Agency Partners
This report was last updated on Sep 6, 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 the software C Engineer job market in Latvia, recent trends indicate a cautious yet steady influx of opportunities. Over the past 12 weeks, only three new Software C developer roles were posted, with a consistent pattern of one job opening per week in weeks 28, 29, and 31. In stark contrast, the job closure rate during the same period displayed significant volatility, with a peak of five positions closed in one week. Compared to other roles across Europe, which typically see more robust job postings and a lower closure rate, the Software C job market in Latvia may indicate a more challenging recruitment landscape. Hiring managers should be mindful of these fluctuations while formulating recruitment strategies for Software C Engineers in this evolving tech sector.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
EPAM Systems | United States | Information Technology & Services | 1993 | 174 |
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 96 |
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Luminor Group | Estonia | Banking | 2017 | 32 |
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Paula Stradiņa Klīniskā universitātes slimnīca | Latvia | Hospital & Health Care | 1910 | 24 |
|
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Ruby Labs | United States | Information Technology & Services | 2018 | 20 |
|
Circle K | Canada | Retail | 1951 | 19 |
|
Ubiquiti Inc. | United States | Information Technology & Services | 2005 | 16 |
|
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Accenture Baltics | null | null | null | 15 |
|
Sapiens | Israel | Information Technology & Services | 1982 | 15 |
|
TSMG Holding | Poland | Outsourcing/offshoring | 2018 | 15 |
The Software C Engineers job market trends indicate a competitive environment in Latvia, characterized by a count of job openings that outpaces the available talent pool. With a jobs-to-talent pool ratio signaling a tighter hiring landscape, Latvia mirrors similar dynamics observed in countries like Estonia and Lithuania, where recruitment efforts for Software C Developers reveal a scarcity of qualified candidates. In contrast, the Software C job market trends in Germany and Sweden showcase a healthier balance between job availability and talent supply. These insights suggest that hiring managers and CTOs in Latvia may face challenges in sourcing suitable candidates, underlining the need for proactive recruitment strategies tailored to the local tech sector.
In the Latvian software C engineering job market, the seniority distribution reveals a significant demand for various experience levels. Specifically, 49% of positions are categorized as Entry level, followed closely by 40% at the Mid-Senior level. Despite a higher number of junior roles, the Mid-Senior level positions indicate a steady need for experienced talent within the sector.
In Latvia's software development landscape, the employment type distribution reveals significant trends for hiring managers. Full-time positions dominate the market, accounting for 92% of engineering roles. Additionally, contract roles represent 7% of the positions, while part-time opportunities make up 3%. This distribution underscores the importance of focusing on full-time recruitment strategies for Software C Engineers in Latvia.
The time to hire for Software C Engineers in Latvia reflects a diverse distribution, with 31% of roles filled within 30 days, highlighting a competitive recruitment landscape. Notably, the majority of hires (34%) fall within the 25 to 30-day range, demonstrating the urgency of recruitment in the tech sector. Conversely, the data indicates a slower hiring process for roles requiring over 40 days, with only 19% of positions filled within this timeframe. As hiring managers align their strategies, understanding these timeframes is essential for effectively positioning themselves in the rapidly evolving software C job market in Latvia. Recruitment strategies focused on optimizing this timeline could enhance candidate experiences and ultimately improve hiring outcomes.
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 ReportIn Latvia, the distribution of Software C Engineer job openings reveals that Riga is the dominant city, accounting for approximately 92% of the total opportunities. Following Riga, the broader regions of Latvia contribute around 7%, while remote positions make up about 1%. This concentration of roles in the capital underscores the importance of Riga as the primary hub for Software C development talent in the country, as detailed in the accompanying chart.
The Software C job market in Latvia is primarily shaped by a diverse set of technologies. The demand for C and C++ remains robust, with frequencies of 799 and 1628 respectively, highlighting their prominence in current job listings. Additionally, the role of .NET, with a frequency of 813, signifies its relevance in software development across various sectors. Python leads as a prevalent choice at 878 occurrences, while Java, at 600, suggests continued interest in enterprise-level applications. The accompanying chart further illustrates these trends, providing valuable insights for hiring managers seeking to align their recruitment strategies with market demands.
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