Do you recruit IT specialists, engineers, analysts, or technology managers? Understanding current salary ranges is now absolutely essential. Candidates are well aware of their market value, and miscalculating your budget can result in losing the best talent. Review current market rates and discover how to navigate compensation conversations in the tech industry in 2025.

Why Is It Worth Knowing Real Salary Ranges as an HR Specialist

The technology sector operates by its own rules – compensation included. Candidates frequently juggle multiple offers simultaneously, and their salary expectations can be significantly higher than other departments within the same organization. Despite market fluctuations and noticeable employment declines even in the tech industry over recent years, candidates continue to prioritize salary transparency.

Insufficient knowledge of the compensation market creates problems for both parties in the recruitment process:

• Time wasted on interviews that won’t lead to offers
• Misalignment between position reality and candidate expectations
• Candidate attrition at the job posting stage, potentially losing perfectly qualified individuals before the recruitment process even begins

Both versions maintain professional, neutral language with proper grammar and accurately convey the original meaning.

Salary Ranges in IT and the Technology Industry (Poland, 2025)

Gross Rates for B2B or Employment Contracts – Depending on Contract Type, Location, and Experience

Programmers:

Level	Technology	Monthly Rate (PLN)
Junior	Frontend / Backend	7 000 – 12 000
Mid	Java, .NET, Python	14 000 – 22 000
Senior	Fullstack, Cloud, AI	23 000 – 35 000

Cloud and DevOps Specialists:

• DevOps Engineer (Mid/Senior): 18 000 – 30 000 PLN
• Cloud Architect: 28 000 – 40 000 PLN

Cybersecurity:

• Pentester / Security Architect: 25 000 – 38 000 PLN
• Security Analyst: 14 000 – 22 000 PLN

Analytics and Data:

• Data Analyst: 12,000 – 18,000 PLN
• Data Engineer / Scientist: 20,000 – 32,000 PLN

Technology Managers:

• Team Leader: 22 000 – 30 000 PLN
• CTO (startup): 35 000 – 50 000+ PLN
• IT Project Manager: 18 000 – 28 000 PLN *

*Salary ranges provided based on:
No Fluff Jobs – 2024 Compensation Report
Just Join IT – IT Salary Benchmarks
Hays – Poland Salary Survey

Factors Influencing Salary Ranges

• Location (Warsaw vs. remote from smaller cities)
• Employment type (Employment Contract vs. B2B)
• Project and industry experience
• Company size (corporation vs. startup)
• Skill rarity (e.g., Kubernetes + AI is unique)

This raises the question of which of the above has the greatest impact on the final salary amount. Certainly experience or contract type, sometimes company size can significantly change the rate, but isn’t the type of skills possessed the key factor? Which of them in the tech industry are most sought after, and thus best compensated? Check out when you have a moment -> Most In-Demand Tech Skills in 2025„

How to Discuss Compensation During Recruitment

Recruitment in IT isn’t about selection – it’s primarily about negotiation.

Here are 5 principles worth following from the start of the process:

• Provide salary ranges in the job posting – this builds trust and serves as the first screening tool in the recruitment process.
• Ask about net/gross expectations and contract type. Make sure the candidate understands the cost differences between these options.
• Don’t lowball – attempting to negotiate down the rate will cost you the candidate.
• Highlight other benefits and perks that contribute to total compensation (flexibility, bonuses, incentive systems, subsidies, training).
• Get hiring manager approval for maximum rates – you’ll avoid roadblocks at the finish line.

How to Maximize Efficiency While Shortening the Process?

Use solutions that are based on real candidate needs and expectations, are simple to use, operate intuitively, and were created specifically to optimize the recruitment process. An example?

On the Match Job platform, candidates specify their salary expectations and work preferences (remote, hybrid, on-site), contract type, and provide their key skills. As a result, companies:

• Can respond faster and more effectively because they receive candidates matched to the job posting
• Immediately know whether the candidate fits within budget
• Don’t waste time on conversations with candidates „out of reach”

Knowledge of real market rates isn’t optional – it’s the foundation of effective tech recruitment. Salary ranges must be transparent, current, and flexible. Candidates know their worth – and they respect companies that play fair. You too can recruit smarter and faster by using matched tools that automatically filter offers based on skills and budget, built on candidate needs and expectations.