CEE Salary Guide 2024 by Cpl_CEE

2024 CEE Salary Guide

Bulgaria • Czech Republic • Hungary • Poland • Slovakia

CEE Salary Guide 2024 - Bulgaria • Czech Republic • Hungary • Poland • Slovakia

Table of contents :

03. 04. 06.

About the report CEE Salary Guide 2024 Overview Regional challenges in the labour market in CEE

07. Bulgaria

11. Czech Republic

10.

13. 14. 15. 16. 17.

IT and Technology

SSC / BPO Banking & Finance Engineering & Logistics Sales & Marketing IT and Technology

20. Hungary

27. Poland

22. 22. 23. 24. 25.

30. 31. 32. 34. 34.

SSC / BPO Banking & Finance Engineering & Logistics Sales & Marketing IT and Technology

38. Slovakia

47. Key Insights and Enterprise Solutions

40. 41. 42. 43. 44.

48. 52.

Importance of Sustainability in Business

56.

The AI impact on CEE labour market

SSC / BPO Banking & Finance Sales & Marketing Engineering & Logistics IT and Technology

Navigating Generational Diversity in the CEE labour market

58. About Us

About the report Cpl CEE present the latest “CEE Salary Guide 2024" which is the result of our advanced analyses of the labour markets in the Central and Eastern European (CEE) countries. This document not only reveals current salary rates in Poland, Czech Republic, Slovakia, Hungary, and Bulgaria but also sheds light on the latest trends and challenges that the labour market in the region is currently facing. The process of creating this report was based on a unique set of data gathered through Cpl's extensive experience in the recruitment field. As a market leader in these regions, our company has delivered numerous recruitment processes, allowing us to perform a thorough analysis of salary structures and identify key trends shaping the labour market in CEE. The ranges of salaries presented in the “CEE Salary Guide 2024” have been compiled based on data collected during recruitment projects (offers sent to candidates in recruitment processes)by Cpl Czech Republic, Cpl Hungary, Cpl Poland, Cpl Slovakia and Cpl Bulgaria. The scope of the analysis covers salary expectations of candidates and the existing salaries offered by clients across the 5 markets. The pay rates in Czech Rep. Poland, Hungary and Slovakia for selected positions are based on the average gross monthly salary offered for a given position. In the Bulgarian market for permanent appointments, remuneration negotiations are based on the net monthly remuneration desired by the employee / offered by the employer.

The salaries in this guide do not include any additional cash or non-cash benefits offered to employees by their employers. Over 700 positions were analysed and differentiated based on employees’ experience and rank in the organisation. In the report, we focused not only on presenting raw salary data but also on a deeper analysis of trends. We offer you a comprehensive picture of the changing landscape of the job market, taking into account changing employer needs and candidate expectations. An additional benefit in the “CEE Salary Guide 2024” report comes from articles written by experts from the Cpl recruitment team. Specialists have shared their insights on key topics related to employment, such as sustainable development (ESG), managing different generations in the organization, and the impact of artificial intelligence on the labour market in CEE. We aim to provide you not only with raw data but also a deeper understanding of the context and challenges that today's world of work faces. We believe that our salary report will provide you with valuable information to make informed business decisions related to hiring and talent development. Thank you for your trust, and we wish you a fruitful reading experience!

CEE Salary Guide 2024

CEE Salary Guide 2024 Overview Transformation is the key word for businesses and talent in this decade and this has been particularly true in Central and Eastern Europe where changes of this magnitude have generally taken entire generations.

The organizations most successful at securing talent are those that improve total compensation, offer remote and hybrid work options when possible, and strategically use contract, or outsourced talent, to fulfil key positions and projects.

As we look at market trends in different countries and fields, competition for skilled professionals continues to challenge organizations, even as some take a measured approach to hiring while monitoring the current economic environment. Demand for IT professionals remains strong in the labour market, despite the layoffs in 2023 , with a good number of career opportunities available and pay raises still fuelled by the availability of different types of employment contract.

In this challenging time Cpl clients can count on the support of our experienced consultants, who are constantly keeping an eye on the changes taking place in their domestic labour markets. Their observations of various industries, as well as sector-specific salary data for Bulgaria, Czech Republic, Hungary, Poland and Slovakia have been compiled in the Cpl salary guide for 2024.

Because of unfavourable macroeconomic conditions and general market uncertainty, salary rises have mostly stabilized and professionals’ willingness to change jobs appears to be waning. The first few months of the year will be key indicators to whether the market will recover or continue to slow down in the region. The hiring market is still primarily candidate-friendly, with more job openings than job seekers. What we are witnessing more and more is the impact of transformation in the workplace culture. This process manifests in the increased expectations of candidates towards future employers on issues pertaining to work-life balance. The expectation that employers will respect employees’ preferences in this regard is already widely articulated by candidates looking to change jobs and it is often a reason for changing job or rejecting a new opportunity.

Claudia Ciocca Director for CEE Cpl

Covalen is a trusted outsourcing partner for leading global organisations. We design and implement BPO solutions across Customer Experience, Back-Office Processes, and Content Moderation to meet complex business and regulatory needs. We aim to deliver excellence at every touchpoint, from strategy and consulting to seamless implementation.

Technology Contractor Solutions

For over 30 years, Cpl Technology Contractor Solutions has been a pioneer in technology talent and contracting solutions. With recruitment teams across Europe, experienced in acquiring expert contracting talent from various locations across any technology discipline.

Cpl's Talent Evolution Group are an expert, multi-disciplinary team, focused on executing the most evolved talent solutions and experiences for your business. Wherever you are on your growth journey, we have the right solution to transform your organisation through the power of talent. We provide distinct talent programmes, including Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP) solutions.

CEE Salary Guide 2024

Regional challenges in labour market in CEE

Bulgaria With a rapidly growing reputation, Bulgaria has become a hub for software businesses, attracting both local and international companies. The country's well-established software industry plays a crucial role in boosting the economy, offering a skilled workforce, competitive costs, and a favorable business environment. Specialists in this field enjoy good opportunities for career development and competitive salaries, however, with the rise of AI, cloud services, and web development, the sector is experiencing a notable transformation. Factors such as the economic and political landscape, technological advancements, and environmental factors are pivotal in shaping the growth and decline of job opportunities within the IT sector in Bulgaria. Revenues in the Bulgarian software sector The data from the annual report "Barometer" of the Bulgarian Association of Software Companies (BASCOM) - from November 2023 confirms that the growth of the revenue from the Bulgarian software sector in 2023 (BGN 8.1 milliards) compared to 2022 is 12.1%, but nearly two times lower than in 2021. The main reason for this decline is considered to be the international economic situation, as 85% of Bulgarian software companies (excluding outsourcing companies) work for foreign markets, and in the second half of 2023 many foreign clients made considerable budget cuts. The expectations are that in the next two years the IT sector will continue to grow and the revenues will reach BGN 12 milliards in 2025. Behavior of Bulgarian IT companies in an uncertain global economic situation. The advantage of “flexible talent“ in the sector. In the wake of global changes in 2023, IT companies in Bulgaria found themselves facing a range of challenges and decisions.

Some were forced to make tough choices, such as cutting staff and a hiring freeze, while others adopted a cautious approach, prioritising slow but steady growth amidst uncertain times. Companies in Bulgaria's fast evolving IT industry have adopted various routes to expansion, with some following the traditional route and others adopting a more aggressive strategy. However, an unexpected pattern developed in 2023, with a 40% drop in open IT posts. This resulted in an increase in the number of candidates actively looking for work, increasing the competition among applicants for available opportunities. However, companies' need for Mid/Senior developers remains high. There is an increasing interest from IT professionals in contractor roles - a B2B working principle or so-called use of flexible talent - which is starting to gather pace in Bulgaria but is a well-established practice internationally. Experienced IT professionals in Bulgaria are increasingly seeking flexibility in their work arrangements. As these skilled individuals reach a level of competence and confidence in their abilities, they are inclined to opt for contract positions rather than traditional full-time employment. The companies must recognize this shift and embrace the idea of flexible workers to ensure they attract and retain top-quality specialists. In today's fast-paced and evolving business environment, companies are increasingly turning to flexible talent as a strategic solution to their workforce needs. This approach offers numerous advantages, including cost savings, reduced administrative burden, and enhanced agility. For international companies seeking skilled Software/IT specialists for key projects, tapping into the Bulgarian IT market can provide a wealth of talent without the complexities of navigating local labour laws and establishing a physical presence in the country.

Bulgaria This change in approach to a blended workforce not only benefits the companies themselves but also offers a range of advantages to IT professionals, particularly those with extensive experience in the field. These benefits include greater independence, flexibility of working hours, the freedom to choose their preferred workplace, and the opportunity to engage in more challenging and diverse international projects, which contribute to their professional growth and fulfilment.

minimum and an averaged maximum value of the net monthly remuneration. The lowest salaries in the IT sector vary in the range from BGN 1,000 to BGN 3,000 net per month. The highest remunerations from BGN 7,200 to BGN 20,000 net per month. Pay levels for Junior Specialists / Interns, for which no previous experience is required, vary from BGN 1500 – BGN 2500 net per month.

Finding reliable and skilled contractors in any market can be a daunting task. However, with the presence of a reputable and established company like Cpl, businesses can benefit from their extensive experience in offering top-notch solutions for contractors in the technology sector. Particularly, Cpl’s continued expansion in Bulgaria and CEE reflects their commitment to meeting the growing demand for flexible talent in this region. In 2023, the IT sector in Bulgaria witnessed a smooth change in pay levels, as the industry experienced a more moderate growth compared to previous years. While there were no salary decreases, the prevalence of exceptionally high salaries decreased. Nevertheless, the IT field remains a candidate driven market field, and experts anticipate that it will continue to lead in terms of salary growth in 2024 compared to another industry fields, focusing on expanding employee benefits. Analysts highlight that demographic shifts and the demand for specialised professionals will significantly shape the long-term changes in remuneration in Bulgaria's IT sector. As 2024 approaches, the focus on remuneration levels becomes a key point of discussion. With the current market conditions and economic forecasts, experts predict a shift towards stability rather than significant changes in compensation dynamics. This trend raises questions about the potential implications for employees, businesses, and the overall job market in the coming year. The salary ranges for software professionals at different skill levels are very wide. The remuneration ranges given in the table contain an averaged 8

Hybrid, Office or Remotely The pandemic has had its lasting impact on the preferred mode of work. Just over 60% of tech employees want to work hybrid, and over 27% preferring fully remote positions. The trend to primarily seek remote positions is gaining momentum, with the IT sector leading the way.

Bulgaria Expectations are that at the beginning of 2024, there will be stabilisation of the IT labor market and growth at a moderate pace. 2023 witnessed a stronger demand for DevOps specialists, Embedded C/C++ - and Mobile Development professionals and it is expected that this will continue in 2024. Given the limited supply, this will affect reward levels.

Note: It is specific and typical for Bulgaria for permanent appointments that negotiations for remuneration take place on the basis of the net monthly remuneration desired by the employee / offered by the employer. Sources: Studies and analyses of dev.bg, Tack TMI Bulgaria, BASCOM (Bulgarian Association of Software Companies), Karieri and Careershow analyses, The future of Jobs report 2023 etc.

1. Full-Stack Developers 2. Back-End Developers (Java, .Net, C/C++/Embedded, PHP, Node.js, Phyton) 3. Front-End Developers (JavaScript, React, Angular, Vue.js) 4. IT-Infrastructure (DevOps, Cybersecurity, Sysadmin, Databases) 5. QA Specialists Most in-demand tech/PM skills or programming languages: • • • • • • • •

JavaScript Java DevOps .Net Automation AQ IT Project Management C/C++ Embedded SAP

What IT specialist are looking for: • •

•

• • •

Flexibility to work from home model (remote/hybrid) Competitive salaries adapted to the rapidly changing market and technologies Opportunity to choose forms of engagement with an employer (permanent, flexible talent = contractor) Interesting projects using the latest technologies/methodologies Upskilling and training opportunities Short and easy recruitment process (up to 2 meetings)

MOST IN DEMAND

In the next few years, we expect to see a number of transformations such as mergers and acquisitions, changing business models, layoffs and reassignments of many professionals in the IT sector. The automation of work processes and continued technological innovations are likely to increase. The focus will be on artificial intelligence, machine learning and the digital transformation of various industries. The dynamics dictated by war, migration and politics necessitatea a high level of adaptability from both employees and employers.

