Agency Partners
Agency Partners scans all software engineering jobs in Europe in real time. We monitor 50.000+ jobs each week to gather insights about the job market and indentify top companies. Top companies work with us to find their world-class development partners to drive their innovation projects.
Over the past 12 weeks, the Mobile Engineering job market in Poland has shown significant dynamism, especially noted in the spike during week 5 with 139 new mobile roles posted, marking a peak in recruitment for Mobile Engineers. This aligns with a comparative assessment of the overall job market landscape in Poland, where Mobile positions demonstrated fluctuating openings but have continually outpaced the overall closures, particularly in weeks with robust recruitment activity. While the total number of jobs for Mobile Engineers closed in Poland has varied, revealing a net positive opening trend, it is notable that the influx of mobile job opportunities in Poland, particularly during weeks 5 and 6, positions it competitively against broader European hiring trends, where job postings for Mobile roles peaked at 965 in the same timeframe, reflecting a strong demand across the continent.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
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Capgemini Engineering | null | null | null | 23 |
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Luxoft Poland | null | null | null | 21 |
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Sii Poland | Poland | It Services And It Consulting | 2006 | 20 |
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AgileEngine | United States of America | Software Development | 2010 | 13 |
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Luxoft | Switzerland | Information Technology & Services | 2000 | 13 |
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ALGOTEQUE Innovation Hub | Poland | Information Technology And Services | 2011 | 12 |
|
United States | Information Technology & Services | 1998 | 11 | |
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PwC Polska | Poland | Business Consulting And Services | null | 10 |
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GlobalLogic | United States | Information Technology & Services | 2000 | 9 |
|
ThunderSoft | China | It Services And It Consulting | 2008 | 9 |
The mobile job market in Poland is currently characterized by a significant number of job openings in relation to the size of the available talent pool. With a jobs-to-talent pool ratio that is favorable compared to other European countries such as Germany and France, hiring Mobile Engineers in Poland appears to be relatively easier. In contrast, countries like the Netherlands show a tighter talent market, indicating more challenging hiring conditions for tech leads and CTOs. As the future demand for Mobile Engineers in Poland continues to grow, adopting strategic recruitment strategies will be essential for attracting top talent amidst a competitive landscape that includes emerging trends in the hiring of Mobile Programmers across Europe.
In Poland's Mobile Engineering job market, the predominance of Mid-Senior level positions stands out, accounting for 69% of available roles. This is followed by Entry level positions at 8% and Associate roles at 5%. These figures illustrate a competitive landscape where hiring managers can strategically position their recruitment tactics to attract top talent, particularly for the prevalent Mid-Senior level roles.
In Poland's tech sector, the distribution of engineering roles reveals a significant preference for full-time positions, which account for 90% of job listings. Contract roles comprise 9% of the job market, while part-time opportunities represent a minimal 1%. This data highlights the strong inclination towards full-time employment among hiring managers, emphasizing the need for targeted recruitment strategies in Poland's mobile job market.
The time to hire for Mobile Engineers in Poland shows a diverse distribution, highlighting the competitive landscape of the mobile job market in Poland. A significant portion of positions, 270 out of 1,000, is filled within 30 days, followed by 195 hires in the 35-day range. As for longer hiring processes, 108 candidates were hired after 50 days, suggesting that recruitment strategies for CTOs in Poland's tech sector must prioritize swift engagement to meet the future demand for Mobile Engineers. Notably, hiring managers should be aware that opportunities may become more limited as candidates who remain in the market beyond 80 days, totaling 113, are fewer. This data underscores the importance of timely recruitment strategies to attract Senior Mobile Developers and capitalize on emerging trends in Mobile Programmer hiring across Europe.
The mobile job market in Latvia reflects a dynamic and fluctuating environment, with a total of 12 new mobile roles posted in a peak week, amidst over 800 overall tech job openings.
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The mobile job market in Serbia has become increasingly competitive, with a current talent pool size of 5,665 full-time mobile roles available, indicating notable opportunities for hiring managers.
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The mobile job market in Monaco is experiencing notable fluctuations, with a net deficit of job availability observed due to recent closures outweighing openings.
View ReportIn the Polish mobile job market, Warsaw stands out as the leading city with 64% of the total job openings, highlighting its prominence as a tech hub. Following Warsaw, Wrocław accounts for 16% of the opportunities, while Cracow contributes 16% as well. This concentration underscores the critical role these urban centers play in shaping the future demand for Mobile Engineers in Poland.
In the evolving landscape of the mobile job market in Poland, several key technologies emerge as dominant forces shaping the hiring trends for Mobile Engineers. With a notable frequency of 4,169, Kotlin continues to be a leading programming language for mobile application development. Following closely is Java, with a frequency of 3,890, reinforcing its longstanding relevance in the sector. Notably, Android technologies rank highest at 3,215, while iOS development with Swift shows a significant presence with 2,696 mentions. React Native also plays an essential role, capturing interest from recruiters and Mobile Developers alike. The attached chart provides a visual representation of these prevalent technologies, aiding hiring managers in understanding the focus areas for recruitment strategies.
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