Agency Partners
This report was last updated on Aug 16, 2025
I analyze live hiring data and tech job trends across Europe to give CTOs and Product Leaders a strategic edge. By tracking tens of thousands of open roles each week, I uncover which skills, roles, and locations are in highest demand — potential competitors, typical time to hire, talent pool sizes, and more to help you prioritize hiring, benchmark and stay competitive in a fast-moving market.
In recent weeks, the Software C job market in Croatia has shown a fluctuating trend, with a total of 18 new Software C Engineer jobs posted over the last 12 weeks. Notably, week 21 saw the highest number of openings at six positions. However, this positive growth is tempered by job closures, where a total of 56 Software C Engineer roles were marked as closed within the same period. This indicates a net decline in available positions, suggesting a competitive hiring landscape for Software C Engineers in Croatia compared to other roles in the country and reflecting broader trends seen across Europe. Hiring managers in Croatia's tech sector will need to revise their recruitment strategies in light of this emerging dynamic.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 113 |
|
EPAM Systems | United States | Information Technology & Services | 1993 | 26 |
|
GlobalLogic | United States | Information Technology & Services | 2000 | 23 |
|
ENT - Ericsson Nikola Tesla | Croatia | Information Technology & Services | null | 19 |
|
EY | United Kingdom | Professional Training & Coaching | 1989 | 10 |
|
Abysalto | null | null | null | 10 |
|
Endava | United Kingdom | Information Technology & Services | 2000 | 9 |
|
|
Bugatti Rimac | Croatia | Automotive | null | 9 |
|
|
Q agency | Croatia | Information Technology & Services | 2013 | 9 |
|
|
IBM iX DACH | Germany | Management Consulting | 2015 | 8 |
The Software C Engineers job market in Croatia presents a unique picture when compared to other European countries. With a specific number of job openings relative to the size of the available talent pool, Croatia showcases a jobs-to-talent ratio that is less favorable than that of Poland or Romania, indicating a more challenging hiring environment. This challenge is amplified by the growing demand for C Developers, making recruitment strategies for CTOs in Croatia's tech sector critical to ensuring access to skilled professionals. In comparison, Germany and France demonstrate a more balanced jobs-to-talent ratio, suggesting that hiring talent there may prove to be less strenuous. Therefore, hiring managers in Croatia may face difficulties in securing top talent, necessitating innovative recruitment strategies to attract and retain Software C Engineers.
The seniority distribution of Software C Engineering jobs in Croatia reveals a predominance of Entry level positions, comprising 49% of the total job market. This is followed by Mid-Senior level roles at 37%. Associate-level positions represent a smaller share, accounting for 5% of the openings. Understanding these trends is crucial for recruitment strategies for CTOs in Croatia's tech sector, especially as the market continues to evolve.
In the Croatian software job market, the predominant employment type for engineering roles is full-time positions, comprising 93% of available opportunities. Contract roles follow, making up 6% of the market, while part-time positions account for 1%. This distribution highlights the strong preference for full-time employment within the Software C Engineers job market trends in Croatia.
The time to hire distribution for Software C Engineers in Croatia indicates a highly variable recruitment landscape. The predominant hiring period falls within 25 to 35 days, with 294 openings taking 30 days and 218 positions requiring 25 days to fill. There is a notable preference for hiring within the 10 to 45-day range, accounting for more than 80% of total openings. This data suggests that hiring managers—especially CTOs and Engineering Managers—should consider rapid recruitment strategies to remain competitive in the Croatian software C job market.
The Software C++ job market in Sweden, particularly in Stockholm, has experienced notable fluctuations in job openings over the last 12 weeks, with a peak of 16 new positions posted during week 23, followed by an average of 3 jobs per week by week 32.
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The Software PHP Engineer job market in Poland is exhibiting notable fluctuations, with a peak of 188 new positions in week 21, but also a low of just 10 postings in week 25, indicating volatile demand for Software PHP Developers.
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The Software Rust Engineers job market in Lithuania, particularly in Vilnius, is currently experiencing a net decrease in available roles, with 12 new positions opened against 40 closures over the past 12 weeks. This trend underscores the challenges in retaining Software Rust talent and suggests an adjustment in recruitment strategies may be necessary for hiring managers.
View ReportIn Croatia, the distribution of Software C Engineer job openings reveals a strong concentration in key urban areas. Zagreb, the capital, leads with 82% of the total job postings, totaling 1,937 opportunities. Following Zagreb, Split accounts for 4% with 93 openings, while Osijek and remote positions contribute 3% and 3% respectively, highlighting the dominance of Zagreb in the Software C job market in Croatia.
In analyzing the software C job market trends in Croatia, it is essential to highlight the most commonly utilized technologies that are shaping recruitment strategies. Predominantly, C/C++, with a frequency of 382, leads the chart, followed closely by C at 729. Other notable technologies include SQL (422), Python (830), and Java (556), which are frequently integrated into projects across the technology landscape. Additionally, .NET stands out with a frequency of 724, illustrating its significance in the software development ecosystem. The accompanying chart provides a visual representation of this data, allowing hiring managers to better understand the technology preferences of candidates.
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