Top 5 of the most in demand IT specialists in 2023

Victoria Georgieva Senior Recruitment Consultant & Business Development Cpl Bulgaria 9

Bulgaria

All salaries are the average net monthly salary offered for a given employment contract.

IT and Technology Software Development

MIN BGN

AVG BGN

MAX BGN

Junior Mobile Developer (iOS / Android)

3000

4000

5000

Mobile Developer (iOS / Android)

4000

6000

8000

Senior Mobile Developer (iOS / Android)

6500

8250

10000

FullStack Developer

4000

5750

7500

Senior FullStack Developer

5700

7350

9000

Junior DevOps Engineer

2800

4350

5900

DevOps Engineer

6000

7500

9000

Senior DevOps Engineer

7000

10000

13000

FrontEnd Developer

(JavaScript/Angular/React)

4500

6250

8000

Senior FrontEnd Developer

(JavaScript/Angular/React)

5500

7250

9000

.Net Developer

4400

5600

6800

Senior .Net Developer

5000

6000

7000

Java Developer

4900

6850

8800

Senior Java Developer

7000

8000

9000

PHP Developer

3600

4850

6100

Senior PHP Developer

5000

6000

7000

Python Developer

5000

6000

7000

Senior Python Developer

7000

7500

8000

Node.js Developer

4900

6000

7100

Senior Node.js Developer

6000

7500

9000

C/C++ Embedded Developer

5000

6500

8000

Senior C/C++ Embedded Developer

6000

8500

11000

Manual Tester

1700

2500

3300

Senior Manual Tester

3900

4600

5300

Automation Test Engineer

3900

5500

7100

Senior Automation Test Engineer

5000

7000

9000

Product Owner / Product Manager

4900

6300

7700

Senior Product Owner / Product Manager

6500

7750

9000

Scrum Master

3300

4900

6500

Senior Data Engineer

6550

8800

11050

Experience in IT: junior: 1-2 years; regular: 2-5 years; senior: 5+ years

1 10

Czech Republic

CEE Salary Guide 2024

In 2023, the Czech Republic held the distinction of having the lowest unemployment rate among European countries, with an average rate of 3,5%. The low unemployment rate is expected to persist in 2024 and companies' demand for qualified individuals will create additional pressure on wage growth. Companies will be compelled to reflect wage increases in their final prices, which will also be reflected in the overall inflation level in the Czech Republic, and it will also have an impact on maintaining competitiveness. Are the companies looking for untapped reserves in the labour market? With a shortage of available talent, companies will need to intensify their efforts in attracting employees. To attract the best people in the Czech job market, companies must use innovative approaches, provide appealing benefits, and implement employee-focused policies. It's not just about filling vacant positions, but also retaining qualified employees in the face of strong competition. The nationwide shortage of suitable candidates will compel employers to reconsider traditional recruitment approaches. The labour market still includes a hidden workforce that is not preferred in selection procedures, nevertheless, it represents significant potential in the Czech Republic. However, the willingness of managers to accommodate individuals with specific needs is significantly lower than in Western European countries. This is reflected in the limited availability of flexible job opportunities or part-time positions, especially for women taking care of small children. Many employers also reject applicants because they are in pre-retirement age. They have prejudices that these people will retire soon or won't learn new things. Over the past few years, interest in part-time employment has significantly increased. Based on our experience, half-time and three-quarter-time positions are the most popular.

Workplace Well-being: The Key to Successful Business Nowadays, the culture of the work environment is rapidly changing, and the concept of "workplace well-being" is gaining importance. Well-being at work is no longer just a passing trend but a necessity for companies that want to be successful, competitive, and innovative. This concept goes beyond the boundaries of basic productivity and focuses on the overall health, satisfaction, and motivation of employees. These days, as the boundaries between work and private life are becoming increasingly blurred, providing employees with flexibility can be a significant bonus. The ability to adjust working hours or work from home not only reduces the stress associated with commuting and enables a better work-life balance but also allows employees to work during times when they are most productive. Companies that recognize the significance of workplace well-being are likely to have more satisfied employees who feel comfortable in their work environment. These employees are less inclined to seek opportunities elsewhere and are much less likely to experience burnout. Furthermore, it is necessary to mention that the new Labor Code has brought significant changes concerning work from home. At Cpl we are prepared to assist and support our clients while implementing new rules for remote work.

Czech Republic How to enhance performance and maintain employee motivation?

A strong employer brand is among additional stabilization tools. Evaluation processes and subsequent education systems are often not well-developed in many companies and do not lead to ensuring that employees are sufficiently motivated and satisfied. In recruiting, global strategies have not proved successful in 2023, and many companies have returned to local searches. The need for direct approach is growing, especially for IT specialists or professionals in manufacturing. The significance of social recruitment through social networks is also increasing, mainly for Generation Z. Here, support from recruitment specialists who will be able to thoroughly research the market, find the best talents and at the same time convince them to work in the company may prove to be the key to recruitment success. Additionally, companies should pay much more attention to the candidate experience and the onboarding process, which have been widely overlooked so far and is one of the key factors when attracting new staff.

Kristyna Matasova Country Manger Cpl Czech Republic

• • • • •

FrontEnd / BackEnd Developer Software Architect Cloud Engineer DevOps Engineer Business Analyst/Consultant

What are the most in-demand programming languages? • • • • • •

JavaScript C# SQL TypeScipt CSS Python

What are the most in-demand languages in the SSC sector? • • • • • •

German French Italian Spanish Nordic languages Dutch

What are the most desirable roles in the SSC sector? • • • • • •

Customer support AP/AR Accountant with languages General Ledger Accountant Financial/Project Controller FP&A/Business Analyst Inside Sales Specialist

MOST IN DEMAND

The labour market in the coming year will be characterized by pressure to increase productivity and efforts to stabilize employees while maintaining a high level of satisfaction among them. People want to do work that they enjoy, that they are skilled at, and where they know there is potential for development, whether through promotion or deepening specialization. Most employees expect their managers to advocate for equality among colleagues and ensure optimal alignment of processes throughout the company.

What are the most desirable roles in IT?

Czech Republic

All salaries are the average net monthly basic salary offered for a given employment contract.

SSC/BPO Customer Service

MIN CZK

AVG CZK

MAX CZK

Language group I

31000

34000

38000

Language group II

32000

35000

40000

Language group III

34000

37000

42000

Language group IV

40000

44000

48000

Language group I

33000

35000

40000

Language group II

34000

37000

43000

Language group III

37000

40000

45000

Language group IV

42000

46000

50000

Language group I

37000

40000

45000

Language group II

39000

45000

48000

Language group III

42000

47000

52000

Language group IV

45000

50000

58000

Customer Service Team Leader (depending on language knowledge)

45000

60000

80000

Customer Service Manager

65000

80000

100000

Reporting

MIN CZK

AVG CZK

MAX CZK

Junior Reporting Specialist

40000

45000

50000

Senior Reporting Specialist

50000

65000

75000

Reporting Specialist with VBA

45000

60000

70000

Accounting

MIN CZK

AVG CZK

MAX CZK

Language group I

31000

34000

38000

Language group II

32000

35000

40000

Language group III

34000

37000

42000

Language group IV

40000

44000

48000

Language group I

33000

35000

40000

Language group II

34000

37000

43000

Language group III

37000

40000

45000

Language group IV

42000

46000

50000

Language group I

37000

40000

45000

Language group II

39000

45000

48000

Language group III

42000

47000

52000

Language group IV

45000

50000

58000

AP/AR Team Leader

50000

60000

80000

AP/AR Manager

65000

80000

100000

Junior Customer Service Representative

Customer Service Representative

Senior Customer Service Representative

Junior Ap/Ar Accountant* (Associate)

Ap/Ar Accountant*

Senior AR/AP Accountant*

Czech Republic

All salaries are the average gross monthly basic salary offered for a given employment contract.

SSC/BPO (continued) GL Accountant

MIN CZK

AVG CZK

MAX CZK

Junior GL Accountant

40000

45000

50000

GL Accountant

45000

57000

70000

Senior GL Accountant

50000

65000

80000

GL Team Leader

65000

80000

95000

Corporate Finance

MIN CZK

AVG CZK

MAX CZK

Cash Allocation Specialist

35000

47000

55000

Senior Cash Allocation Specialist

42000

52000

60000

Tax Accountant/Analyst

48000

60000

75000

Senior Tax/VAT Analyst

55000

75000

120000

Controller

55000

70000

90000

Senior Controller

60000

85000

110000

FP&A Manager

80000

100000

140000

Financial Manager

90000

120000

170000

Accounting Manager

80000

120000

150000

CFO/Financial Director

110000

150000

200000

Controlling Manager

90000

120000

150000

Accounting

MIN CZK

AVG CZK

MAX CZK

Junior AP/AR Accountant* (ASSOCIATE)

32000

37000

44000

AP/AR Accountant*

35000

45000

52000

Senior AP/AR Accountant*

38000

47000

55000

AP/AR Team Leader

60000

70000

80000

AP/AR Manager

70000

80000

100000

Junior GL Accountant

40000

45000

50000

GL Accountant

45000

57000

70000

Senior GL Accountant

50000

65000

80000

GL Team Leader

65000

80000

95000

Junior Billing Specialist

33000

37000

44000

Billing Specialist

34000

43000

49000

Senior Billing Specialist

38000

47000

52000

Junior Fixed Assets Specialist

40000

45000

50000

Fixed Assets Specialist

45000

53000

60000

Senior Fixed Assets Specialist

50000

63000

70000

Banking & Finance

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

Banking & Finance (continued) Financial Services

MIN CZK

AVG CZK

MAX CZK

Junior Fund Accountant

36000

39000

42000

Fund Accountant

40000

45000

50000

Senior Fund Accountant

48000

55000

70000

Junior Data Analyst

40000

50000

55000

Data Analyst

50000

65000

75000

Senior Data Analyst

60000

80000

100000

Junior Financial Analyst

45000

50000

55000

Financial Analyst

50000

65000

75000

Senior Financial Analyst

60000

80000

110000

Junior Business Analyst

45000

50000

55000

Business Analyst

50000

65000

75000

Senior Business Analyst

60000

80000

120000

Junior Project Manager

45000

50000

55000

Senior Project Manager

60000

90000

120000

Compliance Officer

55000

80000

110000

Credit Risk Analyst

50000

65000

85000

Quantitative Risk Specialist / Analyst

50000

65000

75000

Project Manager

50000

60000

80000

Engineering & Logistic

MIN CZK

AVG CZK

MAX CZK

Logistics Planner

45000

50000

55000

Sourcing Specialist

50000

65000

80000

Master Data/ Document Processing Specialist

30000

40000

45000

Manufacturing & Engineering

MIN CZK

AVG CZK

MAX CZK

Plant Manager

120000

150000

220000

Production Manager

65000

100000

150000

Project Manager

50000

70000

100000

Technical Manager

70000

95000

110000

Maintenance Manager

60000

80000

95000

Quality Manager

80000

100000

140000

Lean Manager

80000

100000

140000

Manufacturing Shift Leader

33000

45000

55000

Maintenance Engineer

43000

55000

75000

Mechanical Engineer

43000

55000

75000

Engineering & Logistic

Czech Republic

All salaries are the average gross monthly basic salary offered for a given employment contract.

