CEE Salary Guide | 2025
About the Report
Cpl CEE presents the “CEE Salary Guide 2025” 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 the current salary rates in Poland, the Czech Republic, and Slovakia, but also sheds light on the latest trends and challenges faced by the labour market in selected sectors in the region, such as: IT & Technology, Banking & Finance, Logistics & Manufacturing, SSC/BPO and Sales & Marketing.
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 recruitment expert in the region, our company has delivered numerous recruitment processes, allowing us to perform a thorough analysis of salary structures and identify key trends shaping main sectors in the labour market in CEE.
The ranges of salaries presented in the “CEE Salary Guide 2025” have been compiled based on data collected during recruitment projects (offers sent to candidates in recruitment processes) by Cpl Czech Republic, Cpl Poland, and Cpl Slovakia. The scope of the analysis covers salary expectations of candidates and the existing salaries offered by clients across the 3 markets.
The presented pay rates for selected positions are the average gross monthly salary offered for a given position. The salary does not include any additional cash or non-cash benefits offered to employees by their employers. Over 1,000 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 in chosen sectors. We offer you a comprehensive picture of the changing landscape of the job market, taking into account changing employer needs and candidate expectations.
We believe that our salary report will provide you with valuable information to make informed business decisions related to hiring and talent development.
We appreciate your confidence in us and hope you find the report both informative and enjoyable to read!
Regional challenges in the labour market in CEE
I am pleased to present to you the latest report “CEE Salary Guide 2025”, which is a comprehensive review of the labour market in the Central and Eastern European region, including Poland, the Czech Republic and Slovakia. The report contains a detailed analysis of salaries in individual countries of the region, in key sectors for the economies of these countries (IT & Technology, Banking & Finance, SSC/BPO, Logistics & Manufacturing, Sales & Marketing), showing both differences and similarities. Our goal is to provide you with reliable and up-to-date information that will help you make informed business and personnel decisions.
A strong region in these uncertain times
The year 2024 brought many challenges in the economy of the CEE region. The increase in inflation, labour costs, changing unemployment rates and other macroeconomic factors had a significant impact on the labour market. The CEE region also struggled with layoffs in many companies, and many investors decided to move their operations to cheaper countries. Despite these challenges, the CEE region has maintained stability and remains a safe place for new investors, enjoying a good reputation in the market and an outstanding availability of a skilled workforce. Nevertheless, we are witnessing the economic transformation of the entire region and in 2025 its effects will be largely influenced by the personnel decisions made by employers who today have to find their way in this new business reality.
Employer-driven market
2024 was a year dominated by the employer labour market, and all signs point to 2025 continuing that trend.
This means employers will need to focus even more on cost optimization and operational efficiency to meet growing market demands.
For employees, this may mean adapting to new realities, including greater flexibility in skills and job mobility. However, key challenges for employees and employers in 2025 include adapting to changing economic conditions, managing rising salary expectations as a result of increasing cost of living, and maintaining work-life balance.
Expect unexpected
In 2024, we observed the disappearance of some traditional professions and roles, which is the result of technological progress, changing consumer needs and macroeconomic changes around the world that we are all currently witnessing.
New professions are emerging, especially in areas related to technology, sustainable development and data analysis.
In 2025 employees and employers must be ready to constantly improve their skills and adapt to new market realities. In addition, we must be ready for the changes brought by the development of artificial intelligence (AI) and new EU regulations regarding ESG (Environmental, Social, and Governance), which will have a significant impact on business strategies and human resources management.
Remote work trends, which have gained importance in recent years, will continue to play an important role, forcing companies to invest in technologies enabling effective remote work and to create policies supporting flexible forms of employment.
It is also worth paying attention to the development of the so-called GIG economy, i.e. an economy based on short-term assignments and projects.
In the CEE region, we are observing a growing interest in freelancing, which creates new opportunities for both employees and employers.
The GIG economy allows for greater flexibility and adaptation to changing market needs, but it also brings challenges related to ensuring employment stability and appropriate working conditions.
I invite you to read the report, which will provide you with valuable information and help you better understand the dynamically changing labour market in the CEE region.
