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 Engineers job market in United Kingdom, particularly in Oxford, has exhibited considerable fluctuations. Notably, there was a significant increase in job openings for Software Developer roles during weeks 14 and 15, with 15 and 18 positions posted respectively, indicating a peak in hiring demand. However, contrasted with the average number of jobs closed weekly, which peaked at 9 closures in week 20, the market appears to be experiencing a tightening effect, suggesting potential challenges in filling these positions. This trend aligns with broader European markets, where hiring rates for Senior Software Developers are showing similar volatility, necessitating strategic recruitment approaches for CTOs in the region.
| Company name | Country | Industry | Founded | # Job openings | |
|---|---|---|---|---|---|
|
Canonical | United Kingdom | Information Technology & Services | 2004 | 75 |
|
TieTalent | Switzerland | Information Technology & Services | 2017 | 70 |
|
Bending Spoons | Italy | Information Technology & Services | 2013 | 32 |
|
GRAYCE | United Kingdom | Management Consulting | 2012 | 31 |
|
Hunter Bond | United Kingdom | Staffing & Recruiting | 2014 | 29 |
|
Oliver Bernard | United Kingdom | Staffing & Recruiting | 2010 | 20 |
|
Understanding Recruitment | United Kingdom | Staffing & Recruiting | 2007 | 20 |
|
Agoda | Singapore | Information Technology & Services | 2005 | 20 |
|
|
Marriott International | Italy | Hospitality | 1927 | 20 |
|
|
Pepper Mill | United States | Mechanical Or Industrial Engineering | null | 19 |
The software engineers job market in Europe exhibits notable variations among countries, particularly in the United Kingdom, Germany, and France. In the United Kingdom, the ratio of available talent to job openings indicates increased competition for skilled software engineers, suggesting a challenging hiring landscape. Conversely, countries like Germany and France demonstrate a more favorable talent-to-job opening ratio, making it relatively easier for hiring managers to source candidates. In Oxford, the software job market reflects these trends, where recruitment strategies for CTOs must adapt to efficiently attract and retain top talent amid growing demand for software developer opportunities. Understanding these dynamics is crucial for navigating the complexities of hiring senior software developers in the competitive European technology landscape.
In the software job market in United Kingdom Oxford, the seniority distribution reflects a diverse set of opportunities for candidates. Currently, 54% of positions are at the Mid-Senior level, occupying the largest share of the market. Entry-level roles comprise 27%, indicating a solid influx of emerging talent. Meanwhile, Associate positions account for 7%, showcasing a smaller yet significant segment of the workforce.
In the United Kingdom's software engineering job market, the majority of positions are full-time, comprising 89% of the total employment types analyzed. This is followed by contract roles, which make up 8%, indicating a solid demand for flexible job arrangements. Part-time positions account for 2% of the market, highlighting a limited but present option for those seeking reduced hours in software development.
The time to hire for Software Engineer positions in the United Kingdom demonstrates varied distribution patterns that are critical for hiring managers to consider. A significant portion of candidates, approximately 23% of hires, are secured within 25 days, indicating an active job market that predominantly favors quicker hiring cycles. However, as the hiring timeline extends beyond 30 days, one observes a steep decline in candidate acquisition, with the demand tapering off as the time to hire surpasses 40 days. This trend reinforces the need for effective recruitment strategies tailored for CTOs and tech leads focusing on reducing hiring timelines, particularly in competitive regions like Oxford. Understanding these timeframes can aid in optimizing talent acquisition processes and enhancing the overall efficiency of software job recruitment in the United Kingdom.
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 the United Kingdom, the software engineers job market shows a significant concentration in London, which accounts for 91% of the total job openings. Following London, Manchester contributes 3% to the software job market, while Leeds and Cambridge make up 1% and 1%, respectively. This distribution underscores the dominance of London as the leading hub for software developer opportunities in the region, as illustrated in the accompanying chart.
In the current software job market trends in the United Kingdom, particularly in Oxford, several technologies stand out in terms of frequency of usage. JavaScript leads with 7,878 occurrences, followed closely by Python, with 7,568 mentions, indicating a strong demand for engineers skilled in these languages. C#, .NET, and React also show significant usage frequencies at 6,038, 5,307, and 5,633 respectively, suggesting a preference for candidates with expertise in these frameworks. Furthermore, TypeScript (4,307) and SQL (4,922) are notable competencies that hiring managers should consider when evaluating potential hires. This technology landscape is visually represented in the accompanying chart, providing a comprehensive overview for those in recruitment and talent acquisition.
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