Engineering & Logistic (continued) Manufacturing & Engineering (continued)

MIN CZK

AVG CZK

MAX CZK

Automation Engineer

50000

75000

100000

Electrical Engineer

50000

65000

80000

Production Engineer

40000

55000

65000

Process Engineer

50000

55000

70000

Production Planner

35000

45000

50000

Quality Engineer

45000

50000

70000

Lean Engineer

50000

55000

80000

Design Engineer

40000

50000

75000

Logistic & Purchasing

MIN CZK

AVG CZK

MAX CZK

Supply Chain Manager

80000

110000

150000

Logistics Manager

80000

110000

150000

Warehouse Manager

45000

55000

60000

Transport Manager

50000

60000

80000

Purchasing Manager

80000

90000

120000

Logistics Specialist

40000

50000

60000

Transport Coordinator

40000

45000

55000

Supply Planner

40000

45000

55000

Strategic Buyer

60000

75000

90000

Senior Buyer

50000

55000

65000

Junior Buyer

40000

45000

50000

Buyer

40000

45000

60000

Sales & Marketing

MIN CZK

AVG CZK

MAX CZK

Sales Representative

35000

50000

80000

Inside Sales Representative

35000

50000

65000

(Key) Account Manager

45000

65000

100000

Business Development Manager

50000

85000

120000

Sales Director

90000

140000

200000

Sales Manager

70000

120000

160000

Brand Manager

55000

75000

100000

Commercial Director

90000

110000

160000

Vendor Marketing

40000

55000

80000

Business Unit Manager

100000

130000

160000

Sales & Marketing

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

Sales & Marketing (continued) Marketing

MIN CZK

AVG CZK

MAX CZK

Social Media Manager

60000

80000

120000

SEM Specialist

45000

55000

70000

Digital Marketing Manager

60000

90000

130000

Head of Marketing

90000

110000

160000

Account Manager (marketing)

45000

65000

90000

Field Application Engineer

50000

70000

100000

PPC Specialist

45000

60000

80000

E-commerce Manager

60000

90000

120000

SEO Specialist

45000

55000

70000

Marketing Specialist

40000

55000

70000

Marketing Director

90000

110000

160000

Trade Marketing Manager

70000

90000

120000

Product Manager

50000

70000

95000

Copywriter

35000

45000

65000

Category Specialist

45000

75000

90000

Marketing Analyst

40000

60000

75000

Software Development

MIN CZK

AVG CZK

MAX CZK

Junior Software Developer C/C++

45000

50000

60000

Software Developer C/C++

80000

90000

100000

Senior Software Developer C/C++

100000

110000

120000

Junior Software Developer Java

50000

55000

65000

Software Developer Java

80000

90000

110000

Senior Software Developer Java

110000

120000

150000

Junior .NET Developer

45000

50000

70000

.NET Developer

80000

85000

95000

Senior .NET Developer

100000

120000

140000

Junior Python Developer

45000

50000

55000

Python Developer

75000

80000

95000

Senior Python Developer

90000

95000

110000

Junior PHP Developer

45000

50000

55000

PHP Developer

60000

70000

75000

Senior PHP Developer

80000

90000

100000

Junior Ruby on Rails Developer

55000

60000

65000

Ruby on Rails Developer

65000

75000

85000

IT and Technology

Czech Republic

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology (continued)

Software Development (continued)

MIN CZK

AVG CZK

MAX CZK

Senior Ruby on Rails Developer

90000

95000

100000

Junior Front-end Developer

55000

60000

70000

Front-end Developer

80000

90000

100000

Senior Front-end Developer

100000

115000

140000

Mobile Developer (iOS / Android)

85000

100000

130000

Solution Architect

100000

130000

150000

Team Leader Software Developer

100000

120000

140000

Software Developer Manager

100000

130000

150000

Junior Business Intelligence Developer

50000

55000

60000

Business Intelligence Developer

70000

75000

85000

Senior Business Intelligence Developer

90000

100000

130000

Test Engineer

60000

80000

100000

Test Manager

90000

100000

120000

Data Scientist

90000

100000

130000

Junior DevOps Engineer

80000

90000

100000

DevOps Engineer

120000

130000

140000

Senior DevOps Engineer

150000

180000

200000

Cloud Engineer

100000

110000

130000

Full-stack Developer

120000

130000

150000

IT Project Manager

90000

110000

130000

DBA Developer

80000

90000

110000

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology (continued) IT Technical Support

MIN CZK

AVG CZK

MAX CZK

Language group I

38000

40000

45000

Language group II, III

45000

47000

50000

Language group IV

50000

53000

55000

Language group I

50000

53000

55000

Language group II, III

55000

57000

60000

Language group IV

60000

65000

75000

Language group I

65000

70000

75000

Language group II, III

75000

78000

80000

Language group IV

80000

83000

85000

Database Administrator

80000

90000

110000

IT Service Desk Team Leader

70000

80000

90000

IT Service Desk Process Manager

75000

85000

100000

Network Engineer

80000

90000

110000

Windows Administrator

60 000

70000

90000

Linux / Unix Administrator

65000

75000

100000

Security Engineer

70000

90000

10000

Security Manager

90000

100000

130000

Security Application Engineer

70000

80000

90000

SOC Analyst

70000

80000

100000

Applications Engineer

65000

80000

90000

Identity and Access Management Engineer

60000

75000

90000

1st Line Technical Support

2nd Line Technical Support

3rd Line Technical Support

The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

Hungary The Hungarian economy significantly impacted the labour market in 2023, witnessing the highest inflation among EU countries. This led to a 10-15% decrease in real wages, prompting employees to seek higher salaries elsewhere if they did not receive a salary increase from their employer. Constrained by budget limitations, companies implemented hiring freezes and struggled to fill numerous vacancies for extended periods of time due to their inability to offer higher salaries. Optimism for 2024 includes expectations of reduced inflation, allowing companies to allocate more resources for staff salaries and recruitment. Increased labour market mobility and high wage demands In 2024 the labour market will prove challenging for both employers and workers, as high wage demands will make it difficult for employers to find suitable candidates. HR professionals will have to navigate this candidate-driven market with innovative recruitment and compensation strategies. A noticeable trend in the labour market in 2024 will be the surge in individuals contemplating job changes. This heightened mobility will reshape the job market dynamics, prompting HR professionals to focus on talent retention strategies and innovative recruitment approaches. HR's role in hiring strategies will extend to budget considerations, urging employers to weigh agency fees against potential losses from leaving positions vacant. Strategic planning and allocating fixed budgets based on anticipated demand will be crucial for success in the dynamic labour market of 2024. Remote/Hybrid work model dilemma The significance of working from home has reached new heights, with remote work becoming almost indispensable. HR departments are challenged to adapt policies and practices to accommodate this shift, striking a balance between flexibility and productivity. While there is a clear preference for remote work among employees, some companies insist on maintaining face-to-face office presence.

In 2024 HR plays a pivotal role in mediating this shift in attitudes and leveraging remote and hybrid work models as a competitive advantage in hiring. Outsourcing dynamics Hungary faces a changing landscape in outsourcing, with support services being outsourced to other countries. The cost of labour in Hungary has been on the rise, particularly when considering the inflation experienced in 2023. Previously, SSCS were attracted to Hungary due to its affordable labour force. However, with the increasing costs, businesses are now contemplating relocating their operations to other destinations where labour is more cost-effective. HR professionals must navigate these global shifts, exploring new strategies for talent acquisition and retention. IT talent shortages The IT sector faces a talent gap exacerbated by contractors. Post-inflation wage increases are observed, but the market trends are diverse, requiring agile HR strategies to attract and retain top talent. In 2024 HR professionals ought to explore outsourcing and temporary worker solutions, with Cpl services emerging as a potential ally in overcoming talent shortages during challenging economic times. Many individuals expressed interest in entering the IT sector, leading to a notable increase in people pursuing IT studies. Consequently, we now face a situation where there is an excess of junior professionals with limited experience, expecting higher salaries, and a shortage of senior IT professionals in the workforce.

Hungary

SSC will face challenges

Currently, offshore centers primarily provide basic services, but in the next 2-5 years, higher-level IT services will be in demand worldwide. With the continuously growing market, we are expected to compete against other countries that can offer cheaper labour. HR practitioners must stay vigilant and adapt strategies to the changing benefits landscape.

• • • • • •

Java Phython Javascript, C++/C# PHP Ruby

TOP 3 most in-demand languages in the SSC sector: • • •

English German French

The most desirable positions in SSC: • • •

Custumer Service Team Leader Accountant Custumer Support Representative

MOST IN DEMAND

While no significant changes are expected in benefits, Hungarian SSCs may face challenges, potentially losing ground to cheaper labour markets in other countries. As less than quarter of the Hungarian workforce speaks English, and approximately one-third of those participating in higher education have been unable to obtain their diplomas in recent years due to missing language proficiency exams. Therefore, offshore service centers in Hungary may not necessarily be seeking only IT or other professionals, useful language skills play a significant role in the recruitment process.

Most in-demand programming languages:

Anna Maljusin Country Manager Cpl Hungary

Hungary

All salaries are the average gross monthly basic salary offered for a given employment contract.

SSC/BPO Customer Service

MIN HUF

AVG HUF

MAX HUF

Language group I

500,000

550,000

600,000

Language group II

550,000

600,000

650,000

Language group III

600,000

650,000

700,000

Language group IV

650,000

715,000

780,000

Customer Service Team Leader (depending on language knowledge)

800,000

875,000

950,000

Customer Service Manager

1,000,000

1,250,000

1,500,000

Reporting

MIN HUF

AVG HUF

MAX HUF

Senior Reporting Specialist

650,000

750,000

850,000

Reporting Specialist with VBA

600,000

725,000

850,000

Accounting

MIN HUF

AVG HUF

MAX HUF

Language group I

550,000

600,000

650,000

Language group II

650,000

700,000

750,000

Language group III

675,000

725,000

775,000

Language group IV

720,000

770,000

820,000

Junior GL Accountant

550,000

600,000

650,000

GL Accountant

650,000

725,000

800,000

Senior GL Accountant

850,000

1,025,000

1,200,000

GL Team Leader

900,000

1,150,000

1,400,000

Corporate Finance

MIN HUF

AVG HUF

MAX HUF

Tax Accountant/Analyst

660,000

805,000

950,000

Senior Tax/VAT Analyst

850,000

1,050,000

1,250,000

Controller

700,000

825,000

950,000

FP&A Manager

1,100,000

1,500,000

1,900,000

Controlling Manager

1,200,000

1,450,000

1,700,000

Customer Service Representative

Customer Service Supervisor

Ap/Ar Accountant*

GL Accountant

Banking & Finance

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

Banking & Finance (continued) Accounting

MIN HUF

AVG HUF

MAX HUF

AP/AR Team Leader

750,000

925,000

1,100,000

AP/AR Manager

1,000,000

1,250,000

1,500,000

GL Accountant

600,000

775,000

950,000

GL Team Leader

900,000

1,000,000

1,100,000

Billing Specialist

450,000

565,000

680,000

Fixed Assets Specialist

580,000

690,000

800,000

Financial Services

MIN HUF

AVG HUF

MAX HUF

Fund Accountant

660,000

780,000

900,000

Data Analyst

536,000

698,000

860,000

Financial Analyst

600,000

750,000

900,000

Business Analyst

750,000

975,000

1,200,000

Engineering & Logistic

MIN HUF

AVG HUF

MAX HUF

Logistics Planner

500,000

620,000

720,000

Sourcing Specialist

500,000

620,000

720,000

Manufacturing & Engineering

MIN HUF

AVG HUF

MAX HUF

Plant Manager

2,200,000

2,900,000

3,600,000

Production Manager

1,560,000

1,800,000

2,040,000

Project Manager

960,000

1,280,000

1,600,000

Maintenance Manager

1,000,000

1,250,000

1,500,000

Quality Manager

1,000,000

1,250,000

1,500,000

Lean Manager

1,200,000

1,550,000

1,900,000

Mechanical Engineer

650,000

875,000

1,100,000

Production Engineer

780,000

940,000

1,100,000

Process Engineer

700,000

850,000

1,000,000

Production Planner

600,000

700,000

800,000

Quality Engineer

700,000

900,000

1,100,000

Engineering & Logistic

Hungary

All salaries are the average gross monthly basic salary offered for a given employment contract.

