IT Talent Market Romania (2015 - 2016)

Market Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Romania Talent Map . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Bucharest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Timisoara . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Cluj . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Iasi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Additional talent hubs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Talent Hub Competitive Advantages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Foreign languages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Graduates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Comp & Ben . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
HR Insights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Candidate Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Tips & Tricks for a successful recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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Content

Ana Giurca
Managing Partner
Brainspotting
In Brainspotting, we work on an annual basis with over 100 IT employers to place +500 IT professionals. For this,
we interact with probably over 20,000 IT profiles on each year.
Out of this interactions, we build the IT Talent Map, an annual report presenting the status of the IT skills in Roma-
nia. We validate and expand our experience with annual surveys to form a better view at the challenges and
opportunities the employers face in this highly competitive market.
Needless to say that starting with 2014, there’s an increased positive vibe in the IT industry – new companies are
opening centres, large development projects are migrated in Romania, there is now a large enough pool of profes-
sionals with complex skills. Some of the specificities of 2015:
Java is the most desired skill in the market, with a record number of job offerings starting with 2015 (40-50%
of job openings in IT require Java).
The candidates’ interest in working for start-ups or small IT companies is higher than in the past.
Remote / work from home starts to be very attractive and requested by professionals.
New cities become attractive for opening a secondary office – e.g. Craiova, Targu Mures, Galati.
One out of 4 professionals receives a counter-offer and 50% of them will take it. However, counter-offers
prove to be a short term solution as most of the candidates will still leave the employer in 2 to 12 months.
Companies focus more on graduate recruitment and training.
This report covers nine Romanian cities with IT skills (with focus on Bucharest, Cluj, Timisoara, Iasi) and provides a
comparison based on seven variables such that you will have an overview of the potential of each city to support
new operations. We also look at the candidate insights (most desired employers, employment behaviour, attractive
benefits, etc.), a high level view of salary packages and other HR variables – churn, time to fill, etc.
We hope the insights are of real help to your expansion plans and we appreciate your feedback and additional
insights.
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The IT & C sector has been proudly named the
sector with zero unemployment and this
achievement is mainly due to the great quality of
the talent pool, high numbers of IT graduates, the
expansion of current companies and the birth of
many start-ups.
In 2015 the development of IT companies will
continue to create job openings for IT graduates as
well as senior professionals. Companies from
various IT & Telecom sectors are planning to
expand their teams or enter the market: Research &
Development Centers, Technology Centers, NOC
Centers.
Over 50 of the largest IT
players have operations in
Romania and have expansion
plans for the next 2 years.
Around 3,000 IT job
openings advertised
at any given time
3.000
50
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Market
Overview

IT Employers actively looking for talent
Iasi
Timisoara
Bucharest
5
Cluj
Market
Overview

IT Employers actively looking for new talent
Galati
Sibiu Tg.-Mures
Pitesti
Craiova
Brasov
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Market
Overview

IT&C Talent Quality
Approx. 100,000 IT&C specialists
at national level.
Technical education includes 5 top
polytechnic universities, 59
domain-specific universities, 174
private colleges.
In 2014 Romania has been proudly
represented at the Informatics
Olympics where the team won one
gold medal and 3 silver medals in a
competition where 11 countries
were present.
More than 90% of IT professionals
speak English.
IT professionals in Romania are
drawn to obtaining international
recognized certification like: Linux,
Cisco, Microsoft, Oracle, SUN,
ISTQB, PMP, CBAP.
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Romania
Talent Map

