Adriana Tynor, HR Director and career mentor at People More, specializes in building recruitment strategies and supporting talent development in the IT sector. She’s great at helping companies attract and keep top tech experts on board.
In our conversation with Adriana, we take a closer look at the key trends shaping today’s IT job market. We talk about growing employment opportunities, the rising demand for highly skilled professionals, and how candidates’ expectations toward employers are evolving. We also explore what it takes to successfully land a job in tech right now – and how authentic employer branding can make all the difference.
See open roles and apply today!
I've been watching the recent changes in the IT industry with interest, especially when it comes to hiring, which really dropped last year. Were you also surprised by the growth in Q1 of 2025?
Hmmm… Yes and no! Companies are still hiring pretty carefully – according to Traffit’s data, we’re talking about an 8% increase compared to the same period in 2024. But on the other hand, ever since the pandemic ended, we’ve seen a shift from „survival mode” to “investing in tech”.
And now we’re seeing the results. Companies aren’t just catching up anymore – they’re investing ahead. There’s a need for new roles, specialists, whole teams. The demand isn’t just driven by internal transformation, but also by international client projects.
What do you think was the main driver behind that growth?
I’d say stability was key. After a stretch of insecurity, companies started opening their wallets for digital transformation, AI, and cybersecurity. And it really helped that investors regained trust in Poland as a stable and skilled tech hub.
Software houses are no longer just contractors – more and more often they’re stepping into the role of strategic partners. That means hiring not only developers, but also analysts, solution architects, and tech consultants. You can see it clearly in the structure of job ads – there are way more openings now for senior-level roles and people with niche expertise.
So does that mean Poland is back on the radar for international players and we can actually celebrate?
I think so! After a bit of a slowdown, we’re now seeing R&D centers return to Kraków, Wrocław, and the Tri-City area. Companies from the US, Germany, and Scandinavia are investing here again, because we’ve got top-notch talent – often at a lower cost than in the West, but without sacrificing quality. That’s definitely something to be happy about!
What’s more, Poland is attractive not just because of costs – we also offer hiring flexibility, language skills, openness to remote work, and strong project management standards. All of that makes Polish specialists really competitive compared to places like India or Spain.
Based on your experience and what you're seeing now, what does the ideal candidate look like in 2025 from a recruiter’s perspective?
I’d sum it up with one key word: specialization. The days of “full stacks for everything” are over. What matters now are experts in specific areas like data engineering, AI/ML, cybersecurity, DevOps, or FinTech. In 2025, employers are looking for concrete skills – not a little bit of everything.
There’s especially high demand for AI and automation specialists – both the ones building the models and those who know how to connect them with the business side. For many companies, this is a top priority right now.
Does that mean junior candidates are having a tougher time this year?
Unfortunately, yes. The market has flattened quite a bit – many companies now expect at least 3 years of experience in a given specialty, because they want people who can hit the ground running. But there are exceptions — startups, reskilling programs, bootcamps. It’s still possible to break into the industry, but you need to have a clear game plan.
Being a junior today means more than just having a diploma or completing a course – you need a portfolio, some presence in the IT community, and solid learning and communication skills. The entry path is still there, but it takes a proactive mindset.
And if we’re already in the industry, what’s the best way to look for a job in IT these days?
I’d say LinkedIn and your network are absolutely key right now. But they also help with… filtering. More and more candidates are turning down offers that don’t include hybrid work or don’t respect work-life balance – which is now seen as a total must-have.
On the flip side, recruiters are paying close attention to things like community involvement, GitHub activity, or meet-up participation. Visibility and reputation in the industry really matter. And it’s worth remembering that an interview isn’t a test – it’s a two-way street. Both sides are checking for a good fit.
So employer branding isn’t just about a nice-looking careers page anymore?
Definitely not. Transparency has become essential – companies are showing salary ranges, outlining real paths for growth. Employers who still think that “we’ve got a great vibe” is enough? They’re out of the game before it even starts. Candidates want solid info, honest feedback, and flexibility.
Employer branding has to be grounded in reality – if a candidate senses a gap between what you say and what you actually do, they’ll not only walk away, but probably tell others about it too.
And what about salary expectations? Are we in a candidate’s market or an employer’s market now?
It’s kind of balanced now. The crazy times from a few years ago are over, but we’re also not back to the era of employers calling all the shots. Salaries are fairly stable, but there’s growing demand for extra perks: development opportunities, flexibility, even stock options. Interestingly, predictability is becoming more important too – people want to know if (and when) they’ll get a raise in six months, not just what they’ll be earning today.
What do you think – how important are non-financial perks these days?
I’d say more and more. In 2025, hybrid or remote work isn’t really a perk anymore – it’s the standard. What really matters are growth opportunities, good tools, and a collaborative atmosphere. A lot of companies are also investing in mental health, coaching, and one-on-one training. Candidates are looking at team structure – will they have someone to learn from, does the company have a plan for their role to evolve? An attractive offer isn’t just about numbers in a salary table anymore.
So, where do you think IT recruitment is heading?
Personalization is becoming a big deal – instead of mass campaigns, it’s all about tailored, one-on-one contact. AI is playing a huge role too: from tools that scan CVs and predict candidate fit, to systems that run automated interviews. That’s no longer the future – it’s already happening. Although this is not always a good thing, because by trusting completely to AI to do the CV screening for us, we may miss out on a very good candidate who may not meet all the requirements 1-to-1, but has fantastic experience and potential to grow within our company.
But at the end of the day, it’s still all about relationships. Companies that don’t take care of candidates at every step – from the first email to offboarding – will simply start losing the talent game.
Thank you for the conversation.
You’ve just read a conversation with Adriana Tynor, CHRO at People More.
Have a question, idea, or project in mind? Reach out – we’re here to help.
Tomasz