Engineering & Logistic (continued) Logistic & Purchasing

MIN HUF

AVG HUF

MAX HUF

Supply Chain Manager

1,080,000

1,320,000

1,560,000

Logistics Manager

1,080,000

1,320,000

1,560,000

Warehouse Manager

1,020,000

1,110,000

1,200,000

Purchasing Manager

1,080,000

1,320,000

1,560,000

Fleet Manager

1,080,000

1,320,000

1,560,000

Logistics specialist

540,000

690,000

840,000

Fleet specialist

500,000

600,000

700,000

Transport Coordinator

490,000

535,000

580,000

Demand Planner

600,000

720,000

840,000

Supply Planner

600,000

720,000

840,000

Strategic Buyer

660,000

780,000

900,000

Buyer

540,000

630,000

720,000

Sales & Marketing

MIN HUF

AVG HUF

MAX HUF

Sales Representative

650,000

800,000

950,000

(Key) Account Manager

750,000

1,125,000

1,500,000

Business Development Manager

1,150,000

1,525,000

1,900,000

Sales Director

1,700,000

2,100,000

2,500,000

Sales Manager

1,200,000

1,550,000

1,900,000

Marketing

MIN HUF

AVG HUF

MAX HUF

Digital Marketing Manager

1,000,000

1,150,000

1,300,000

Head of Marketing

1,500,000

1,750,000

2,000,000

Account Manager (marketing)

700,000

900,000

1,100,000

Sales & Marketing

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology Software Development

MIN HUF

AVG HUF

MAX HUF

Software Developer C/C++

860,000

1,240,000

1,620,000

Senior Software Developer C/C++

1,380,000

1,685,000

1,990,000

Junior Software Developer Java

755,000

830,000

905,000

Software Developer Java

845,000

1,072,500

1,300,000

Senior Software Developer Java

1,450,000

1,725,000

2,000,000

Junior .NET Developer

700,000

775,000

850,000

.NET Developer

900,000

1,167,500

1,435,000

Senior .NET Developer

1,250,000

1,525,000

1,800,000

Junior Python Developer

700,000

840,000

980,000

Python Developer

800,000

1,050,000

1,300,000

Senior Python Developer

1,350,000

1,650,000

1,950,000

Junior PHP Developer

700,000

775,000

850,000

PHP Developer

820,000

1,010,000

1,200,000

Senior PHP Developer

1,350,000

1,520,000

1,690,000

Ruby on Rails Developer

760,000

1,005,000

1,250,000

Senior Ruby on Rails Developer

1,500,000

1,925,000

2,350,000

Junior Front-end Developer

700,000

835,000

970,000

Front-end Developer

1,150,000

1,275,000

1,400,000

Senior Front-end Developer

1,450,000

1,625,000

1,800,000

Mobile Developer (iOS / Android)

1,100,000

1,385,000

1,670,000

Solution Architect

1,450,000

1,640,000

1,830,000

Team Leader Software Developer

1,780,000

1,990,000

2,200,000

Software Developer Manager

1,750,000

1,940,000

2,130,000

Junior Business Intelligence Developer

710,000

795,000

880,000

Business Intelligence Developer

986,000

1,108,000

1,230,000

Senior Business Intelligence Developer

1,530,000

1,640,000

1,750,000

Test Engineer

980,000

1,097,500

1,215,000

Automation Test Engineer

1,040,000

1,125,000

1,210,000

System Analyst

800,000

1,000,000

1,200,000

Data Scientist

810,000

885,000

960,000

Junior DevOps Engineer

710,000

760,000

810,000

DevOps Engineer

950,000

1,185,000

1,420,000

Senior DevOps Engineer

1,460,000

1,715,000

1,970,000

Hungary

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT Technical Support MIN HUF

AVG HUF

MAX HUF

Language group I

520,000

560,000

600,000

Language group II, III

600,000

675,000

750,000

Language group IV

680,000

740,000

800,000

Oracle Administrator

700,000

1,000,000

1,300,000

IT Service Desk Team Leader

830,000

1,115,000

1,400,000

Network Engineer

750,000

975,000

1,200,000

Windows Administrator

700,000

900,000

1,100,000

Linux / Unix Administrator

750,000

1,075,000

1,400,000

Security Engineer

1,100,000

1,240,000

1,380,000

Security Manager

1,450,000

1,775,000

2,100,000

Security Application Engineer

780,000

965,000

1,150,000

SOC Analyst

970,000

1,185,000

1,400,000

Applications Engineer

850,000

1,115,000

1,380,000

Identity and Access Management Engineer

800,000

1,100,000

1,400,000

MSSQL Database Administrator

670,000

895,000

1,120,000

DBA Developer

760,000

970,000

1,180,000

1st Line Technical Support

The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

Poland

CEE Salary Guide 2024

The average unemployment rate in Poland in 2023 was approximately 5% (data according to the Central Statistical Office). This is a result that could suggest that the labour market is more favourable to employees than to employers. Nevertheless, the recession and economic stagnation caused many employers to introduce structural changes in their organizations and a large number of employees looking for work appeared on the market. We are entering 2024 feeling the experiences of the previous year, and while it is difficult to say clearly whether it will be the year of the employer or the employee, one thing is certain - we live in times of transformation and change, and these are the words that should define 2024 in the labour market. Quick adaptation to changes and planned crisis management will be the key to success for companies and their managers. Flattening wages The challenges that Polish employers will have to face at the beginning of 2024 include the planned increase in the minimum wage. Two increases are planned: from January 1, 2024 (the lowest salary will be PLN 4,242 gross) and from July (then it will increase to PLN 4,300 gross). The increase is significant, which means that labour costs will increase significantly. Companies that will not be able to afford sufficiently high wage increases for employees earning above the minimum wage will deepen the problem of flattening wages. This phenomenon is being talked about more and more often because and is extremely dangerous for the entire labour market. Specialists and highly qualified employees want to feel that they are adequately remunerated, and when they do not have such a feeling, they are more inclined to look for better pay conditions in another company. We can also expect a drop in productivity due to unsatisfactory levels of remuneration. Furthermore, we are observing an increasingly blurring difference between manager salaries and highly qualified specialists, which will continue in 2024 and will cause major changes in the labour market in the following years.

Poland At Cpl, observe trends emerging on the At Cpl, we we observe trends emerging on the market related to greater demand for IT market related to greater demand for IT specialists in the of Machine Learning specialists in the areaarea of Machine Learning like year, last year, in 2024 the most desired JustJust like last in 2024 the most desired by by Engineer, Data Scientist, AI Architect, Data Scientist, AI Architect, AI AI candidates in labour the labour market will be: still stability, be: stability, Engineer, candidates in the market will still Researcher, AI Engineer, DevOps Engineer AI Engineer, DevOps Engineer good remuneration flexible forms of work. Researcher, good remuneration andand flexible forms of work. related to In AI.turn, In turn, SSC/BPO sector related to AI. the the SSC/BPO sector hashas A rarity among our clients' job offers are those A rarity among our clients' job offers are those requiring the office the most requiring workwork onlyonly fromfrom the office - the- most already partially used AI-based solutions already partially used AI-based solutions to to desirable model is working still working in so-called the so-called desirable model is still in the automate simplest work related automate the the simplest work related to to hybrid model. trend poses a challenge hybrid model. ThisThis trend poses a challenge to to customer service, However, in the customer service, etc.etc. However, in the employers to remotely building an effective employers to remotely building an effective coming years, industry coming years, thisthis industry willwill be be organizational culture adapting organizational culture andand adapting the the revolutionized, which result in the revolutionized, which willwill result in the recruitment strategy to flexible work models. recruitment strategy to flexible work models. elimination of some positions, their of some positions, their In 2024, there willno beneed no need to convince candidateselimination In 2024, there will be to convince candidates to participate in recruitment the recruitment process. It be will be replacement to participate in the process. It will replacement byand AI and creation by AI the the creation of of more difficult to complete a process more difficult to complete suchsuch a process completely roles in the organization. completely newnew roles in the organization. ” ” Financial non-financial expectations Financial andand non-financial expectations of of candidates candidates

successfully the talent in the successfully and and thenthen keepkeep the talent in the organization for years to come. organization for years to come. AndAnd here,here, non-financial issues come to fore, the fore, candidatesA new non-financial issues come to the and and candidates A new force on the labour market force on the labour market equally attention to them. In response pay pay equally closeclose attention to them. In response to to the challenges of modern the modern world, we are the challenges of the world, we are Artificial intelligence has taken the labour market Artificial intelligence has taken the labour market by by observing a growing interest in non-financial aspectsstorm, observing a growing interest in non-financial aspects storm, we already know it is here to stay. and and we already know thatthat it is here to stay. We We of companies' operations, which translates of companies' operations, which translates intointo will certainly observe of new areas of work emerging, will certainly observe of new areas of work emerging, increased activity of companies in areas increased activity of companies in areas suchsuch as as including including positions related to artificial positions and and skillsskills related to artificial DE&I. In 2024, in context the context of sustainable intelligence. ESGESG andand DE&I. In 2024, in the of sustainable intelligence. According to latest the latest Cpl Poland According to the Cpl Poland development, companies will more actively consider report development, companies will more actively consider report titled: "AI and labour market in Poland", titled: "AI and the the labour market in Poland", issues related to environmental protection, social issues related to environmental protection, social almost of surveyed employees almost 57%57% of surveyed employees andand 70%70% of of responsibility compliance the principles responsibility and and compliance withwith the principles company representatives estimate company representatives estimate thatthat the the of good governance. Organizations will emphasize introduction of good governance. Organizations will emphasize introduction of artificial intelligence of artificial intelligence (AI) (AI) the importance of diversity inclusion in the the importance of diversity and and inclusion in the solutions a beneficial impact on the solutions will will havehave a beneficial impact on the workplace, which will impact the company's workplace, which will impact the company's area/industry in which work. area/industry in which theythey work. recruitment retention strategy. Taking recruitment and and retention strategy. Taking carecare of of The The development is already causing development of AIofisAI already causing newnew skillsskills these elements will attract candidates for whom these elements will attract candidates for whom to appear in candidates' job positions to appear in candidates' CVs CVs and and newnew job positions in in social values are particularly important, social values are particularly important, e.g. e.g. companies. In fact, there is probably no industry companies. In fact, there is probably no industry thatthat Generation Generation Z. Z. not feel the presence of artificial intelligence doesdoes not feel the presence of artificial intelligence - a greater or lesser extent. Of course, there will still to a to greater or lesser extent. Of course, there will still be areas of human activity, as empathy be areas of human activity, suchsuch as empathy or or critical thinking, in which artificial intelligence critical thinking, in which artificial intelligence will will never replace humans. keythe to success the success of any never replace humans. The The key to of any organization willthe be combination the combination of human organization will be of human potential AI technology for further potential and and AI technology for further development. development.

