DEV Community: Anikó Juhász

CEE IT Salaries in 2026: What Developers in Hungary, Poland, Romania and the Region Actually Earn

Anikó Juhász — Wed, 17 Jun 2026 13:15:12 +0000

A senior developer working locally in CEE earns €2,800–€5,000/month in 2026. The same developer, remote for a US or UK company, earns €5,000–€10,000. Here's what engineers across the region actually take home — and what drives the gap.

The gap no one talks about enough

A senior backend developer working for a Romanian or Hungarian company earns between €2,800 and €3,500 per month in 2026. The same developer, same skills, same timezone, working remotely for a US or UK company, earns €5,000 to €10,000.

That gap is real. And it is why remote matters.

Romania

Romania's tech market is split in two. Outsourcing companies pay significantly less than product companies or direct-hire international employers.

Seniority	Local/outsourcing	Remote international
Junior (0–2 yrs)	€1,000–€1,300	€1,200–€1,600
Mid (2–5 yrs)	€1,600–€2,400	€2,400–€3,200
Senior (6+ yrs)	€2,800–€3,400	€4,000–€6,000+

Real reported Q2 2026 figures from community threads:

DevOps engineer, 2.5 years: €2,160 net
Senior JavaScript developer, 6 years, remote: €5,600 net
Backend AI/Python engineer, 4 years, B2B: €12,000 net

The last one is not a typo. AI specialization on B2B contracts produces numbers that look like Western European salaries.

Poland

Poland is the salary leader in the CEE region. Senior developers on B2B contracts invoice around €5,800–€6,300/month. AI and ML roles are growing 15–25% year over year.

Seniority	Employment	B2B
Junior	€1,700–€2,100	€2,000–€2,500
Mid	€2,800–€4,000	€3,500–€5,000
Senior	€4,000–€6,000	€5,500–€8,000+

Poland also has a significant tax advantage: the IP-box regime allows 5% income tax on qualifying software income.

Czech Republic

Seniority	Monthly (EUR)
Junior	€1,730–€2,200
Mid	€2,500–€3,500
Senior	€3,800–€4,930

Senior data scientists and ML engineers are the highest earners, with annual figures reaching €48,000+ gross.

Hungary

Seniority	Monthly (EUR)
Junior	€1,800–€2,200
Mid	€2,400–€3,200
Senior	€3,300–€4,500

Hungarian developers working remotely for Western companies can push well above the local senior ceiling.

Bulgaria

Bulgaria's local market pays below the regional average — but Bulgarian developers on B2B contracts with international clients tell a different story.

Seniority	Local (EUR/month)	Remote/B2B (EUR/hour)
Junior	€1,000–€1,400	–
Mid	€1,600–€2,300	€20–€30/h
Senior	€2,300–€3,500	€35–€46/h

At €40/h that's €6,400–€7,000/month full-time. The gap between local and international is wider here than anywhere else in the region.

What actually drives salary in 2026

Three things move salaries up across every country:

1. Who you work for. Local outsourcing → product company → direct US/UK contract. The same developer profile can see a 2–3x difference on this variable alone.

2. Contract type. B2B pays meaningfully more than employment in every country. Most senior developers in the region have already made this switch.

3. Specialization. AI, ML, cybersecurity, DevOps. Generalist roles are growing slowly or not at all.

The remote premium, by the numbers

Region	Local senior avg.	Remote international avg.	Delta
Romania	€3,000	€6,000–€8,000	+100–170%
Hungary	€3,800	€5,500–€8,000	+45–110%
Poland	€5,000	€6,500–€9,000	+30–80%
Czech Republic	€4,200	€6,000–€8,500	+43–100%
Bulgaria	€2,800	€6,000–€7,500	+115–170%

What this means if you're job hunting

The challenge isn't the salary data — it's finding the roles. Not the ones that say "remote" but require US residency. Not the ones posted six months ago. Not ghost jobs.

That's the problem CEEhire is built to solve. Every role is confirmed as accessible from the CEE region. Salary disclosed where available. Company verified as real.

Browse current listings →

Originally published on CEEhire Blog

Ghost Jobs: Why 40% of IT Job Listings Aren't Actually Open

Anikó Juhász — Fri, 12 Jun 2026 07:52:16 +0000

You spend an hour writing a cover letter. You tailor your CV. You hit submit.

Then nothing. Not a rejection. Not an automated reply. Nothing.

Two weeks later the listing is still up. You wonder if something went wrong with your application. It didn't. The job was never real.

This is the ghost job problem — and it's bigger than most people realise.

What a ghost job actually is

A ghost job is a listing that looks active but has no real intent behind it. The company isn't hiring. The role doesn't exist yet, or was already filled, or was quietly frozen after the listing went up.

Industry surveys put the scale of this at around 40%. Nearly four in ten managers have admitted their company kept an active listing live when there was no actual open position behind it.

Why companies do it

Building a talent pool. This is the most common reason, accounting for roughly 45% of ghost job postings. The company isn't hiring today but wants a pipeline for when they are. So they run a listing, collect CVs, and file them. You applied to a database, not a job.

Looking like a growing company. A careers page full of open roles signals momentum — to investors, to clients, to prospective employees. The listings themselves are part of the branding.

Keeping overworked teams quiet. A manager with a burned-out team posts a role to signal that help is coming. Then budget gets cut. The listing stays up because no one thinks to take it down.

Forgotten admin. Sometimes it's just that no one closed the listing after the role was filled. Most job boards don't expire postings automatically.

How to spot one before you apply

A real job moves. A ghost job just sits there.

The clearest signal is time. Real positions get filled in an average of 42 days. Ghost job listings stay active for an average of 180 days. If a listing has been up for two months with no changes, that's a flag.

A few others worth checking:

The listing reappears regularly. Some platforms auto-repost every 30 days. If you've seen the same role three times in four months with identical text — it's probably not moving.
The job description is generic. No tech stack. No team size. No actual role context. Written to attract CV submissions, not candidates.
The company's public signals don't match. Announced layoffs last quarter, but eight open roles on the careers page? The math doesn't add up.
No reply for weeks. Real hiring processes move imperfectly but they move. Three weeks with no acknowledgement means the listing probably isn't active.

What to do about it

Check the posting date first. Anything older than 30–45 days without an update deserves extra scrutiny.

Look at the company's LinkedIn activity. Are they actually growing? Have they posted any hiring-related content?

Find a direct contact before applying. A short message asking whether the role is still active takes two minutes and saves you an hour.

Why this matters more for CEE developers

When a company in the US or UK posts a "remote" role on a global platform, the listing gets applications from 80 countries. The company has no urgency to respond to anyone because the volume is unmanageable.

Meanwhile, a developer in Warsaw or Budapest spent an evening on that application. And the company was never going to reply regardless.

At CEEhire, one of the things I check before any job goes live is whether the listing is current and active. If the role was posted 60 days ago and shows no signs of movement, it doesn't go on the board.

That's a manual process. It's slower than running an aggregator. That's the point.

Fewer jobs. All of them actually open.

Originally published on CEEhire Blog