developers for its team. As a result, the company was able to move on to the next phase of projects much faster than before.

The client praises ITSelecta’s workflow. In the eyes of the client, the candidates that our team proposed met expectations and were motivated to join the company and ready to relocate. What impressed the client the most was the efficiency of the recruitment method.

The client is satisfied with the cooperation and did not find areas for improvement. In his opinion, the cooperation was good and effective and he is happy to recommend ITSelecta to other clients who are looking for the right talent in the market.

We are your trusted partner in recruitment in Poland: Get in touch to find the right tech talent!

ITSelecta IT Recruitment agency in Poland aims to provide an excellent experience for every member of the recruitment process. We care not only about the client but also about our candidates. No matter what kind of specialist your company is looking for, feel encouraged to contact us. Our team has the knowledge and skills as well as access to a highly skilled talent pool in Poland. We will take care of your recruitment needs at every stage and help you find the right candidate for your staff.

Our effective recruitment solutions work well not only with UK and European companies but also with multinational companies from the US and other countries, providing an excellent recruitment partnership.

The post IT Recruitment in Poland: Effective recruiting for your company appeared first on ITSELECTA.

Article written by Alessandro Lombardi 

Sometimes, a business continuity plan can save not just the company, but its employees as well. An overview of the Ukrainian situation and the exodus of workers abroad, two and a half years since the war began. We gathered the testimony of Olga Afanasyeva, responsible for the company Eleks.

Leaving one’s own country is a very important decision. Calling another place “home,” a place where we didn’t grow up and where we might arrive without knowing anyone, can be a tough and formative experience and, at the same time, a challenge to oneself.

UKRAINIAN REFUGEES IN POLAND

In 2021 there were 1.45 million Ukrainians in Poland, the country where I live, legally registered according to data from the foreigners’ office. People who had chosen to live in Poland, foreign country, and perhaps develop a career in a nation that has been a member of the European Union since 2004. An economy growing faster compared to other countries: the only country with constant growth that had almost no economic slowdowns (excluding the COVID-19 period).

The data on Ukrainian presence in Poland dramatically increased after February 24, 2022, the cursed day when Russia invaded Ukraine. According to the site statista.com, over 18 million Ukrainians crossed the Polish borders (mostly women and children), and according to European Council data, about a million stayed in Poland.

DEMOGRAPHIC IMPACT IN UKRAINE

Estimates by Ella Libanova, one of the most respected Ukrainian demographers working at the national scientific academy, suggest that the population had reduced from about 40 to 28 million, considering both those who left the country and those who lost their lives in the conflict.

But why did so many Ukrainians choose Poland? Surely, the fact that Poland borders Ukraine, is similar linguistically and in some cases culturally, were determining factors in the choice. Beyond these aspects, both Poland and Ukraine are well known for being centers of excellence in the IT sector, especially for IT outsourcing.

From the sad day of the Russian attack, I have spoken to many Ukrainians who have told me their stories. Stories that, in many cases, also concern their work.

WORKING ABROAD: A BUSINESS CONTINUITY PLAN THAT SAVES EMPLOYEES

Among the companies that were forced to expand their operations in Poland is the case of Eleks, a well-known IT outsourcing company employing over 2,200 employees, created by a family of engineers in the same year as the establishment of the Ukrainian state: 1991.

One of the stories that struck me the most is that of Olga Afanasyeva, who until February 2022 was responsible for the Kyiv office (written with the Ukrainian “Kyiv,” not the Russian “Kiev”: for Ukrainians, it is an important distinction to mark that they do not belong to Russia), and now also directs the Polish office in Krakow, where she lives. From the first day of the conflict, she has tried to help not only her family and friends but also her colleagues in the process of transferring to safer places abroad (like Krakow or Split, where they opened new offices) or to western Ukraine (considered less dangerous). The relocation from Kyiv involved not only people but also the mascots of the Eleks office in the Ukrainian capital: the rabbit Lola and the spider Matilda.

Additionally, utilizing project management and logistical coordination skills, Olga has also focused on finding the most diverse and necessary products: from long-life food supplies to first aid kits.

Interestingly, her company had already developed a business continuity plan which, envisioning the most tragic scenario that then occurred, encouraged employees to move to Poland or Croatia.

