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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
Iasi
Cluj
Bucharest
Timisoara
6
Market
Overview
Sibiu Tg.-Mures
Pitesti
Craiova
Brasov Galati
7
Romania
Talent Map
Java .NET
5,298 6,024
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
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
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.
5 10
12
Romania
Talent Map
TG MURES
156,000 inhabitants
Pitesti has recently evolved into an IT
CRAIOVA hub since many IT players have
decided to open offices there
270,000 inhabitants Many individuals born in Pitesti but
Around 440 IT&C graduates per year. Small IT pool, who live in Bucharest if given the
whose size is limited by the low number of graduates. opportunity will return to work here
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.
13
Talent Hubs
Key Facts
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 talent
(IT&C Professionals) 1,800 2,000 2,000 2,200 600
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 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
English 98,38%
24%
French 27,45%
Spanish 12,95%
German 9,92%
Italian 6,90%
Hungarian 4,29%
Russian 1,62%
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
When changing jobs IT professionals will want an In terms of contract type the situation differs from
increase of at least 30 % compared to what they case to case; there are companies who will offer a
currently have. The salary ranges reflect different permanent work contract, project-based or sole
offers across the market depending on company proprietorship (PFA). Its hard to determine the
policy & hierarchy (small startups will offer ratio of these contract types but we can certainly
sometimes bigger salaries than a multinational say that full time contracts are the most common.
company with strict salary policies). Also there
is a difference in pay from industry to industry;
IT focused areas will subsequently reward
employees better.
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!
Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer
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
14% of IT professionals
ask for Vacation
Bonus
21
HR Insights
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%
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%
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.
Senior level (5 years + experience) they Team leaders there are not as many jobs
are more stable, career oriented, changing on the market as for pure developers so
jobs only if a true development opportunity they show more stability; on average they
appears; on average they spend 4 to 5 spend 5 to 7 years on the job then they
years on a position. promote to project management or
software delivery management roles.
24
HR Insights
Project
Managers
6%
Software
Consultants Developers
5% 55%
Business Analysts
3%
Architects
3%
Testers / QA
9%
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
Clojure Ruby
3D Printing
Erlang Python
Virtual Smart
Reality Machines
Technologies &
Trends to watch
for in 2015
Cloud
IoT/IoE
Computing
HR Insights
IT Recruitment Trends
Job fairs are not that Shifting from the There is an increased Hiring talent with
crowded with IT traditional offer to a interest for a mix of niche skills at any
professionals but package that known technologies time due to the lack
conferences, includes: plus a foreign of offer on the
hackathons and tech international language (German is market. Its no longer
events are a good exposure, work from one of the most a question of having
place to find talent. home and a variety sought after, as are an opening, but
of trainings. more exotic ones like seizing talent when
Dutch). given the chance.
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?
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%
0-6 months
16%
29
Candidate
Behavior
Insights
Professional Objectives
13,93%
Q: Which are the 3 most important factors that When looking for a new job, candidates pay
you take into consideration when choosing an close attention to aspects like salary & benefit
employer? (Please choose maximum 3 package and having a friendly environment.
options). Advertising this information will attract and
retain the right candidates.
31
Candidate
Behavior
Insights
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
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446
Q: What determined you to accept your last When asked why they accepted their last job
job? (Please choose maximum 3 options.) 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.
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!
Violeta Ciutac
Sales & Marketing Manager
violeta.ciutac@brainspotting.ro
ro.linkedin.com/in/violetaciutac
(+40) 725 584 962