I believe that our analyses will inspire you to take further action and make effective business decisions.
Please feel free to contact Cpl for detailed information, in-depth analysis, or discussion.
Kristýna Matasová Associate Director CZ & SK & Poland
IT and Technology
Michaela Nováková Team Lead IT
Employers vs. candidates’ expectations
The information technology (IT) market in the Central and Eastern European (CEE) region is experiencing a slowdown.
Companies have revised their business processes and the resources they need, releasing a large group of specialists into the labor market.
The IT market in the CEE region is changing, and so are the priorities of candidates and companies.
During the recruitment process, instead of the former “competition for the highest offer”, there is now a greater emphasis on technical skills, interview performance, and the candidate’s personal motivation.
This trend may lead to greater recognition of employees’ work and stronger employee loyalty.
Czech Republic, Poland and Slovakia share similar cultural and professional environments, making them attractive destinations for large-scale recruitment by international corporations, both for freelancers and full-time employees.
In 2025, a notable trend across these markets is the increasing pressure from IT employers for employees to return to the office
Organizations that once supported fully remote work are now shifting toward hybrid models, typically balancing office and remote work at a 50:50 ratio.
Conversely, a distinct preference emerges among younger candidates, who often favor freelance contracts and fully remote work arrangements
On LinkedIn, responses such as “I’m looking for fully remote” or “I prefer freelance contracts only” are becoming increasingly common.
This generational divergence highlights contrasting priorities, with older candidates often appreciating the stability and structure provided by office-based employment.
Most in-demand roles and
salary ranges
The most in-demand IT roles in the CEE region are DevOps Engineers, Cloud Specialists, and Full-Stack Developers
These roles are crucial in terms of technological development, and demand for them is projected to grow steadily throughout 2025.
Senior professionals in these areas can expect a salary range of 5000 – 6000 EUR per month across the Czech Republic, Poland, and Slovakia.
However, earnings often vary significantly between these countries due to differences in living costs and levels of economic development.
Increased competition for roles
In 2024, the number of active candidates per position rose significantly compared to previous years.
Consequently, the job search process has lengthened from an average of one month to 1.5 - 3 months.
This shift can be attributed to an oversupply of candidates relative to the number of available roles, driven by a decline in demand for IT positions due to prevailing economic conditions
It is worth mentioning that in 2024, many companies paused projects, laid off employees, or slowed down hiring due to economic uncertainty.
Despite these challenges, there remains a shortage of qualified professionals in the IT sector.
For example, Slovakia currently faces a shortage of approximately 17,000 IT specialists, with the greatest need in cloud, cybersecurity, development, and artificial intelligence roles.
Cloud computing, AI and cybersecurity
The transition to cloud computing will be one of the key trends driving the IT sector in 2025.
Companies will increasingly migrate their data and systems to the cloud to benefit from the flexibility, scalability, and cost-effectiveness that cloud solutions offer.
Similarly, artificial intelligence (AI) and cybersecurity will become major areas of investment.
The use of AI will allow companies to automate business processes, analyze large data sets in real time, and create more personalized services for customers.
However, with the growing use of AI, the demand for advanced cybersecurity solutions will also rise.
Companies will need to protect their data and systems from increasingly sophisticated cyberattacks.
As a result, demand for specialists in the fields of cloud computing, AI, and cybersecurity will grow
Companies will seek experts with the skills necessary to implement and manage modern technologies.
Professionals with experience in these areas can expect attractive job offers and competitive salaries.
Junior: 1-2 years
Regular/Mid: 3-5 years
Senior: 6+ years
*2-6 years
Junior: 1-2 years
Regular/Mid: 3-5 years
Senior: 6+ years
*2-6 years
Junior: 1-2 years
Regular/Mid: 3-5 years
Senior: 6+ years
*2-6 years
Junior: 1-2 years
Regular/Mid: 3-5 years
Senior: 6+ years
*2-6 years
Junior: 1-2 years
Regular/Mid: 3-5 years
Senior: 6+ years
*2-6 years
Junior: 1-2 years
Regular/Mid: 3-5 years
Senior: 6+ years
*2-6 years
Finance and Banking
Tibor Štrbík
Team Lead Finance & ML
Although there have been a few mergers among the largest banks in the CEE region, no significant changes have been observed in the finance labor sector in 2024. The most common and in-demand positions remain largely unchanged, as do the preferences and expectations of candidates.