Working in IT recruitment, I have occasionally met Ukrainian citizens who had relocated about a month before the conflict began. Now I understand better why.

Olga Afanasyeva Head of Poland and Kyiv at Eleks. Photo credits – Kristina Parioti

Olga smiles when she recalls the solidarity received from people in various ways. Even the company’s clients, located in different parts of the world, have been very empathetic towards Eleks employees, offering their homes or those of other people in their network to host the refugees.

Moreover, in Poland, various associations contacted her on LinkedIn offering to support the company in legal consultancy or providing practical information for settling in Poland: the sense of “extended community” had led companies and individuals from various sectors to try to help—each with their own resources—those in need.

MANAGEMENT UNDER THE BOMBS

Describing an event of such strong emotional impact in a rational way is neither simple nor immediate.

Afanasyeva emphasizes the importance of work, also seen as a tool to avoid thinking, at least for a few hours, about the war and the terrible situation in which family and friends find themselves. In such a situation, even weekends, which are normally considered a time of rest and relaxation, become a moment to think about the tragic events affecting one’s homeland. The war has unpredictable and multifaceted consequences on people.

Besides working in offices, for Olga and her colleagues, work continued wherever programmers had access to a computer and an internet connection. In this sense, the lockdown was good training to then work remotely in a war zone. Olga highlights how, even with air raids overhead and enduring high levels of stress, almost everyone managed to keep working.

This was also thanks to the psychological support offered by the company: “All our employees are entitled to it, in individual or group sessions. Even we managers, who have to manage people, are working with an excellent psychotherapist originally from Dnipro (one of the areas most affected by attacks), who often comes to our offices to conduct workshops and help us manage the situation better”.

WHEN EXILE BECOMES ANOTHER HOMELAND

Unfortunately, the stay abroad that Ukrainians hoped was temporary is becoming forced. Even if the war were to end tomorrow, which, sadly, will not happen, many are convincing themselves to remain beyond Ukraine’s borders. Small changes in behavior testify to this sad realization: for instance, some of Olga’s acquaintances residing in Poland have recently signed a car insurance contract for an entire year when they used to renew it every three months.

It will be hard to return to some areas of Ukraine (like the south and the eastern border) because they have been ravaged by Russian ordnance, and some parts of the country will need to be cleared of mines.

The Russian invasion has forever, and in a terrible way, changed the lives of millions of people. Its consequences are destined to last a long time, with effects that perhaps even the work’s woven fabric cannot hope to fully mend.

The post IT, Ukraine and Work: the special connection with Poland  appeared first on ITSELECTA.

The COVID-19 pandemic has had a huge impact on the way we function professionally, and as a result there have been significant changes in remote work and hybrid models. Companies around the world, including Poland, have begun to recognize the advantages of remote work. At the same time, they are forced to adapt to the changing demands of remote and hybrid work models. Let’s take a look at recent trends, challenges and changes taking place in the Polish labor market based on the latest data and insights from industry experts.

Definitions of remote work in Poland

The definition of remote work and occasional remote work is one of the key new issues. Polish labor law now formally recognizes these concepts, which creates a legal framework for employers and employees. 

According to Article 6718 of the Labor Code, “Work may be performed completely or partially at a place designated by the employee and agreed with the employer on a case-by-case basis, including at the employee’s home address, in particular using means of direct communication at a distance (remote work).”

The Labor Code provides for both total remote work and hybrid remote work, i.e. work done partly at home and partly at the company, according to the needs of the individual employee and the employer.

Under the new regulations, an employee who is hired on a full-time basis will also gain a new right to request up to 24 days of remote work per year from the employer, known as occasional remote work. The new changes therefore contribute to greater flexibility of work performed. 

However, in addition to these positive changes, there are new obligations and rules of remote work for employers, especially with regard to covering remote work by employees.

Changes in employers’ obligations

New regulations on remote work create new obligations for employers, including establishing work regulations:  policies and guidelines for remote work, creating personal data procedures and data protection, implementing health and safety protocols or modifying employee contracts. 