Poland

Education training Education andand training The most difficult positions to obtain in Engineering: • • • • • •

Electrical Engineer Electromechanics Engineer Chemistry Engineer Biotechnology Engineer Pharmaceutical Engineer Machine Operator (and CNC) Engineer

TOP 4 most in-demand roles in Finance: • • • • •

Cash Collection Specialist Finance & Accounting Systems Support Specialist Project Manager Controlling Specialist Chief accountant

TOP 4 most in-demand languages in SSC/BPO sector: • • • •

MOST IN DEMAND

In times of dynamic changes, words In times of dynamic changes, words suchsuch as as "upskilling" "reskilling" should become a habit "upskilling" and and "reskilling" should become a habit become our everyday life. Investments in the and and become our everyday life. Investments in the development of employees’ skills be key development of employees’ skills will will be key to to maintaining company's competitiveness maintaining the the company's competitiveness - business personal. Training programs bothboth business andand personal. Training programs related to,example, for example, technologies, AI and related to, for newnew technologies, AI and will help employees adapt to the soft soft skillsskills will help employees adapt to the changing requirements of labour the labour market. changing requirements of the market. Training education willabe a solution not only Training and and education will be solution not only to shortage the shortage of employees specific skills, to the of employees withwith specific skills, but above to securing positions but above all toallsecuring positions that,that, due due to AIto AI support, willreduced be reduced in coming the coming future. support, will be in the future. Employers should verify plans in this Employers should verify theirtheir plans in this areaarea and and competencies as soon as possible, to offer theirtheir competencies as soon as possible, to offer employees the opportunity to acquire theirtheir employees the opportunity to acquire newnew or even retrain as quickly as possible, skillsskills or even retrain as quickly as possible, and and increase the competitiveness of companies thusthus increase the competitiveness of companies on on the labour market. should be followed the labour market. ThisThis should be followed by by modern talent management methods flexible modern talent management methods and and flexible career development paths. career development paths.

German French Dutch Italian

Katarzyna Piotrowska Country Manager Cpl Poland

Poland

All salaries are the average gross monthly basic salary offered for a given employment contract.

SSC/BPO Customer Service

MIN PLN

AVG PLN

MAX PLN

Language group I

5000

5300

5600

Language group II

6300

6800

7300

Language group III

7000

7500

8000

Language group IV

7700

8200

8700

Language group I

6000

6750

7500

Language group II

7300

7900

8500

Language group III

8000

8650

9300

Language group IV

8700

9350

10000

Language group I

7500

8000

8500

Language group II

8500

9000

9500

Language group III

9300

10000

10700

Language group IV

10000

11000

12000

Customer Service Team Leader (depending on language knowledge)

12000

13000

14000

Customer Service Manager

16000

17000

18000

Reporting

MIN PLN

AVG PLN

MAX PLN

Junior Reporting Specialist

6300

7650

9000

Senior Reporting Specialist

8300

10300

12300

Reporting Specialist with VBA

8700

10850

13000

MIN PLN

AVG PLN

MAX PLN

Language group I

5000

5300

5600

Language group II

6300

6800

7300

Language group III

7000

7500

8000

Language group IV

7700

8200

8700

Language group I

6500

7250

8000

Language group II

7700

8350

9000

Language group III

8000

8750

9500

Language group IV

8700

9350

10000

Language group I

9000

10000

11000

Language group II

9500

10500

11500

Language group III

10000

11000

12000

Language group IV

11200

11950

12700

AP/AR Team Leader

13500

14750

16000

AP/AR Manager

17500

18500

19500

Junior Customer Service Representative

Customer Service Representative

Senior Customer Service Representative

Customer Service Supervisor

Accounting Junior Ap/Ar Accountant* (ASSOCIATE)

Ap/Ar Accountant*

Senior AR/AP Accountant*

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

SSC/BPO (continued) GL Accountant

MIN PLN

AVG PLN

MAX PLN

Junior GL Accountant

6500

7600

8700

GL Accountant

9000

10500

12000

Senior GL Accountant

12000

13250

14500

GL Team Leader

15000

16500

18000

Corporate Finance

MIN PLN

AVG PLN

MAX PLN

CFO

35000

47500

60000

Finance Director

25000

32500

40000

Finance Manager

20000

25000

30000

Controlling Manager

18500

22250

26000

Senior Controller

12000

14250

16500

Controller

10000

11000

12000

Chief Accountant

17000

23500

30000

Independent Accountant

12000

14000

16000

Accountant

8000

10000

12000

Tax Managr

20000

27500

35000

Tax Accountant/Analyst

8500

9500

10500

Senior Tax/VAT Analyst

11000

12250

13500

Cash Allocation Specialist

6000

6500

7000

Senior Cash Allocation Specialist

7500

8250

9000

Credit Risk Director

20000

27500

35000

Credit Risk Manager

15000

20000

25000

KYC / AML Analyst

8000

11500

15000

Compliance Officer

8000

9500

11000

Fund Accounting Manager

14000

16500

19000

Junior Fund Accountant

5000

6500

8700

Fund Accountant

6500

8500

10000

Senior Fund Accountant

9000

11000

12700

Junior Data Analyst

6500

8000

10000

Data Analyst

11000

13500

16000

Senior Data Analyst

16000

18000

20000

Junior Financial Analyst

6000

8000

10000

Financial Analyst

10000

12000

14000

Banking & Finance

Poland

All salaries are the average gross monthly basic salary offered for a given employment contract.

Banking & Finance (continued) Corporate Finance

MIN PLN

AVG PLN

MAX PLN

Senior Financial Analyst

14000

16500

18000

Junior Business Analyst

6500

8000

10000

Business Analyst

10000

12000

14000

Senior Business Analyst

14000

16500

18000

Junior Project Manager

7500

8500

10000

Project Manager

10500

12000

14500

Senior Project Manager

14000

17000

19500

Credit Risk Analyst

11000

14000

17000

Quantitative Risk Specialist / Analyst

11000

17000

23000

MIN PLN

AVG PLN

MAX PLN

HR Director

24000

32000

40000

HR Manager

16000

21000

26000

Talent Acquisition Manager

13000

15500

18000

Payroll Manager

14000

17000

20000

Learning and Development Manager

13000

16000

19000

HR Business Partner

12000

14000

16000

HR Generalist

9000

11000

13000

Talent Acquisition Specialist

8000

10000

12000

Payroll Specialist

8000

10500

13000

Compensation & Benefit Specialist

8500

10750

13000

Learning and Development Specialist

7500

10000

12500

Internal Trainer

8000

10500

13000

Recruitment Specialist

6500

8250

10000

Manufacturing & Engineering

MIN PLN

AVG PLN

MAX PLN

Plant Manager

22000

38500

4500

Production Manager

14500

23750

33000

Project Manager

13500

19750

26000

Technical Manager

11000

15500

20000

Maintenance Manager

12000

17000

22000

Quality Manager

14500

21000

27500

Lean Manager

14500

21000

27500

Manufacturing Shift Leader

9000

11750

14500

Maintenance Engineer

8000

10250

12500

Engineering & Logistic

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

Engineering & Logistic (continued) Manufacturing & Engineering

MIN PLN

AVG PLN

MAX PLN

Mechanical Engineer

8000

10500

13000

Automation Engineer

9000

11250

13500

Electrical Engineer

7500

9750

12000

Electromechanics

8000

10000

12000

Quality Engineer

8500

12000

15500

Lean Engineer

8000

11500

15000

Process Engineer

8000

10500

13000

Production Engineer

7000

9500

12000

Production Planner

8000

10500

13000

Machine Operator (CNC) Engineer

6000

8000

10000

MIN PLN

AVG PLN

MAX PLN

Logistics Planner

8500

10750

13000

Design Engineer

8500

11250

14000

Supply Chain Manager

20000

27500

35000

Logistics Manager

13000

17500

22000

Warehouse Manager

11000

14250

17500

Transport Manager

11000

14250

17500

Purchasing Manager

14000

19250

24500

Logistics specialist

7500

9750

12000

Transport Coordinator

7000

9000

11000

Demand Planner

9500

12500

15500

Supply Planner

8500

11250

14000

Strategic Buyer

12000

15000

18000

Science & Engineering

MIN PLN

AVG PLN

MAX PLN

Chemistry Engineer

8000

9000

10000

Biotechnology Engineer

9000

12000

15000

Pharmaceutical Engineer

8500

11250

14000

Logistic & Purchasing

Poland

All salaries are the average gross monthly basic salary offered for a given employment contract.

Sales & Marketing Sales

MIN PLN

AVG PLN

MAX PLN

Sales Director

20000

26500

33000

Commercial Director

20000

25500

31000

Sales Manager

15000

18000

21000

Business Development Manager

13000

15500

18000

(Key) Account Manager

10000

14000

18000

Sales Representative

5500

6500

7500

Inside Sales Representative

5700

6750

7800

Marketing

MIN PLN

AVG PLN

MAX PLN

Head of Marketing

13500

21750

30000

Marketing Director

13500

21750

30000

Digital Marketing Manager

13000

15500

18000

E-commerce Manager

13000

17000

21000

Account Manager (marketing)

7000

9500

12000

Social Media Manager

10000

13500

17000

Brand Manager

10000

13500

17000

Product Manager

9000

12000

15000

SEM Specialist

8000

10000

12000

Field Application Engineer

6000

7000

8000

SEM Specialist

9000

11500

13000

SEO Specialist

8000

10000

12000

Marketing Specialist

6500

8000

9500

Software Development

MIN PLN

AVG PLN

MAX PLN

IT Director

35000

40000

45000

Software Development Manager

30000

33000

36000

Team Lead Software Developer

24000

27000

30000

Junior Software Developer C/C++

9000

11500

14000

Software Developer C/C++

14000

17500

21000

Senior Software Developer C/C++

21000

24000

27000

Junior Software Developer Java

10000

12500

15000

Software Developer Java

15000

18500

22000

Senior Software Developer Java

22000

26000

30000

Junior .NET Developer

8000

11000

14000

.NET Developer

13000

16000

19000

IT and Technology

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology (continued) Software Development

MIN PLN

AVG PLN

MAX PLN

Senior .NET Developer

19000

22500

26000

Junior Python Developer

9000

11500

14000

Python Developer

14000

17000

20000

Senior Python Developer

20000

22500

25000

Junior PHP Developer

7000

8500

10000

PHP Developer

10000

13000

16000

Senior PHP Developer

16000

17500

19000

Junior Ruby on Rails Developer

8000

11000

14000

Ruby on Rails Developer

14000

17500

21000

Senior Ruby on Rails Developer

21000

24000

27000

Junior Angular Developer

7000

8500

10000

Angular Developer

10000

14000

18000

Senior AngularDeveloper

18000

21000

24000

Junior React Developer

8000

10500

13000

React Developer

13000

16000

19000

Senior React Developer

19000

22000

25000

Junior Node.js Developer

9000

11000

13000

Node.js Developer

13000

16000

19000

Senior Node.js Developer

19000

22500

26000

Junior React Native

7000

10000

13000

Mid React Native

13000

15500

18000

Senior React Native

18000

21500

25000

Mobile Developer (iOS / Android)*

14000

16500

19000

Junior Manual Tester

6000

7000

8000

Manual Tester

8000

10500

13000

Senior Manual Tester

13000

14000

15000

Junior Automation Test Engineer

10000

11000

12000

Automation Test Engineer

12000

14000

16000

Senior Automation Test Engineer

16000

17500

19000

Test Manager

23000

25500

28000

Software Architect

24000

27500

31000

System Analyst

14000

16000

18000

Experience in IT: junior: 1-2 years; regular: 3-5 years; senior: 6+ years

Poland

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology (continued) Software Development

