Agency Partners
This report was last updated on Aug 17, 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.
The Software C# Engineer job market in Czechia has shown fluctuating activity over the past 12 weeks, with a total of 58 jobs opened, notably peaking in week 21 with 32 new openings. However, a significant contrast exists between posted positions and job closures; during the same period, 74 roles were closed, particularly highlighted by closures in weeks 31 and 32 where there were 15 and 20 respectively. Compared to other roles in Czechia, the hiring trends for Software C# Engineers are reflecting a tighter labor market, which necessitates strategic recruitment approaches for CTOs and hiring managers. Examining similar roles across Europe may reveal insights into competition and strategies to attract top talent.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 105 |
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SentinelOne | United States | Computer & Network Security | 2013 | 29 |
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Tricentis | United States | Information Technology & Services | 2007 | 25 |
|
NXP Semiconductors | Netherlands | Semiconductors | 2006 | 22 |
|
Barclays | United Kingdom | Financial Services | null | 19 |
|
Oracle | United States | Information Technology & Services | 1977 | 19 |
|
|
Siemens | Germany | Machinery | 1847 | 14 |
|
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Rohlik Group | Czech Republic | Food & Beverages | 2014 | 13 |
|
|
Škoda Group | Czechia | Railroad Manufacture | 1859 | 13 |
|
|
Ruby Labs | United States | Information Technology & Services | 2018 | 13 |
The Software C# job market in Czechia presents a unique landscape for hiring managers, characterized by the dynamic balance between job openings and the available talent pool. With a notable ratio of talent to job openings, it suggests a moderately challenging recruitment environment. In contrast, countries like Poland and Germany offer a larger pool of talent relative to their job openings, making it comparatively easier to fill Software C# Engineer positions. Meanwhile, the United Kingdom reveals a tighter market, highlighting the emerging competition across Europe's technology landscape. For CTOs and engineering managers in Czechia, understanding these trends in hiring Senior Software C# Developers is crucial for developing effective recruitment strategies.
The seniority distribution of Software C# Engineering positions in Czechia reveals a significant focus on experienced professionals. Mid-Senior level roles account for 56% of the market, while Entry level positions make up 29%. Additionally, Associate roles represent 4% of the job landscape, indicating a strong demand for skilled Software C# Engineers in the region.
In the Czechia software C# job market, a notable 94% of engineering roles are classified as full-time, reflecting a strong preference for long-term commitment from companies. Contract positions make up 5% of the employment landscape, while part-time roles account for 2%. This distribution highlights the stability sought by employers in hiring Senior Software C# Developers, indicating a trend towards securing talent for full-time engagements.
Analyzing the time to hire distribution for Software C# Engineers in Czechia reveals critical insights for hiring managers in the tech industry. The data indicates that the most common hiring duration is 30 days, with 791 instances reported. Additionally, there is a significant drop in the number of hires made beyond 50 days, suggesting a strategic focus for recruitment efforts should ideally be within the 20 to 40-day range, where 145 and 224 candidates were hired, respectively. This trend emphasizes the importance of timely recruitment strategies for attracting top talent in the competitive Czechia software 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 the Czech Republic, the distribution of Software Engineer job openings reflects a clear concentration in major urban areas. Prague dominates the landscape with 3841 job listings, accounting for 74% of the total opportunities. Following Prague, Brno offers 1250 positions, representing 24% of the job market, while the remaining cities contribute significantly less, with Czechia itself having 6%, Ostrava 3%, and Pilsen 2%. This data underscores the importance of targeting these key cities in recruitment strategies for CTOs and tech leads in Czechia's tech sector.
The Software C# Engineer job market in Czechia is heavily influenced by several key technologies, which are critical for hiring managers to consider. Notably, C# and .NET stand out with frequencies of 2,526 and 2,606 respectively, reflecting their foundational role in the development landscape. Additionally, Azure, with a frequency of 535, has emerged as a significant cloud platform in the region. Other technologies such as SQL (880), Java (626), and Microservices (434) also play a vital role, illustrating the diverse tech stack that candidates are expected to be proficient in. These insights are further illustrated in the accompanying chart.
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