Salaries are generally influenced by market demand, the economic situation in CEE countries, and inflation.
As demonstrated in the example above, salaries for junior to senior GL Accountants have risen from 45,000–57,000 CZK over the past three years to the current figures.
The highest demand continues to be for positions in accounting, such as GL Accountant and Financial Accountant, as well as for controlling roles like Financial Controller and FP&A Analyst.
These roles reflect salary trends, although establishing precise benchmarks is challenging due to variations in seniority and expertise.
For example, junior GL Accountants in Prague typically start at 55,000 CZK per month, with senior-level salaries exceeding 80,000 CZK.
However, salary fluctuations can occur when large companies relocate their financial headquarters, occasionally resulting in tens or even hundreds of finance professionals entering the job market due to terminated positions.
Unfortunately, decisions about SSC/BPO locations are made outside the CEE region and vary from company to company.
Over the past 5–6 years, many large international companies have relocated their financial departments to more cost-effective destinations.
However, the quality of work and service has led some companies to return to countries such as the Czech Republic, Poland, and Slovakia.
Evolution of financial departments
While the most common roles have been highlighted, new trends and requirements have emerged over the past year or two.
With the increasing prominence of technology, companies are recognizing the importance of roles that bridge finance and IT, such as Financial Systems Manager and Transformation Manager.
These positions play a crucial role in identifying IT-related challenges, optimizing ERP processes, and implementing effective solutions to ensure proper system configurations and streamlined operations.
Specialists in sustainability and ESG-related financial reporting are also worth noting.
These professionals are responsible for ensuring compliance with SASB and ISSB standards in organizations where processes are already in place or implementing them where they are not.
Additionally, many companies with extensive financial structures are strengthening their Internal Audit departments for both local and global business purposes.
In the audit sector, trends remain consistent: Big 4 auditors are highly sought after, not only for Internal Audit roles but also for positions in Controlling, Consolidation, and Financial Leadership.
However, companies outside financial institutions: such as banks, insurance companies, or investment firms, tend to avoid hiring auditors from strictly regulatory-focused financial sectors.
In manufacturing companies, there is a growing demand for broader and more complex skillsets, determined by the size and turnover of the organization.
Smaller companies often rely on a single “Economist” to manage most financial topics.
However, for greater efficiency, most firms employ a combination of roles, such as Financial Controller/Plant Controller, Cost Controller (focused on manufacturing cost efficiency), accounting specialists, Chief/Main Accountant, Invoicing Specialists, and Payroll Accountant.
This evolution in financial departments is driven by the desire to keep accounting and finance activities in-house, ensuring independence from external firms in terms of both time and cost.
Certifications are key for employees
In a broader context, CEE countries do not differ significantly from global trends in the financial sector.
This is largely due to the fact that many local companies have parent organizations in other European countries or on other continents.
Accounting and reporting standards, such as IFRS and US GAAP/SOX, are widely followed, and structural trends are generally aligned globally.
For finance professionals, career paths often involve balancing rapid career growth with maintaining work-life balance.
In many cases, salaries are adjusted to reflect workloads. Certifications remain critical and provide a significant advantage, especially during the initial evaluation of profiles by hiring managers.
Unsurprisingly, the most sought-after certifications are FCCA, ACCA, CPA, CIMA, and CIA.
Engineering & Logistic
Jakub Mladonický
Team Leader Engineering
The current state of the manufacturing and technical sectors reflects a challenging environment, characterized by strategic restraint and uncertainty.
A major factor contributing to the current uncertainty is the crisis within Volkswagen Group, Europe’s largest car manufacturer, which has been facing declining sales and difficulties in maintaining production levels since mid-2024.
