Agency Partners
This report was last updated on Sep 7, 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 past 12 weeks, the Software C++ job market in Slovakia has shown significant fluctuations, particularly in the number of new jobs posted. A peak of 21 new positions was recorded in week 25, followed by a substantial drop to just 1 new job in week 28. This indicates a volatile hiring landscape, with a total of 130 new positions opened against 142 closed jobs during this period. In comparison to other roles in Slovakia, this trend suggests a challenging environment for recruitment strategies for CTOs, especially when considering this high rate of job closures. As such, hiring managers should adapt their approaches to attract and retain Software C++ Engineers in this competitive market.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 103 |
|
Fédération Française de Natation | France | Sports | null | 100 |
|
EPAM Systems | United States | Information Technology & Services | 1993 | 42 |
|
Siemens Healthineers | Germany | Hospital & Health Care | 2017 | 40 |
|
Swiss Re | Switzerland | Insurance | 1863 | 36 |
|
GlobalLogic | United States | Information Technology & Services | 2000 | 33 |
|
EY | United Kingdom | Professional Training & Coaching | 1989 | 24 |
|
Convatec | United Kingdom | Medical Devices | 1978 | 24 |
|
ESET | Slovakia | Information Technology & Services | 1992 | 23 |
|
APM Digital 🦄✨ | Slovakia | Information Technology & Services | 2016 | 20 |
The software C++ job market in Slovakia presents a challenging landscape for hiring managers, particularly when compared to other European nations such as Germany, Poland, and Hungary. With a relatively high number of job openings and a limited talent pool, Slovakia's ratio indicates a competitive environment for attracting skilled professionals. For instance, while Germany boasts a larger talent base, making recruitment somewhat easier, Poland and Hungary show moderately favorable conditions for hiring. This disparity suggests that CTOs and engineering managers in Slovakia may need to implement robust recruitment strategies to successfully source Software C++ Engineers amidst the increasing demand for talent.
The seniority distribution of Software C++ Engineering jobs in Slovakia reveals a strong demand for Mid-Senior level professionals, accounting for 49% of available positions. Entry level roles represent 38% of the market, emphasizing ongoing opportunities for emerging talent. Meanwhile, Associate positions comprise 5% of the job landscape, indicating a niche for early-career developers in the C++ space.
In the evolving software C++ job market in Slovakia, the majority of engineering roles are full-time positions, accounting for 93% of job listings. Contract roles represent 6% of the employment types, while part-time positions make up 1%. This distribution highlights the strong preference for full-time engagements within the Slovak tech sector, which is crucial for CTOs and hiring managers to consider when formulating recruitment strategies.
The time to hire for Software C++ Engineers in Slovakia reveals significant trends that hiring managers should be aware of. A notable 411 positions took 30 days to fill, indicating a peak in recruitment efficiency within this timeframe. Furthermore, the distribution shows a steady propensity towards longer hiring periods, with 290 roles taking 25 days and 270 roles at 10 days. Recruitment strategies that accommodate longer cycles may be necessary, as hiring times extend beyond 40 days for over 350 positions. This analysis underscores the importance of understanding hiring trends, specifically the proactive planning needed to attract and retain top C++ talent in Slovakia’s competitive tech landscape.
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.
View Report
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.
View Report
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 Slovakia, the distribution of Software C++ Engineer job openings highlights a significant concentration in Bratislava, which accounts for 89% of the total job postings. Following Bratislava, Košice represents 18% of the market, while Žihárec and Zilina contribute less than 4% each. These statistics suggest that hiring managers should prioritize Bratislava for talent acquisition when considering the Software C++ job market in Slovakia, as illustrated in the accompanying chart.
In the Slovakian software development landscape, C++ stands out as an essential technology, with a frequency of 4,228 mentions, highlighting its prominence in the job market. Additionally, skills in Linux and Software Development are vital, with frequencies of 1,217 and 940 respectively. The relevance of C/C++ technical knowledge is further underscored against other programming languages such as Java and Python, highlighting a competitive environment for Software C++ job opportunities. For hiring managers and CTOs, understanding the technological preferences identified in the accompanying chart can guide recruitment strategies for current Software C++ Developer openings.
We've identified 100+ world-class agencies, drop us a line if you'd like to work with them.