Employers are required to provide the necessary materials and work tools, including technical equipment, for remote work and to cover the costs associated with it for their employees. Provisions on remote work also provide for an employee’s use of private work tools, such as a laptop, in the event that both parties to the employment relationship agree. In such a case, the remote employee is entitled to a cash equivalent in the amount agreed with the employer.

The employer is also obliged to provide the employee whose work is performed remotely with the training and technical assistance necessary to perform work. 

An employee’s remote work brings costs, such as the need to cover expenses such as energy bills, which can be challenging to calculate. Employers should take into account market prices and the amount of materials and tools consumed on working remote in Poland.

Conditions for determining remote job 

Both the employee and the employer have the right to request a change in the terms of the contract in case of remote work. The employer may request the employee to work under the conditions of remote work in certain situations. This may include a condition when the employer is temporarily unable to provide safe working conditions. 

Employees also have their rights and can request remote work in certain circumstances, i.e. a pregnancy, an employee raising a child under the age of 4, or an employee who supervises the care of another family member with a disability certificate. 

Both the remote workers and the employer have the right to withdraw from remote work in favor of on-site work. Together, they should then set a deadline for reinstating working conditions on a traditional basis. 

An employee who wishes to work remotely can hold jobs in different locations, as long as each location is approved by the employer. In the event of a change in work location, the employee should inform the employer. 

The Evolving Work Market in Poland: Trends and Insights on working from home

In recent years, the work market in Poland has experienced significant shifts, influenced by global trends and local dynamics. Let’s take a look into the current tendencies in the Polish work environment, drawing from recent data to highlight key changes and emerging trends.

Labor Policy and Remote Work in Poland: Conclusions from a recent industry meeting

As Recruitment agency in Poland we are part of different association of companies. In May we joined a call with other companies (around 40) active in the Polish market.

These are the findings of the call:

Over the past six months, only 11.9% of companies have altered their work policies, indicating a relatively stable approach despite the broader industry trends. 

• No changes: 88.1%
• Changes implemented: 11.9%

This stability could be a result of companies having already adapted their policies during the earlier stages of the pandemic or being cautious about making further changes.

Work from Abroad Flexibility

When it comes to the number of days employees are permitted to work from abroad annually, the responses indicate a cautious approach:

• N/A: 54.8%
• Up to 30 working days per year: 16.7%
• Up to 20 working days per year: 11.9%
• Up to 15 working days per year: 4.8%
• Up to 10 working days per year: 2.4%
• Up to 2 months per year: 2.4%
• Up to 3 months per year: 2.4%
• Up to 6 months per year: 2.4%
• Unlimited: 2.4%

A significant majority either do not allow working from abroad or have not specified a policy (N/A). However, a notable segment, 16.7%  offers up to 30 days, reflecting a flexible yet controlled approach.

Issues with Local vs Corporate Work from Office Policy

Challenges arise when aligning local and corporate work-from-office policies, with 28.6% of respondents reporting issues. 

Those reporting issues cite increased attrition and challenges related to potential unfair treatment under labor law as primary concerns.

Work From Home Trends

The extent of fully remote work varies widely:

• Below 10% fully remote: 57.1%
• 10-20% fully remote: 21.4%
• 40%+ fully remote: 14.3%
• 21-30% fully remote: 4.8%
• 31-40% fully remote: 2.4%

This distribution shows that while remote work is becoming more common, a significant proportion of the workforce still operates primarily from the office.

Incentives for Office Work

To encourage office attendance, some companies offer benefits:

• Yes: 43.9%
• No: 56.1%

A slight majority (56.1%) of companies do not offer specific benefits or incentives for office work, which may reflect a shift towards valuing remote work as part of the standard employee experience.

Office Attendance

Most employees work from the office 1-3 days a week (66.7%), suggesting a strong preference for hybrid work models that balance remote work with office presence. 19% of employees work from the office 1-3 days a month. Only a small portion (4.8%) work from the office 4-5 days a week.

This trend highlights a dominant hybrid model where employees split their time between home and office.

Hybrid Work Model

The hybrid work models in place vary:

• Uniform Rules for Everyone: 45.2%
• Flexible based on teams: 40.5%
• Policy applied globally: 31%
• Dependent on role: 26.2%
• Fully flexible: 7.1%
• Other: 7.1%

There is a clear preference for either universal rules or team-based flexibility, with a smaller proportion offering full flexibility.