MIN PLN

AVG PLN

MAX PLN

Business Analyst

13000

15000

17000

IT Project Manager

13000

16500

20000

IT Product Owner

17000

20000

23000

Scrum Master

14000

17500

21000

UX/UI Designer

16000

18500

21000

IT Technical Support

MIN PLN

AVG PLN

MAX PLN

Language group I

5500

6500

7500

Language group II, III

8000

10000

12000

Language group IV

10000

11500

13000

Language group I

8000

10000

12000

Language group II, III

11000

12500

14000

Language group IV

13000

14500

16000

Language group I

12000

15000

18000

Language group II, III

14000

16000

18000

Language group IV

16000

17500

19000

IT Service Desk Team Leader

15000

17000

19000

IT Service Desk Manager

19000

22000

26000

Administration

MIN PLN

AVG PLN

MAX PLN

Network Administrator

16500

19000

23000

Windows Administrator

15500

18000

21000

Linux / Unix Administrator

15500

18000

21000

Applications Administrator

13000

17500

22500

Database

MIN PLN

AVG PLN

MAX PLN

Oracle Administrator

16200

19000

21500

MSSQL Database Administrator

16500

19000

22000

Database Developer

16000

18000

21000

Business Intelligence

MIN PLN

AVG PLN

MAX PLN

Junior Business Intelligence Developer

12000

13000

14000

Business Intelligence Developer

14000

16000

18000

Senior Business Intelligence Developer

18000

21000

24000

Big Data Engineer

22000

27500

33000

RPA Developer

16000

19000

22000

1st Line Technical Support

2nd Line Technical Support

3rd Line Technical Support

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

Cloud Computing

MIN PLN

AVG PLN

MAX PLN

Junior DevOps Engineer

14000

16000

18000

DevOps Engineer

18000

21000

24000

Senior DevOps Engineer

24000

27000

30000

Cloud Engineer

22000

25000

28000

Cloud Architect

28000

32000

36000

IT Security

MIN PLN

AVG PLN

MAX PLN

Identity and Access Management Engineer

19000

23000

30000

SOC Analyst

14000

18000

22000

Security Application Engineer

16500

21000

24000

Security Engineer

16500

21000

24000

Security Manager

24000

34000

35000

SAP

MIN PLN

AVG PLN

MAX PLN

SAP Implementation Consultant

22000

23500

25000

SAP Support Specialist

17000

18500

20000

SAP ABAP Developer

21000

23000

25000

Artificial Intelligence

MIN PLN

AVG PLN

MAX PLN

Data Scientist

19000

23500

28000

Machine Learning Engineer

18000

20500

23000

AI Engineer

22000

25000

28000

AI Architect

25000

28500

32000

AI Prompt Enigneer

14000

19000

24000

The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

Slovakia

After a very weak growth in the year 2023, we can expect growth to pick up slightly in 2024 thanks to the strong Slovak labour market and continued decline in inflation. Investments are set to continue to increase, and debt and deficits are expected to continue to decline, at a more modest pace. In 2024, it is expected that, with a steady labour market coupled with increased external demand, private consumption will increase. Low unemployment rates are expected to drive private consumption and thus economic growth in years to come. Challenges in the Slovak labor market According to the experts of Cpl, a recruitment company present on the Slovak labor market for over 18 years, three main challenges that the Slovak labour market will face today have been identified. The first challenge lies in a lengthy administrative process, particularly for roles that do not offer attractive financial incentives for Slovaks. The logical step in 2024 would be to recruit workers from abroad. However, when considering citizens of the European Union whose employment conditions are fundamentally similar to those in Slovakia, Slovak companies face difficulties competing with other member states. It is both in terms of wage amounts and employee benefits. Inadequately established regulations also obstruct broader recruitment of candidates from non-EU countries. The second challenge for 2024 focuses on insufficient or inadequate qualifications of job applicants. Low financial rewards are not the sole obstacle in filling job positions with local individuals. Companies also frequently encounter issues with inadequate or unsuitable qualifications. The third challenge revolves around a negative trend where numerous employees fear changing jobs. Consequently, they stay in their jobs even if their current position does not fulfill them or if they are dissatisfied with their performance evaluation.

The future lies in diversity and strong interpersonal skills In 2024, we should strive to eliminate inequality and prejudice. Companies should aim to create teams that reflect the diversity of the company. And not only from a moral point of view but also because diverse teams tend to be more creative and effective. Jobs should be open to everyone, regardless of gender, religion, or orientation. HR departments always play a significant role in creating team and company culture. Employers should place greater emphasis on aligning company values and culture with those of their employees. They should look for candidates who are not only qualified but also share the same or similar values and visions of the company. This will bring better employee engagement and loyalty. This will also at least partially prevent a high turnover of employees. Furthermore, in 2024 the skills related to interpersonal relationships, communication and emotional intelligence will be increasingly important in the future. Although hard skills will still be important, soft skills can be a decisive factor in selecting suitable candidates. Companies will look for people capable of effective collaboration, conflict resolution, and effective communication, among other qualities. Stability and flexible work model In this volatile period, many candidates prefer certainty. However, the number of job vacancies suggests that there is currently no reason for such fears. The lack of workers is not uniform across all areas of the economy or our country, so a greater willingness to change could lead to increased satisfaction for both employees and employers.

Slovakia In 2024, working from home and hybrid work models are expected to become more common. This expected flexibility will make organizations more attractive as places to work. Consequently, employers will need to demonstrate flexibility and openness towards employees interested in working remotely or in different locations. Companies capable of swiftly responding to these evolving trends will find themselves in a far superior position compared to those slow to adapt.

As a result of a strong industrial tradition and long-lasting focus on technical skills, the automotive industry, and related sectors such as machinery or electronics production have currently a dominant position in the Slovak economy. In addition to these well-established industries, emerging economic sectors, such as ICT and shared service centers, are increasingly gaining significance. All these sectors are constantly evolving to remain competitive in the global environment. In 2024 Research and Development (R&D) can be considered as an accelerator of future success in all abovementioned industries. Each Slovak region has a diverse set of comparative advantages, which can be a key to successful implementation of an investor's project. Therefore, we can expect a significant volume of investments until 2029, especially in the Slovak construction sector. It will be funded from the Recovery Plan and the new program period of the European funds. The Recovery and Resilience Plan realizes a large part of its investments through projects for the construction and restoration of buildings and infrastructure.

• • • • • • • •

DevOps Engineer Programmer/Developer Data Engineer IT Architect Database Administrator IT Consultant Technical Support IT Tester

What are the most in-demand programming languages? • • • •

Java Python SQL JavaScript

What are the most desirable roles in the SSC sector? • • • • • •

Accounting and Finance Support Roles Customer Operation Roles IT Support Roles Purchasing Specialists Data Analysts and Data Engineers Programmers/Developers

MOST IN DEMAND

Slovak business focused on development and diversification

What are the most desirable roles in IT?

What are the most in-demand languages in the SSC sector? • • • • • •

English German French Spanish Italian Polish

Pavol Nagy CEE Finance Director Cpl & Covalen

Slovakia

All salaries are the average gross monthly basic salary offered for a given employment contract.

SSC/BPO Customer Service

MIN EUR

AVG EUR

MAX EUR

Language group I

1050

1125

1200

Language group II

1150

1225

1300

Language group III

1300

1350

1400

Language group IV

1350

1425

1500

Language group I

1200

1250

1300

Language group II

1250

1325

1400

Language group III

1350

1425

1500

Language group IV

1400

1500

1600

Language group I

1300

1350

1400

Language group II

1350

1425

1500

Language group III

1450

1525

1600

Language group IV

1500

1600

1700

Customer Service Team Leader (depending on language knowledge)

1600

1900

2200

Customer Service Manager

1900

2350

2800

MIN EUR

AVG EUR

MAX EUR

Junior Reporting Specialist

1400

1450

1500

Senior Reporting Specialist

1700

1950

2200

Senior Reporting Specialist (VBA, Power BI)

2300

2900

3500

MIN EUR

AVG EUR

MAX EUR

Language group I

1200

1250

1300

Language group II

1300

1350

1400

Language group III

1400

1450

1500

Language group IV

1500

1550

1600

Language group I

1300

1400

1500

Language group II

1400

1450

1500

Language group III

1500

1600

1700

Language group IV

1600

1700

1800

Language group I

1500

1600

1700

Language group II

1600

1700

1800

Language group III

1700

1750

1800

Language group IV

1800

1900

2000

AP/AR Team Leader

1900

2200

2500

AP/AR Manager

2100

2550

3000

Junior Customer Service Representative

Customer Service Representative

Senior Customer Service Representative

Customer Service Supervisor

Reporting

Accounting Junior Ap/Ar Accountant* (ASSOCIATE)

Ap/Ar Accountant*

Senior AR/AP Accountant*

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

SSC/BPO (continued) GL Accountant

MIN EUR

AVG EUR

MAX EUR

Junior GL Accountant

1450

1525

1600

GL Accountant

1600

1700

1800

Senior GL Accountant

1800

2000

2200

GL Team Leader

2000

2250

2500

MIN EUR

AVG EUR

MAX EUR

Cash Allocation Specialist

1200

1350

1500

Senior Cash Allocation Specialist

1500

1650

1800

Tax Accountant/Analyst

1500

1850

2200

Senior Tax/VAT Analyst

2000

2500

3000

Controller

1500

1850

2200

Senior Controller

2200

2600

3000

FP&A Manager

2500

3000

3500

Controlling Manager

2600

3200

3800

MIN EUR

AVG EUR

MAX EUR

Junior Ap/Ar Accountant* (ASSOCIATE)

1000

1175

1350

Ap/Ar Accountant*

1300

1450

1600

Senior AR/AP Accountant*

1500

1750

2000

AP/AR Team Leader

1800

2100

2400

AP/AR Manager

2000

2400

2800

Junior GL Accountant

1100

1250

1400

GL Accountant

1300

1550

1800

Senior GL Accountant

1700

1950

2200

GL Team Leader

2000

2250

2500

Junior Billing Specialist

1000

1175

1350

Billing Specialist

1300

1450

1600

Senior Billing Specialist

1500

1750

2000

Junior Fixed Assets Specialist

1300

1400

1500

Fixed Assets Specialist

1600

1900

2200

Senior Fixed Assets Specialist

1800

2300

2800

Banking & Finance Corporate Finance

Accounting

Slovakia

All salaries are the average gross monthly basic salary offered for a given employment contract.

Banking & Finance (continued) Financial Services

MIN EUR

AVG EUR

MAX EUR

Junior Fund Accountant

1300

1400

1500

Fund Accountant

1600

1900

2200

Senior Fund Accountant

1800

2300

2800

Junior Data Analyst

1300

1450

1600

Data Analyst

1600

1900

2200

Senior Data Analyst

2000

2500

3000

Junior Financial Analyst

1300

1450

1600

Financial Analyst

1600

1900

2200

Senior Financial Analyst

2000

2500

3000

Junior Business Analyst

1300

1450

1600

Business Analyst

1600

1900

2200

Senior Business Analyst

2000

2500

3000

Junior Project Manager

1500

1750

2000

Senior Project Manager

2000

2500

3000

Compliance Specialist

2500

3000

3500

Credit Risk Specialist

2000

2400

2800

Sales & Marketing

MIN EUR

AVG EUR

MAX EUR

Sales Representative

1100

1400

1700

Inside Sales Representative

1200

1500

1800

(Key) Account Manager

1500

1900

2300

Business Development Manager

1600

2050

2500

Sales Director

1900

2600

3300

Sales Manager

1300

2100

2900

Marketing

MIN EUR

AVG EUR

MAX EUR

Social Media Manager

1600

2050

2500

Digital Marketing Manager

2000

2500

3000

Account Manager (marketing)

1500

1750

2000

E-commerce Manager

2000

2500

3000

Marketing Specialist

1300

1550

1800

Sales & Marketing

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

Sales & Marketing (Continued) Marketing (Continued)

MIN EUR

AVG EUR

MAX EUR

Marketing Director

2800

3650

4500

Copywriter

1300

1550

1800

Category Specialist

1500

1850

2200

Marketing analyst (Power BI, VBA)

2200

2850

3500

MIN EUR

AVG EUR

MAX EUR

Logistics Planner

2000

2500

Contract Specialist

1500

1750

2000

Sourcing Specialist

1500

1750

2000

Master Data/ Document Processing Specialist

1800

2150

2500

MIN EUR

AVG EUR

MAX EUR

Plant Manager

2000

4500

7000

Production Manager

1400

2625

3850

Project Manager

1600

2550

3500

Technical Manager

2500

3500

4500

Maintenance Manager

1800

2000

2200

Quality Manager

1400

2650

3900

Lean Manager

2500

3000

3500

Manufacturing Shift Leader

2100

2300

2500

Maintenance Engineer

1600

2050

2500

Mechanical Engineer

2200

2500

2800

Automation Engineer

1400

2550

3700

Electrical Engineer

1400

1725

2050

Production Engineer

1500

2000

2500

Process Engineer

1500

2000

2500

Production Planner

2000

2300

2600

Quality Engineer

1400

1900

2400

Lean Engineer

2500

3000

3500

Design Engineer

1600

1900

2200

Engineering Engineering & Logistic

Manufacturing & Engineering

Slovakia

All salaries are the average gross monthly basic salary offered for a given employment contract.

