The IT hiring market has changed more in the last few years than in the decade before.What worked in 2020 or even 2023 is no longer enough. In 2026, companies that still rely on slow processes, generic job ads, and reactive recruiting will keep losing top talent, not because the talent isn’t there, but because they fail to adapt . Here are the key IT hiring trends for 2026  and what they mean in practice. The Market Is Candidate-Driven, but More Selective Than Ever Yes, good

Recruiting for hardware roles is a different game than standard software hiring. Anyone who has worked on both sides knows that approaches which work perfectly for backend developers or QA engineers often fail completely when applied to hardware teams. Not because hardware engineers are “more difficult,” but because their world operates under different constraints, expectations, and motivations . In this article, I’ll break down the core specifics of hardware recruiting, the

The IT labor market is entering a more mature phase. After several years of extreme volatility, 2026 is shaping up to be less about hype and rapid scaling, and more about clarity, efficiency, and deliberate hiring decisions . This article is not a global market report. It is based on real hiring activity, active negotiations, and a detailed 2025 IT salary & rate benchmark focused on the Central and Eastern European market (CZ, SK, PL, HU, RO) , excluding DACH countries , wher

The hiring landscape is shifting fast, and if you want to bring in top talent in 2026, job ads alone won’t cut it. Posting and praying is over. To compete for the best, you need a strategic, candidate centered approach. Here’s what’s working right now and how you can apply it. Build a Magnetic Employer Brand Top candidates have options. You’re not just selling a job; you’re selling why  someone should choose your company over another. Clarify your EVP (employee value proposit