Agency Partners
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 the past 12 weeks, the Software PHP Engineer job market in Croatia has exhibited notable fluctuations, with a peak of 16 job openings in week 14. However, the weekly job closure data reveals increasing competition, as evidenced by 3 closed roles recorded in week 20 alone. This trend portrays a tightening market where the demand for Software PHP Engineers is rising, yet the job openings remain inconsistent compared to stable hiring trends in other European countries, indicating a need for strategic recruitment planning among hiring managers in Croatia's tech sector.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 46 |
|
Outlier | United States | Information Technology & Services | 2023 | 31 |
|
GlobalLogic | United States | Information Technology & Services | 2000 | 22 |
|
Happening | United Kingdom | Information Technology & Services | 2022 | 15 |
|
Teya | United Kingdom | Financial Services | 2019 | 13 |
|
Elixirr Digital | United Kingdom | Information Technology & Services | 1999 | 12 |
|
EPAM Systems | United States | Information Technology & Services | 1993 | 10 |
|
|
Ruby Labs | United States | Information Technology & Services | 2018 | 7 |
|
|
Nexi Croatia | Croatia | Financial Services | null | 7 |
|
|
Aminess Hotels & Resorts | Croatia | Hospitality | 1967 | 7 |
The software employment landscape in Europe shows varying ratios of job openings to available talent across countries. In Croatia, the current count of job openings for Software PHP Engineers suggests a competitive environment, especially when compared to neighboring countries like Hungary and Slovenia, where the talent to job opening ratios indicate a more favorable market for hiring managers. Croatia's market reflects a growing demand for Software PHP Developers, with a relatively tight talent pool. In contrast, countries such as Poland and Ukraine not only have a higher number of job openings but also a larger talent supply, making the ecosystem more advantageous for recruiters. This discrepancy highlights that while hiring Software PHP Engineers in Croatia is increasingly challenging, similar roles in other regions may present more opportunities for tech leads and CTOs.
The seniority distribution for Software PHP Engineering jobs in Croatia reveals a balanced landscape, with Entry level and Mid-Senior level positions each constituting 50% of the job market, translating to 21 opportunities in both categories. In contrast, higher-level roles such as Director and Internship account for a mere 4% each, with 2 positions available in each category. This distribution highlights the potential for growth in mid-level roles, making it a vital consideration for hiring managers strategizing to attract talent.
The Software PHP job market in Croatia is predominantly characterized by full-time positions, which account for 93% of the total employment types within the sector. In contrast, contract roles comprise 7% of job opportunities, while part-time positions represent a mere 1%. This distribution highlights the strong demand for stable employment, signaling to hiring managers the importance of offering full-time roles to attract top talent in the competitive Software PHP Engineer hiring landscape.
The time to hire for Software PHP Engineers in Croatia exhibits a wide distribution, with notable peaks at 25 days and 30 days, where counts reach 127 and 111, respectively. The overall trend suggests that the majority of candidates are hired within 25 to 35 days, highlighting a competitive landscape for recruitment. Hiring managers should consider these timelines as indicative of the recruitment efficiency within the Croatian software job market. Additionally, longer hiring times, beyond 40 days, begin to taper off, indicating both a potential bottleneck and the fast-paced nature of hiring top talent in this sector.
The Software GoLang Engineer job market in Cyprus is experiencing robust demand, with 198 job openings currently available, showcasing a significant interest in this specialized skill set.
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The Software Java Engineer job market in Serbia, particularly in Belgrade, is currently characterized by a strong demand, with 1,748 job openings, underscoring its status as the leading city for Software Java employment.
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The Software C Engineers job market in Norway is experiencing fluctuating patterns, with a current talent pool of 2,000 qualified candidates and 1,200 job openings, resulting in a jobs-to-talent ratio of 1.67, suggesting a competitive landscape for recruitment.
View ReportIn Croatia, the distribution of Software PHP Engineer job openings is heavily concentrated in major cities, with Zagreb leading the way at 87% of the total job listings. Following Zagreb, the remainder of the job market shows minimal activity, with the rest of the country accounting for only 13%. Specifically, Osijek and Split contribute 4% and 4% respectively, while remote positions represent 3% of the overall openings. This data is illustrated in the accompanying chart.
In the current landscape of the Software PHP job market in Croatia, PHP remains the most sought-after technology, with a frequency of 2,272 among job listings. Other prominent technologies include JavaScript, with 1,160 occurrences, and MySQL, appearing 647 times, indicating a strong influence of front-end and database skills in the hiring process. Additionally, languages such as Python and Java follow closely behind, showcasing the diversity in technical requirements for Software PHP Engineer roles. These trends reflect the need for candidates to have a comprehensive understanding of various technologies to meet employer expectations. For a detailed breakdown, please refer to the accompanying chart.
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