Given the Central and Eastern European (CEE) region’s strong reliance on the Volkswagen Group, this has affected not only direct automotive suppliers but also the broader supply chain.
As a result, many companies are rethinking their plans for new projects.
This shift in outlook has led to widespread caution in the fourth quarter of 2024, with numerous manufacturing and technical companies choosing to pause recruitment and hold off on new investments until more clarity on economic support and industry recovery emerges.
Optimization and caution
Despite these challenges, industrial production across various sectors continues, though layoffs have predominantly affected direct suppliers to Volkswagen Group.
Other industries, including energy, electrical engineering, food production, healthcare, and more, are maintaining operations, although with a shift in focus to adapt to the evolving market conditions.
Many companies are currently weighing their options - whether to continue investing in development for the upcoming period or to adopt a more cautious approach by limiting expenditures.
While responses to this uncertainty vary, few organizations have ceased activity entirely. Instead, there is a noticeable shift towards optimizing existing processes, with increased demand for Lean specialists, process engineers, and automation experts.
This trend highlights the industry’s focus on efficiency and adaptability as companies seek to navigate the current economic landscape.
Companies that were previously running at full production capacity are now using the current slowdown as an opportunity to innovate and improve operations.
As a result, we have seen an increase in recruitment for roles related to the maintenance, servicing, and repair of industrial equipment and facilities.
This shift suggests that companies are focusing on maintaining their existing equipment to ensure continued productivity, rather than investing in new machinery at this time.
This approach highlights a practical strategy for managing the current economic conditions while keeping operations running smoothly.
Adapting to evolving hiring demands
Looking ahead to 2025, it is expected that the first quarter will reflect the trends seen at the end of 2024.
Recruitment demand remains strong, particularly for engineering roles, driven largely by the need to replace outgoing employees, a sign of healthy workforce turnover.
Additionally, many companies are focused on streamlining their hiring processes, reducing what were once multi-stage recruitment cycles (often spanning three to four rounds) to just two.
This trend is especially evident for positions such as electricians, electromechanics, and service technicians, where it is becoming increasingly common for candidates to receive immediate job offers.
To remain competitive in this evolving landscape, we recommend adapting swiftly to these changes in recruitment practices.
The influx of workers from the automotive sector has revived the previously stagnant labor markets in electrical and mechanical engineering.
While this offers an opportunity to recruit qualified employees, it’s important to note that many automotive industry workers may be reluctant to lower their salary expectations from previous roles.
In this environment, companies must be agile, addressing faster recruitment cycles and adjusting salary expectations to attract the best candidates and maintain competitiveness.
Looking beyond the immediate challenges, there is cautious optimism for the future.
Industry experts predict that once the economic situation stabilizes, there will be a resurgence in demand for manufacturing and technical services.
Companies that have invested in process optimization and employee development will be well-positioned to capitalize on this recovery.
SSC and BPO
Magdalena Chybicka
Regional Recruitment Team Leader – Business Services
This is a trend that emerged a few years ago, and yet some companies came back due to the insufficient quality of services offered in that region.
Everyone who knows the SSC/BPO industry inside out and monitors its changes in the CEE region must admit that 2024 was a challenging year for the sector.
Both employers and employees were affected by instability of the current market and predicted upcoming changes what was visible in frozen vacancies, less appetite for investment or large number of employees changing their statuses to ‘open to work’ under the influence of many factors. Limited new investments in the sector were observed.
When they did appear, they were rather isolated cases focusing more on IT talent connected with AI solutions.
Size, as well, was significantly smaller than what we got used to in CEE in the SSC/BPO sector over the years.
Instead of thriving news, we heard a lot about layoffs or project closures, and yes, many companies decided to move processes to India or Malaysia.
We need to face the fact that for Western investors, Poland along with other countries in the CEE area is no longer perceived as a ‘cheap service’ region.
However, certainly in terms of outsourcing services, these countries are presenting high quality services, with specialized human capital and long experience, which translates into process efficiency, which is also a decisive factor for investors.
The realities of the labour market
In the new year, we expect that the SSC/BPO industry will be hiring primarily for complex broad roles and experts.