Trends in office work (2021-2024)

Office attendance has fluctuated but shows a gradual increase:

• May 2021: 5.6%
• May 2022: 21%
• May 2023: 24.7%
• May 2024: 24.6%

Forecast for June 2024: 25.6%

The average daily percentage of employees working from the office steadily increased from 5.6% in May 2021 to 24.6% in May 2024, with a projection of 25.6% in June 2024. This trend suggests a gradual return to office environments, albeit at a moderate pace

IT Industry Perspective 

In the context of the IT industry, which plays an important role in Poland, different approaches and preferences of employees are evident. According to Bulldogjob’s 2023 report, 65% of IT workers participating in the survey worked remotely and 27% on a hybrid model. More than half, 54%, of those surveyed indicate working remotely as their preferred mode of work and only 9% work fully from the office. When asked about the number of days respondents would like to work remotely, 54% said every day, 29% 3-4 days and only 3.6% said they did not want to work remotely. These results indicate that the majority of candidates in this industry prefer flexible working, such as hybrid work, which allows them some freedom to choose where they work. 

There are occupations where the tendency to work remotely is higher than others. Due to the nature of some jobs, remote work may be a better choice that affects the employee’s efficiency and workflow. However, there is still a need for face-to-face interaction in some jobs, which influences decisions to work on-site. Therefore, it is worthwhile for employers to listen and take into account the capabilities and preferences of their employees when writing employment contracts. 

From the companies’ perspective, on the other hand, onsite work can often prove to be a more desirable choice. Our own observations show that most employers have decided to return fully or partially to the office after the pandemic. 

Conclusion

The Polish labor market is characterized by a cautious approach to remote and hybrid work, with an emphasis on structured policies and gradual adaptation to new work models. While most companies have not changed their work policies recently, there is a clear trend toward hybrid models and a balanced approach to office presence. Companies are focusing on recruiting, retaining employees and maintaining a positive work culture in the face of these changes.

The dynamic transformation in the way we work is now noticeable. Remote and hybrid work are becoming more common, and appropriate regulations are key to ensuring the smoothness and security of this process. The challenge for employers and employees is to balance flexibility with the need for social interaction.

At ITSelecta Recruitment, we have supported companies in recruiting talent for fully remote, hybrid and on-site positions. We are ready to help your company as well, tailoring the recruitment process to your company’s specific needs, both in and out of the office.

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Gaming is a global business that had pioneers in the industry working from all over the world. But today, there is one country in Europe who is leading the way in the global market of video games and that country is called Poland. In recent years, the country has proven to be a booming hub for the industry with a forecast of a very bright future.

Gamedev market in Poland

Today, Poland is known as a major video game market with a worth of EUR 470 million. The production of the country is focused on the foreign markets and actually 96% of the industry income comes from export of video games and consoles – PlayStation discs, Xbox games, PC downloads or mobile apps. Polish game studios are making their mark on the global stage and because of the success of a number of very well-known games and events, a lot of game companies have blossomed. In 2022, the country was home of 490 gaming development companies – from small studios with just few people on board to giants with 100+ employees. These studios provide jobs to more than 14k people – highly skilled and ambitious programmers, artists and designers. It is interesting to make a note that 25% of the industry’s employees are women.

Why is Poland so successful in the gaming industry?

One of the reasons for the success of the gaming industry in Poland is the support provided by the Polish school system. The level of mathematics which is present in the educational system is very high. Polish high schools provide a strong base for students to succeed in universities, which on the other side have a special emphasis on the video gaming sector. We can definitely say that the connection established between the public schools and universities in Poland is very successful.
At the same time, different universities in the country are driving the gaming industry too by providing more than 60 courses or degrees related to game development. 34 of them are available in public and 26 at private institutions. Almost half of them are dedicated to programmers. This surge is a strong indicator of the increasing interest in game programming of young people in Poland

This all together allows to educate young students and to prepare them for the needs of the demanding market and simultaneously leads to the high number of very skilled programmers on the market.

