tech professionals interviewed
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Talent decisions, backed by 15+ years of data
Our talent intelligence division doesn't recruit. It measures salaries, hiring behavior, retention, skills and leadership across the tech and business services market, year after year. Companies use it to decide where to build, what to pay, whether to hire or upskill, and who will lead the next phase.
30,000+tech professionals interviewed
±100,000tech profiles mapped
8+reports a year
18countries in the CEE+ Tech Talent Map
In numbers
How we know
30,000+
±100,000
tech profiles mapped
~6,000
respondents a year, 95% confidence level
8+
reports a year, UPA-deductible for companies with 50+ employees
Latest report
Read an excerpt from the latest Tech Salary & Employment Behavior Report
What tech professionals in Romania earn, want and do next, from this year's survey of about 6,000 respondents. The excerpt is free; the full report is available on request.
Reports
At least eight reports a year
| Report | What it covers | Method |
|---|---|---|
| Tech Salary & Employment Behavior Report | What tech professionals earn, want and do next. Salaries for 20+ roles by seniority and city, bonuses, benefits, recruitment behavior, eNPS, remote work, freelancing. | Annual survey of ~6,000 tech professionals. |
| Tech Talent Map | Skill availability and dynamics for 37 roles in 7 Romanian cities: Bucharest, Cluj-Napoca, Iași, Timișoara, Brașov, Sibiu, Craiova. Number of professionals, graduates and freelancers per role and city, competitor companies and open jobs, salaries, attrition and job-change willingness. | Desk research, Brainspotting databases, LinkedIn and the annual survey. |
| CEE+ Tech Talent Map | Tech workforce size and growth in 18 countries, over 3.5 million IT professionals: talent distribution by role, gender diversity, talent density, hard-to-fill vacancies and market hotspots. | Profiling of 3,000+ tech professionals across CEE+, public labor and education statistics, employer surveys. |
| Business Services Talent Map | Romania's business services sector: 4 functions (finance and accounting, contact centers, ITO, HR), 17 foreign languages, 10 cities. Talent availability by function, city and language, team scalability projections, competitive landscape. | Desk research, databases, job sites and profiling of 15,000+ profiles. |
| Executive Tech Talent Map | How tech leadership roles are structured and compensated in Romania: titles, reporting lines, team size, budget ownership, salary bands by tier, variable pay, benefits, geographic concentration, AI readiness. | Online survey of tech leaders plus analysis of 3,000+ public leadership profiles. |
| Data & AI Talent Map | AI and data talent availability, hiring benchmarks, salaries and market intelligence across Romania. | Databases, LinkedIn research, annual survey. |
| The GenZ Playbook | Generation Z's expectations, behaviors and attitudes at work: values, employer criteria, working preferences, learning priorities, retention and turnover factors, and what employers can do about it. | Comprehensive questionnaire and the annual survey. |
| L&D Report | The skills of the future, how to start upskilling them, and where Romania's skill gaps sit versus advanced economies such as the US. | Survey and desk research. |
| Scaling UP | How tech leaders see the Romanian market: challenges, opportunities, talent gaps and barriers to scaling. | Interviews and survey of tech leaders. |
| DEI Benchmark Report | Diversity, equity and inclusion metrics benchmarked against industry peers: workforce composition, pay equity, promotion and retention, inclusion, governance, ESG roles. | Questionnaire and interviews with 100+ companies. |
| Competitor Benchmarking and Custom Research | You versus the companies you compete with for talent, on skills, salary and employer brand. Or any question above, combined for your case. | Built on all of the above. |
Use cases
What companies use the data for
Strategic workforce planning
Plan for growth by understanding talent availability and skill trends.
New market entry
Expand with data on location-specific skills and workforce dynamics.
Compensation benchmarking
Stay competitive and retain people with up-to-date salary and benefits data.
Rapid scaling of teams
Identify accessible talent pools before the hiring plan is approved.
Skill gaps and future-proofing
Decide what to recruit and what to upskill.
Mitigating attrition
Use industry retention trends to act before people leave.
Diversity and inclusion
Align talent acquisition with corporate diversity goals, with data.
Leadership and succession planning
Fill key roles with well-prepared leaders, using data on executive talent.
Next step