Engineering (Continued) Logistic & Purchasing

MIN EUR

AVG EUR

MAX EUR

Supply Chain Manager

1800

2300

2800

Logistics Manager

2500

3500

4500

Warehouse Manager

1500

2000

2500

Purchasing Manager

2500

2850

3200

Logistics specialist

1300

1650

2000

Transport Coordinator

1300

1650

2000

Demand Planner

1600

1900

2200

Supply Chain Planner

1600

1900

2200

Strategic Buyer

2200

2500

2800

Senior Buyer

1500

1850

2200

Junior Buyer

1100

1300

1500

MIN EUR

AVG EUR

MAX EUR

Junior Software Developer C/C++

1800

2000

2200

Software Developer C/C++

2400

2600

2800

Senior Software Developer C/C++

2900

3150

3400

Junior Software Developer Java

1900

2150

2400

Software Developer Java

2300

2900

3500

Senior Software Developer Java

3500

4750

6000

Junior .NET Developer

1600

1800

2000

.NET Developer

2000

2500

3000

Senior .NET Developer

2800

3300

3800

Junior Python Developer

1600

1800

2000

Python Developer

2000

2500

3000

Senior Python Developer

2600

3100

3600

Junior PHP Developer

1600

1850

2100

PHP Developer

2200

2600

3000

Senior PHP Developer

2800

3150

3500

Junior Ruby on Rails Developer

2000

2250

2500

Ruby on Rails Developer

2500

2750

3000

Senior Ruby on Rails Developer

3000

3250

3500

IT and Technology Software Development

CEE Salary Guide 2024

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology (continued) Software Development (continued)

MIN EUR

AVG EUR

MAX EUR

Junior Front-end Developer

1600

1800

2000

Front-end Developer

2000

2400

2800

Senior Front-end Developer

2600

3100

3600

Full-stack Developer

2000

3500

5000

Mobile Developer (iOS / Android)

2500

3500

4500

Cloud Engineer

2100

3400

4700

Solution Architect

2850

3825

4800

Team Leader Software Developer

2500

4450

6400

Software Developer Manager

2700

3600

4500

Test Engineer

1800

2300

2800

Automation Test Engineer

2000

2750

3500

Test Manager

2300

3250

4200

Junior Business Intelligence Developer

1700

1850

2000

Business Intelligence Developer

2000

2400

2800

Senior Business Intelligence Developer

2500

3000

3500

System Analyst

2000

2750

3500

Data Scientist

2500

3450

4400

Junior DevOps Engineer

1800

2050

2300

DevOps Engineer

2200

2600

3000

Senior DevOps Engineer

3000

4000

5000

IT Project Manager

2200

3350

4500

IT Technical Support

MIN EUR

AVG EUR

MAX EUR

1st Line Technical Support

1400

1700

2000

2nd Line Technical Support

1700

1950

2200

3rd Line Technical Support

2200

2500

2800

IT Service Desk Team Leader

2200

2600

3000

IT Service Desk Process Manager

2200

2850

3500

Applications Engineer

2000

2750

3500

Identity and Access Management Engineer

1700

2300

2900

Cyber Security

MIN EUR

AVG EUR

MAX EUR

Security Engineer

2500

3350

4200

Security Manager

2800

3900

5000

SOC Analyst

2000

2600

3200

Experience in IT: junior: 0-2 years; regular: 3-5 years; senior: 6+ years

Slovakia

All salaries are the average gross monthly basic salary offered for a given employment contract.

IT and Technology (continued) Network & System Administration

MIN EUR

AVG EUR

MAX EUR

Network Engineer

2000

2750

3500

Oracle Administrator

2400

3300

4200

Windows Administrator

2000

2800

3600

Linux / Unix Administrator

1900

2700

3500

MSSQL Database Administrator

2000

2825

3650

MIN EUR

AVG EUR

MAX EUR

1950

2725

3500

Database development DBA Developer

The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

CEE Salary Guide 2024

Key Insights and HR Trends

Importance of Sustainability in Business The scientific evidence is unquestionable: climate change is the single greatest challenge our planet faces today. The consequences of climate change include rising sea levels, biodiversity loss, extreme weather events, famine, and mass migration. Our best solution is a dramatic global reduction of emissions and the transition to a fully NetZero world. So, there is no question, a sustainable approach in Business is a necessity. Forward-thinking companies recognize that “going green” can give them significant advantages from many angles – from customers seeking sustainable products to compliance with EU regulation, from attracting new talents among the Generation Z to driving engagement and retention of current employees. “As per 2023 SEC Newgate report on ESG perception in Poland, although the awareness of ESG goals in Poland is still rather low (36% respondents), it was one of the most significant awareness increases (by 7%) year to year. What’s more 73% of people in Poland think it is important for companies to take an action on ESG issues, which shows that it will become more and more popular topic. Also, with the EU Directive coming into force as of 2024/2025 depending on the size of the business, the interest in the topic grows..” Sylwia Strzeboński - Gancarczyk HR Lead Cpl Poland Poland Report 2023 - Reports - ESG Monitor | SEC Newgate Business needs to act Regardless of company size or industry, there are some common strategic actions to take, from calculating your current carbon footprint to establish a baseline, setting targets to become NetZero, putting forward action plans to align company business strategies with sustainability targets. This is a long-term, complex, and ongoing process, but there are some steps each company can take straight away. 48

Corporate Sustainability Reporting Directive (CSRD) - what is it? The Corporate Sustainability Reporting Directive (CSRD) is EU legislation that has arisen from the European Union Green Deal’s climate action objectives. The main goal is to ensure consistent and comparable reporting of ESG performance. That is why all companies under CSRD are required to follow the directive’s reporting standards, also known as the European Sustainability Reporting Standards (ESRS). The CSRD is expected to affect up to 50,000 entities that are not currently required to report on ESG activities under the EU’s Non-Financial Reporting Directive (NFRD). The main objectives of the CSRD are: • • •

Standardization Transparency Alignment with Other Regulations

Importance of Sustainability in Business It is important to prioritise reducing your carbon footprint before purchasing carbon offsets. Unfortunately there has been a rise in green-washing in this area so these offsetting schemes should always be a last resort for carbon that cannot be reduced or avoided. According to a Guardian article from September 2023, titled “Revealed: top carbon offset projects may not cut planet-heating emissions” the benefits of offsetting are close to zero, stating that the “Majority of offset projects that have sold the most carbon credits are ‘likely junk’, according to an analysis by Corporate Accountability and the Guardian”. Revealed: top carbon offset projects may not cut planet-heating emissions | Carbon offsetting | The Guardian Cpl`s experience At Cpl, we have been on our sustainability journey for a couple of years now. Having gone from a CSR only approach back in 2018 to releasing our first Sustainability Strategy and Report in December 2022 we can now say that we are taking significant steps towards becoming a more sustainable organisation. To show that we are taking our responsibility to the environment seriously we implemented a Sustainability Consultant into the role, who is responsible for integrating sustainability into our company culture, managing our carbon data collection, and reporting on our progress. Some of the first steps we have taken to reduce our carbon footprint include calculating it in the first instance. We work with external consultants who support us with data collection and calculation. Once we had our baseline, we conducted a materiality analysis and aligned our business with the Sustainable Development Goals. Through this process we were able to identify the areas that Cpl could make most of a difference.

"The sustainable approach and environmental protection have been a long-standing part of our corporate identity. At Cpl in CEE, we regularly organize educational seminars, ecological

ESRS for specific sectors are now expected to be adopted by the Commission by June 2026. The delay allows companies to focus on implementing the first set of ESRS and to ensure that EFRAG has time to develop sector specific ESRS that are efficient. It’s important that you determine whether your business is in scope to report and if you will be required to report sooner as part of a larger companies supply chain. To ensure that your business is prepared for the onset of the CSRD we recommend the following steps: • •

• • •

•

Onboard your leadership team and address any training gaps. Understand your impact as an organisation, begin measuring your carbon footprint and determine your sustainability strategy. Conduct a double materiality assessment to determine relevant ESRS standards. Conduct and ESRS Gap Analysis. Set up a process for collecting data from your suppliers, operators, and company partners. Make sure you keep an audit trail from the beginning. Engage with your auditors early to ensure early input and understand what is expected of you.

challenges, and competitions for our colleagues. In 2023, employees had the opportunity to participate in challenges such as "Buy Nothing Day," "Plastic Free July," or "No Disposable Cup Day." Our employees also have two volunteer days annually, which they often dedicate to activities related to environmental care and protection. In 2023, our Czech team participated in a project supporting biodiversity and the care of newly planted trees. All these small steps lead us to a common goal – to be a sustainable and responsible company that reduces negative impacts on the environment and contributes to a better world." Lucie Matznerová HR Business Partner Cpl Czech Republic & Cpl Slovakia 49

Importance of Sustainability in Business In 2023 we voluntarily reported to the CDP and received a Bronze EcoVadis Sustainability rating in the large companies’ category, and we hope to do even better in our upcoming evaluation. Here are some additional steps that we are taking in Cpl to reduce our footprint that may inspire your sustainability journey: • • •

• • • •

Review your electricity provider and switch to renewable where possible. Take a look at your company fleet, transition to electric or hybrid vehicles as your fleet retires. Review your company travel policy and give preference to videoconferences over in-person meetings whenever possible. When business travel is necessary, use the train or other public transport if feasible. Implement a work from home or hybrid working policy. Establish an internal team in charge of driving employee engagement in sustainable activities. Use teambuilding opportunities to volunteer in ecological projects such as tree planting or litter picking. If you use marketing merchandise, make sure it’s sustainable. Educate your staff on the topic via workshops or newsletters, quizzes, and competitions. Introduce green benefits such as the promotion of biking or public transport commute passes. Organize company events to promote sustainability – such as clothes swaps, sharing a vegetarian meal with colleagues to celebrate World Vegetarian Day etc.

Kerri Morris Sustainability Consultant Cpl

•

• • • • •

•

Remove bins at people´s desks and have a communal area with different bins for various types of waste including compostable ones. Make sure your office cleaning provider uses ecological products. Offset your carbon footprint by supporting smaller and local ecological projects. Ban single-use plastic from your offices, provide alternatives. Go paperless. Have a sustainability assessment done by a certified company and act on their recommendations to improve. Share your success stories on your company website and social media and communicate your Sustainability rating in job advertising.