People who can at the same time manage projects, teams, have specialized knowledge of specific systems/tools and are proficient in AI will be desired.
While it is said that artificial intelligence will put many people out of work in basic customer service roles, the reality is that this is not happening yet, and let me predict that those projects won’t be finalized this year. So there is still time of 2-3 years to upgrade your skills and specialize.
However, bear in mind that with AI language protocols developed and repetitive tasks optimalizations through systems kicking in companies won’t be investing as much as we were used to in headcount with language or administrative skillset only. If you’d like to develop some new skills, 2025 is the year.
Salaries in the region
The latest salary analyses for 2024 show significant differences in earnings depending on role, location and skills possessed.
Entry-level specialists, such as customer service consultants with knowledge of popular foreign languages, typically earn in CEE between EUR 1,400 and EUR 1,900 per month
Higher rates, as high as EUR 2,300 to EUR 3,000, are offered to those fluent in niche languages such as Danish or Finnish.
Middle managers, such as HR managers or financial analysts, receive average salaries in the range of EUR 2,800 to EUR 4,200.
Warsaw or Prague, as major business centers, offer on average 10-15% higher salaries than regional hubs such as Łódź in Poland or Kosice in Slovakia.
In the IT sub-sector, salaries for cyber-security and data analytics specialists have increased by up to 10% compared to 2023. AI technologies and digitization impact the labor market.
Demand for traditional developers will decline, while demand for cyber-security specialists and data engineers is growing in SSC/BPOs similarly as everywhere else.
New guidelines on remuneration policy
An increase in the minimum wage and high inflation are contributing to a flattening of wages, narrowing the gap between the lowest and middle or even higher-paid workers.
There is a wage pressure which is forcing employers to be more transparent and flexible in their pay policies.
The EU’s Directive on strengthening the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms, which aims to narrow the gender wage gap is also a topic in SSC/BPO.
Employers will be required to disclose pay policies and average company salaries. This change could significantly affect recruitment strategies and salary structures, especially in sectors such as SSC/ BPO, where positions are extremely easy to compare among themselves.
Understand the future
As the SSC/BPO sector matures, the growing emphasis on high-value roles, coupled with global shifts toward automation and digitization, will shape its future.
Employers who adapt quickly to these trends, and professionals who invest in their competencies, will find success in this competitive market.
Understanding the changing dynamics of compensation and emerging opportunities will allow both companies and employees to shape the future and succeed in this sector.
Sales and Marketing
Jana Zástěrová Marketing Specialist
Demand for marketing and sales professionals
In this context, businesses must adapt to emerging trends and rapid technological advancements.
This has led to a growing demand for experts with specialized skills in digital marketing and e-commerce.
New opportunities are emerging in the job market, with certain roles now considered vital for maintaining competitiveness.
Demand for marketing and sales professionals in the CEE region has grown significantly in recent years, driven by rapid digitalization, the rise of e-commerce, and the expansion of technology sectors.
Digital technologies, content personalization and the online environment are now critical success factors for companies of all sizes
Online marketing strategies are essential for enhancing brand visibility, driving sales, and strengthening customer relationships.
These strategies are closely tied to the increasing importance of e-commerce and modern sales management approaches, enabling companies to achieve greater efficiency and targeted growth.
Key positions include Digital Marketing Specialist/Manager, Social Media & Content Specialist, E-commerce Manager, CRM/ Automation Specialist, Key Account Manager, Business Development Manager and other professionals capable of implementing and optimizing strategies for online marketing and sales management in a fast-evolving digital environment.
Companies are seeking specialists who not only master technical tools and platforms but also understand changing consumer preferences.
These professionals must be able to adjust marketing strategies accordingly, emphasizing effective online communication, advanced data analysis, personalized content, and a seamless online sales process.
Marketing and sales salaries have risen by 8–12% annually, with roles in digital technologies seeing the highest growth.
Expected marketing trends in 2025
Artificial Intelligence (AI)
In marketing, AI will enable even more precise personalization, dynamically adapting content and ads to individual customer preferences in real time.
