Agency Partners
This report was last updated on Aug 31, 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.
Over the past 12 weeks, the software PHP job market in Italy has exhibited significant variability. During this period, the highest number of openings was recorded in week 30 with 131 new positions, while the lowest was in week 34 with only 11 new jobs posted. In contrast, the job closures showed a more steady trend, peaking at 82 closed jobs in week 34. Such fluctuations underscore the challenges and opportunities within the Software PHP Engineer hiring trends across Italy's technology landscape. Comparatively, these trends suggest that recruitment strategies for CTOs in Italy’s tech sector require agility to adapt to these rapid changes in job availability.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
Bending Spoons | Italy | Information Technology & Services | 2013 | 964 |
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 123 |
|
Jobbit | null | null | null | 122 |
|
BIP | Italy | Business Consulting And Services | null | 111 |
|
|
Letuelezioni | United States | Government Administration | null | 73 |
|
NTT DATA Europe & Latam | Spain | Information Technology & Services | 1967 | 67 |
|
|
SISSA | null | null | null | 52 |
|
|
HRSpecialist Italia - Il Tuo Nuovo Lavoro | Italy | Human Resources | null | 49 |
|
|
Anteo Impresa Sociale | Italy | Hospital & Health Care | 1993 | 38 |
|
|
Zucchetti | Italy | Information Technology & Services | 1978 | 37 |
The software job market in Italy shows a competitive landscape for Software PHP Engineers, characterized by a considerable number of job openings relative to the available talent pool. With Italy reporting numerous job openings, the ratio of talent pool size to job vacancies suggests a tighter labor market for hiring managers. In comparison, countries like Germany and France exhibit a more balanced ratio, while Poland presents an even more favorable environment for recruitment due to its larger talent pool. Consequently, hiring talent in Italy may pose challenges for CTOs and engineering managers, necessitating strategic recruitment approaches to navigate the prevailing market constraints.
In Italy's competitive Software PHP Engineer job market, the seniority distribution reveals that 43% of roles are classified as Entry level, followed by 22% in the Mid-Senior level category, and 12% for Associate positions. This distribution underscores the importance of recruitment strategies targeting both emerging talent and experienced professionals, as demand for Software PHP Developer opportunities continues to evolve.
In the Italian software development job market, full-time positions dominate the employment landscape, accounting for 97% of opportunities. This is followed by internships, which constitute 2% of the market, and contract roles, representing 1%. These trends underscore the critical emphasis on full-time talent acquisition for organizations seeking to fulfill their software PHP Engineer hiring needs.
The distribution of time to hire for Software PHP Engineers in Italy reveals significant insights for hiring managers. The data indicates that the majority of candidates are hired within 30 days, with a peak count of 2,366 at the 30-day mark. As the hiring timeline extends beyond this period, the volume of candidates decreases, with only 291 applicants hired at the 45-day threshold. This trend suggests that recruitment strategies for CTOs in Italy's tech sector should focus on streamlining processes to attract talent quickly, especially considering the competitive demand for Software PHP Developer opportunities. Notably, the numbers illustrate the urgency for organizations to act swiftly in securing skilled PHP Engineers, particularly in a landscape where hiring trends can shift rapidly.
The software engineers job market trends in Spain, particularly in Barcelona, indicate a competitive hiring landscape characterized by a talent pool ratio of 3.5 candidates per job opening.
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The software engineering job market in Netherlands Veldhoven is characterized by a total of 23 new software developer roles posted in the last 12 weeks, resulting in a net gain of only 2 positions after accounting for closures.
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The Software Ruby on Rails Engineer job market in Italy exhibits a notable talent pool size with a significant number of job openings; recent trends indicate a fluctuating landscape with 11 new positions emerging, contrasted by a closure rate of 14 roles, revealing recruitment challenges.
View ReportThe current distribution of Software PHP Engineer job openings in Italy highlights a significant concentration in major cities. Milan leads the way with 57% of the total job openings, followed by Rome at 20%. Turin accounts for 8% of the positions, making these cities key areas for recruitment strategies for CTOs in Italy's tech sector.
In the competitive landscape of the Software PHP Engineer job market in Italy, several technologies emerge as fundamental to the field. PHP, with a frequency of 6098, remains the core language driving development. Complementing PHP, JavaScript is widely utilized, boasting a frequency of 3274, highlighting the importance of front-end capabilities alongside back-end development. MySQL and SQL are also critical, with frequencies of 1790 and 1757 respectively, indicating a strong emphasis on database management skills among candidates. Furthermore, Laravel and Symfony are notable frameworks within the PHP ecosystem, with frequencies of 1274 and 1069, reflecting their significance in modern web application development. The accompanying chart provides a visual representation of these technology trends, assisting hiring managers in identifying key skills to prioritize in recruitment.
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