Navigating Generational Diversity in the CEE labour market Modern workplaces face the challenge of managing generational diversity. From Baby Boomers to Generation Z, different age groups bring different perspectives, skills and expectations to companies. In this article, we will look at how to effectively manage this diversity, using the potential of each generation and creating a harmonious work atmosphere. World Job market share by generation: • • • •

Baby Boomers (ages 58 -78) 15% Generation X (ages 44 - 57) 18% Millennials (ages 28 - 43) 22% Generation Z (ages 11 - 27) 24%

Source: UN's World Population Projection 2022

Slovakia Monika Kollárová Team Leader Cpl Slovakia Generation X in Slovakia is expecting meaningful work, work-life balance (time for family), flexible working hours, no conflicts with coworkers or managers, having rules and procedures to follow, they are loyal and less likely to change jobs. Their younger colleagues – Millennials are expecting faster career growth and progress, financial and non-financial recognition, respect, more creative work or more decision-making responsibilities, work-life balance, and pleasant work environment. The youngest generation on the Slovak labour market - Generation Z is expecting work also to be fun and place to socialize with like-minded coworkers, learning and trying new things, not having long lists of rules and responsibilities, certain flexibility of their work, expecting their employer to have certain company values that agree with their lifestyle, expecting diversity and inclusion. Employee benefits vs. generations in Slovakia Generation X places significant emphasis on loyalty programs as they appreciate the perks and rewards that come with long-term commitments.

They prioritize contributing to retirement plans as a crucial step towards securing their financial future. The preferences of Millennials in the workplace have become increasingly defined by a distinct set of priorities. Key among these is a strong desire for work-life balance, a preference for flexible or shorter working hours, an appreciation for extra vacation days and sick leave, and an emphasis on employers contributing to retirement plans. Generation Z highly values learning and development, always seeking opportunities to enhance their skills. They actively seek engaging team-building activities, as they thrive in collaborative and social environments. A flexible working environment, including adaptable hours and the option for remote work, is essential for their productivity and work-life balance.

Poland Małgorzata Kobierska Client Relationship Manger Cpl Poland In today's job market in Poland, Generation X employees typically occupy managerial or supervisory positions. They are business-mature individuals who prefer a flat and informal office culture in which roles and responsibilities are fluid and authority must be earned. They highly appreciate values such as independence, flexibility, autonomy, and balance. They like direct and honest communication and enjoy collaborating with peers or working in teams. The next largest working group is the Millennial generation. These employees value purpose, passion, diversity, and growth. They grew up in an era of technological advances and global connectivity and have a strong sense of idealism and creativity. Millennials prefer a collaborative and casual office culture in which roles and responsibilities are flexible and power is shared. Generation Z are the youngest generation, and they are often in entry-level or junior positions. What is worth mentioning - they are still in education or training phase, but their participation in the Polish labour market is steadily increasing.

Navigating Generational Diversity in the CEE labour market They grew up in a time of digital disruption and social awareness, therefore they have a strong sense of curiosity and entrepreneurship. Generation Z prefers a personalized and flexible office culture, where roles and responsibilities are customized, and authority is distributed. Young employees enjoy experimenting with others and working in multidisciplinary teams. They are very savvy with technology, and they prefer to use cutting-edge methods and tools. These generational differences can be a source of conflict or collaboration, depending on how they are managed and understood. A good manager should encourage open communication, respect boundaries, and avoid playing favorites among different generations. A diverse and inclusive team can benefit from the unique strengths and perspectives of each generation.

Hungary Anna Maljusin Country Manager Cpl Hungary The Hungarian workplace is undergoing a transformative phase as it accommodates a diverse range of generations, each bringing unique perspectives, expectations, and work styles. Understanding and managing these generational differences is essential for fostering a harmonious and productive work environment. Managing generational differences in a successfully way is to navigate generational diversity, and managers in Hungary should promote inclusivity foster an inclusive workplace where all generations feel valued and heard. One of the activities can be flexible management strategies, that cater to different work styles and generational preferences. For another, developing training programs that focus on bridging generational gaps and promoting mutual understanding. Including mentorship initiatives/mentorship programs that allow for the transfer of skills and experiences between generations. 53

Navigating Generational Diversity in the CEE labour market Czech Republic Michaela Nováková Team Leader of IT Division Cpl Czech Republic

Tibor Štrbík Team Lead ML & Finance Cpl Czech Republic

The younger workforce in the Czech Republic is characterized by a set of expectations centered around freedom, independence, educational growth, and engaging job opportunities. Members of this generation value workplaces that offer the flexibility to work from abroad, the convenience of home office arrangements, and a managerial approach that embraces flexibility. These individuals seek environments that foster continuous learning, providing them with the tools for both personal and professional development.

The ideal approach to managing generational differences is to create an inclusive environment, where individuals from different generations can work together without emphasizing age-related distinctions, treating everyone equally. Each age group brings unique experiences and perspectives that can be shared with others, enriching their thinking. An inclusive environment fosters open-mindedness and tolerance, providing a broader perspective that is valuable not only in internal communications within the company but also in interactions with clients and customers. For employers, cultivating an inclusive and diverse work environment offers numerous benefits. From a recruiter's perspective, it's crucial to emphasize employer branding, as an inclusive workplace signals a commitment to fairness, equality, and a culture that appreciates individual differences. This commitment can enhance the organization's reputation, positioning it as an employer of choice for a diverse pool of candidates.

By contrast, the older generation in the Czech Republic prioritizes stability and a secure work environment. Their expectations revolve around professional growth opportunities, performance-related bonuses, pension contributions, and family support initiatives. These demographic values the assurance of a stable and steadily growing salary, typically tied to annual evaluations. For them, a workplace that recognizes and rewards long-term commitment is of utmost importance.

Work With Us. Work The Future. Our customised & human-centred solutions are constantly evolving to the needs of you, our clients – for now, and for the future.

The AI impact on the CEE labour market Will AI reshape the CEE Workforce?

Over the past few years, artificial intelligence (AI) has gradually taken over a key role in transforming various sectors of the economy. Also, in the Central and Eastern Europe (CEE) region, AI has become an important player influencing the labour market. In the 2024 salary report, we will look at what trends can be predicted in this region and whether economic sectors are ready for change. AI Revolution Accelerates in recent years Stage 1: Introduction of the Basics of Artificial Intelligence (2010-2015): The initial years were a period of experimentation with AI technology in various sectors. Companies began testing prototypes, and research on neural networks and machine learning algorithms gained importance. Stage 2: Technology Development and Widespread Application (2015-2020): During this period, there was a rapid development of algorithms and tools related to AI. Artificial intelligence has begun to be widely used in sectors such as finance, health and logistics. The first automation appeared in the production sector. Stage 3: Integration of AI into Business Structures (2020-2022): As technology matures, enterprises have begun to integrate artificial intelligence into their daily operations. AI has become an indispensable element of decision-making processes, marketing and customer service. Stage 4: Complex Industrial Applications (2022-2024): Today, we see that AI is not only improving operations, but also changing business models themselves. Industry 4.0, based on full automation and the use of advanced algorithms, is becoming a reality. In sectors such as production or logistics, artificial intelligence is becoming a key element of efficiency.

In next 3-5 years, advances in artificial intelligence are predicted to significantly impact many jobs across Central and Eastern Europe. As artificial intelligence systems take over more routine tasks, workers in Central and Eastern Europe will need to focus on strengthening their soft skills and developing expertise in fields less susceptible to automation. Interpersonal skills like communication, collaboration, and problem-solving will remain highly valuable. Workers should also pursue training in careers involving creativity, social influence, and unpredictable physical environments that are difficult for computers to replace. Current labour market trends: • • •

EU unemployment rate at 6.0% (October 2023) Future employment growth means over the period 2022-2035 is estimated at 5.5.% The employment rate in the EU reached a historic high of 74.6 % in 2022 (data from Eurostat)

Source: Cedefop and Eurostat Which AI jobs are most in demand? • Machine Learning Engineer • Data Scientist • AI Architect • AI Researcher • AI Engineer • DevOps engineer related to AI Governments in Central and Eastern Europe are actively monitoring the adoption of AI technologies. Several have introduced task forces to study the labour market effects and make policy recommendations. Coordinated regional strategies may emerge in the coming years. Given the potential impact of AI, business companies are looking to explore these areas with care, ensuring due consideration is made for data protection legislation and future requirements under the new EU AI Act.

The AI impact on the CEE labour market AI Impact Forecasts Artificial intelligence is poised to reshape work in Central and Eastern Europe over the next two years, presenting both challenges and opportunities for workers and businesses alike. Upcoming trends in 2024: • Process automation and increased efficiency: In 2024, process automation is expected to continue to increase across sectors. Companies will implement more advanced AI systems to increase operational efficiency, especially in the areas of routine and repetitive tasks. • Development of digital skills: As AI technology advances, the demand for employees with digital skills increases. People who have the ability to cooperate with AI systems and analyse data will have an advantage in the labour market. • Increased demand for data and artificial intelligence specialists: The IT and data sector will be one of the main beneficiaries of AI development. Employers will be looking for data specialists, data scientists and AI engineers, which may lead to higher wages in these fields. While AI will transform many jobs, with preparation and adaptation humans can thrive. A future of new opportunities awaits those willing to learn. A key element of success will be investing in the development of digital skills, adapting business models and awareness of ethical aspects related to the use of artificial intelligence. The introduction of new technologies also creates opportunities for development and growth for the region, provided they are properly managed and used.

About Us Cpl is a global provider of talent solutions including specialist recruitment, managed services, business process outsourcing, and strategic talent advisory services. We employ over 14,000 people who support our 4,000 clients globally. We have over 40 office locations operating in 13 countries worldwide. Headquartered in Dublin, Cpl is a wholly owned subsidiary of OUTSOURCING Inc. (‘OSI’), a Tokyo headquartered publicly listed company. OSI employs over 131,500 people worldwide and operates in 38 countries across 6 continents. Through OSI, Cpl has a network of 250 sister companies, enabling an even broader service delivery capability for our clients.

We recruit in a wide range of industries and functions: • • • • •

Information Technology Shared Service/Business Process Outsourcing Engineering & Logistics Sales & Marketing Corporate Finance

2,600,000 candidates in our network

35,000 candidate applications monthly

565 specialist recruiters

14,000 permanent placements annually

11,790 Flexible talent staff managed daily

45 offices supporting customers around the world

30+ customer sites delivering fully outsourced solutions

30+ Years in business 58

About Us Cpl in CEE

Our Services:

Cpl Bulgaria has been present in the Bulgarian market since 2022, with an office in Sofia.

• • • • •

Cpl Czech Republic has been present in the Czech market since 2002, currently in 2 locations: Prague and Brno.

Temporary Recruitment Permanent Recruitment IT Contracting Market Analysis Executive search

Cpl Hungary has been present in the Hungarian market since 2009, with an office in Budapest. Cpl Poland has been present in the Polish market since 2006, currently in 3 locations: Warsaw, Wroclaw and Poznan. Cpl Slovakia has been present in the Slovak market since 2004, with an office in Bratislava.

For over 30 years, we have been providing consistent strategies for acquiring talents, flexibly tailored to the structure and organisational culture of the client’s company.

Our knowledge comes from many years of experience in the recruitment market, in various business areas.

Thanks to our extensive network of offices, we have access to a broad base of candidates, offering the best specialists in the market.

We are characterised by fast work dynamics, often in unpredictable and difficult business realities.

We always work on the basis of the highest ethical and business standards, providing our clients with innovative solutions supporting the development of their business.

We offer support at every stage of the recruitment process and at various stages of client company development.

CEE Salary Guide

Czech Republic Brno

Prague

T: +420 724 931 825 E: brno@cpl.com

T: +420 724 931 822 E: praha@cpl.com www.cz.cpl.com

Hungary

Bulgaria Sofia

Budapest

T: +36 1 501 5460 E: budapest@cpl.com

T: + 359 2 491 8271 E: Bulgaria@cpl.com

www.cpl.com/hu/

Poland Warsaw

T: +48 531 570 984 E: warsaw@cpl.com

Poznań

T: +48 531 570 984 E: poznan@cpl.com www.pl.cpl.com

Slovakia Bratislava

T: +421 232 191 200 E: bratislava@cpl.com www.sk.cpl.com

Wrocław

T: +48 531 570 984 E: wroclaw@cpl.com