In sales, AI will streamline processes such as demand forecasting, price optimization, and inventory management.
Chatbots and virtual assistants will provide comprehensive customer support 24/7, while AI-driven analytics will help companies make faster, more informed decisions.
These advancements will lead to improved targeting, higher efficiency, and greater customer satisfaction.
In 2025, artificial intelligence (AI) will be indispensable for marketing and sales, but key strategic decisions and creativity will still be the domain of humans.
Video and voice
Videos are not a new form of content, but their importance in 2025 will be greater than everused by more and more users, as evidenced by the growing popularity of platforms with this type of content.
We are also witnessing a breakthrough in the field of voice assistants. Their growing popularity has also led to the development of voice commerce, among other things.
In 2025, we will notice that customers will expect increasingly efficient voice communication when searching for information about products, services, or when shopping.
As a result, companies will be forced to optimize their services for voice search and integration with assistants such as Google Assistant.
Hyper personalization
What’s more, now more than ever, the value of content and the ability to engage the audience matter.
Where everything seems to be mass, the power of micro-communities will grow.
Clients are increasingly looking for groups and brands that understand their specific needs.
For marketers, this means an opportunity to create strategies aimed at specific, niche audiences - with a message that really reaches them.
AR and VR
Marketing campaigns will combine technologies (e.g. AR, VR) with real contact with customers (events and interactive showrooms).
Clients want to “feel” brands on their own skin, not just see them on a screen.
AR and VR technologies allow customers to virtually try products before purchasing and experience interactive engagements, increasing their confidence and likelihood of making a purchase.
Sustainable marketing
Sustainability and transparency are becoming critical criteria by which customers evaluate brands.
Responsibility toward the environment and respect for social values will no longer be merely desirable but a fundamental expectation.
Companies will need to demonstrate that they apply sustainable principles in their operations.
About Us
Cpl CEE is a part of the international Cpl Resources
Plc group based in Ireland, a leading provider of recruitment, HR and outsourcing solutions for HR services throughout Europe and worldwide.
Founded in 1989, Cpl employs over 13,800 people and has 45 office locations operating in 12 countries worldwide including Ireland, The United Kingdom, Belgium, The Czech Republic, Germany, Poland, Slovakia, The United States, and Australia.
For over 30 years, we have been providing consistent strategies for acquiring talents, flexibly tailored to the structure and organizational culture of the client’s company.
We offer support at every stage of the recruitment process and at various stages of client company development.
Our knowledge comes from many years of experience in the recruitment market across various business areas.
We are characterized by fast work dynamics, often in unpredictable and difficult business realities.
Our extensive network of offices gives us access to a broad candidate pool, providing the best specialists on the market.
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.
3 M candidates in our database
31.5 K CVs received globally per month
860 specialist recruiters
14,000 permanent placements annually
11,790 Flexible talent staff managed daily
50 offices supporting customers around the world
30+ customer sites delivering fully outsourced solutions
30+ years in business
Cpl in CEE
Our range of services are tailored to the needs of your business, today and tomorrow.
We recruit in a wide range of industries and functions:
• IT & Technology
• Shared Services/ Business Process Outsourcing
• Engineering & Logistics
• Sales & Marketing
• Banking & Finance
Our Services:
• Permanent Recruitment
• Temporary Recruitment
• IT Contracting
• Market Analysis
• Executive Search
• Recruitment Process Outsourcing (RPO)
• Outplacement
Cpl Czech Republic has been present in the Czech market since 2002, with an office in Brno.
Cpl Poland has been present in the Polish market since 2006, with an office in Warsaw.
Cpl Slovakia has been present in the Slovak market since 2004, with an office in Bratislava.
Matching the right talent to the right organisation is the core guiding principle in everything we do.
Brno
T: +420 724 931 825 E: brno@cpljobs.cz Warsaw
www.cz.cpl.com
T: +48 531 570 984
E: warsaw@cpljobs.pl
www.pl.cpl.com
Bratislava
T: +421 918 427 696
E: bratislava@cpljobs.sk
www.sk.cpl.com