Poland and gaming industry: a perfect match

Poland is home to the largest computer, console and multimedia entertainment fair in Central and Eastern Europe – Poznan Game Arena. The country also hosts the Intel Extreme Masters which is one of the largest e-sports events in the world. The countdown for this year’s event in Katowice already started and the Spodek Arena will once again host the world’s best CS:GO teams, who will fight for the $1M prize pool and a point in the Intel Grand Slam. The event will take place from January 31st until February 12th 2023. During IEM Katowice 2023, the StarCraft® II world championship will also be held, where 36 of the best players from around the world will compete in the fight for the title of the World Champion.

One of the main drivers of this booming industry in Poland is the success of the very well-known video game and franchise ‘The Witcher’, based on the fantasy novels by Polish writer Andrzej Sapkowski. Since the first game was launched in 2007, some 40 million units of the Witcher series have been sold worldwide.

Recruitment agency in Poland for game developers

Today, it is believed to be the best time to work and to be part of the gaming industry. We consider ourselves lucky enough to be partnering with popular and stable gaming and VR studios who are growing their teams in Poland. A whole new level of demand has followed on the Polish market. Players all over the world are looking for the best gaming experience and at the same time studios are forced to be more and more creative, to develop even more magnificent stories and to push the quality of games to another level. Developers are excited and ambitious and they want to explore more and different genres of games. They want to create all kinds of exciting and immersive experiences for gamers.

If you are looking to hire game developers in Poland – reach out to us. We can provide a hot pipeline of experts and help you build or grow your team.

Moreover, having experience in this sector, we can guide you on how to present your offer in the best way in front of candidates. Transparency and the right information can make the difference in such a competitive and “candidate driven” market.

If you are a game developer looking for a new rocking experience – get in touch with us and send your CV to info@itselecta.com – We will be happy to discuss with you exciting opportunities.

Sources:

1. https://intelextrememasters.com/
2. https://www.egdf.eu/wp-content/uploads/2020/09/PPE_PL_The-Game-Industry-of-Poland-report-2020v4.pdf

The post IT Recruitment – Is Poland the best place for gaming development in 2023? appeared first on ITSELECTA.

The programming languages preferred by computer science students may vary depending on the studies that they choose as well as their interests and goals, for example, JavaScript is a very popular language but is not really appreciated by IT engineers even though it is very popular with IT technicians.

We will focus mainly on a brief presentation of each language that is most likely chosen by young IT specialists including information on which jobs they mostly apply for:

Python

Python is a popular and easy-to-learn purpose programming language (commonly used in introductory computer science courses). Python is a language that can do almost anything: from web and server application development, data analysis and data science, and game creation up to task automation or desktop application development. Since it is very easy to understand and master, it is one of the most preferred and used languages.

Javascript (HTML/CSS)

One of the most used languages is JS and all its libraries (React, JQuery, Angular). It is a language that will be used much more by web developers. It allows you to create interactive elements on websites, such as dynamic forms, animations, and other interactive features that can make a website more attractive and user-friendly. It is a universal language that can be used for a large variety of purposes, which explains its popularity.

C#

C# is a programming language mainly used for computer and mobile applications and video games. It is an object-oriented programming language (which works with “objects”) and also with a logic of structure and architecture of the data included in the code. This language will therefore be appreciated by software developers and video game creators. In the same style, we have Java or C++ which are a bit less appreciated and used.

Why do IT juniors like working with IT seniors?

Juniors can learn a lot from Seniors. It’s not a big secret that to learn anything, you have to practice. A more qualified person can therefore explain to Juniors how to realize a complex code while having the most optimized code possible.

Some potential benefits of working with more experienced colleagues in the field include:

• Working with seniors in IT allows juniors to learn from people who have been in the field longer and have a wealth of knowledge to share. Senior IT specialists give juniors the opportunity to collaborate which means very often working as a team on large projects, it improves communication and organization of the junior IT staff, and also they can learn from each other.
• IT seniors can guide and mentor juniors, help them navigate their careers, and give them advice on how to succeed in the industry. They can also help them improve their professional networks for future opportunities.

Overall, IT juniors may find working with IT seniors a valuable and rewarding experience, as they can learn from more experienced colleagues and work together to solve complex problems.

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