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5
Most desired employers in Bucharest
Romania
Talent Map
319,000 inhabitants
Timisoara used to be the second IT hub in
Romania, before the rapid expansion of Cluj
Approximately 1,100 IT&C graduates per year,
out of a total of approximately 2,500 technical
graduates
The availability for French is low and the city
compares to Iasi in terms of this skill.
Numerous production companies are estab-
lished in the area, which is considered one of the
best developed in Romania. Lately the official
unemployment figures are close to the ones
before the crisis.
Java
5,298
.NET
6,024
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10
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Talent Highlights
1,883,000 inhabitants – the official figure according to
the 2011 census; we estimate the actual figure to be
around 1,5 times higher.
Bucharest continues to concentrate more than half of
the IT workforce in Romania. Large non-IT companies
have their IT teams here (e.g. OMV Petrom, BCR etc.).
Compared to the other cities, it has the largest variety
of skills and number of very experienced candidates,
but also the highest salaries.
Around 2,000 IT&C graduates per year, out of a total
of 5,700 technical ones, higher numbers than in any
other university center in Romania.
Graduates from other cities (e.g. Constanta, Iasi,
Craiova) relocate to Bucharest and enrich the pool,
but the talent is not sufficient for the demands of the
market.
It went up in the Tholons’ top 100 outsourcing sites,
from number 44 in 2013 to number 40 in 2014. It
remains the only Romanian city in top 100.

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5
Most desired employers in Timisoara
Romania
Talent Map
319,000 inhabitants
graduates
before the crisis.
Java
1,020
.NET
1,393
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10
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319,000 inhabitants
graduates
Numerous production companies are
established in the area, which is considered
one of the best developed in Romania. Lately
the official unemployment figures are close to
the ones before the crisis.
Talent Highlights

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3
4
5
Most desired employers in Cluj
Romania
Talent Map
319,000 inhabitants
graduates
before the crisis.
Java
1,785
.NET
1,988
10
1
7
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9
10
6320,000 inhabitants
Approx. 1,700 IT&C graduates per year, out of a
total of 4,200 technical graduates. It offers the
second richest grad pool in Romania.
4 years ago it became one of the hot spots in
Romania for IT and BPO services. The area has
been attracting large investments from
production companies, too.
It offers a rich pool of graduates, a history of
established companies in the region, mix of
foreign languages, the public authorities &
universities are more open to collaborations
with the companies, compared to other regions
in Romania.
Cluj has been so attractive as an IT location, that
it surpassed Timisoara and become the second
IT hub in Romania. But the attractiveness
backfired and now the demand for IT talent is
now too high and the IT salaries became
comparable to Bucharest.
Talent Highlights

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5
Most desired employers in Iasi
Romania
Talent Map
Java
1,249
.NET
1,271
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The region attracted less investments than
Bucharest, Transylvania and Banat, including in
IT. The scarcity of direct flights from Western
Europe, limited office space in the past, less
effective strategies of the local administration
and long distance from the boarder with
Western Europe hindered its development.
In 2013 a local IT cluster (the second one in
Romania after Cluj) was born. It comprises 20+
IT companies (especially small companies, 500
– 800 employees in total), 4 universities and it is
backed up by the local administration.
Talent Highlights

Additional talent hubs
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SIBIU
147,000 inhabitants
Less than 500 IT&C gradu-
ates per year, out of a total
of 1,200 technical graduates
Small IT pool, whose size is
limited by the low number
of graduates
The availability of German
skills is higher than national
average, which attracted
employers looking for this
skill
BRASOV
253,000 inhabitants
Small number of IT&C graduates
(approximately 500 per year, out of a
total of 2,500 technical graduates)
The availability of German speakers is
higher than in other major cities
Brasov hosts several outsourcing
companies, whose teams developed
steadily across time
It is also preferred as location for
opening a secondary office for a
company headquartered in Bucharest
or Cluj.
Romania
Talent Map
CRAIOVA
270,000 inhabitants
Around 440 IT&C graduates per year. Small IT pool,
whose size is limited by the low number of graduates.
Craiova lacks the power to attract IT candidates from
the main hubs, and the current talent need of the IT
companies located here is covered to a large extent by
the talent supply from the University of Craiova.
PITESTI
156,000 inhabitants
Pitesti has recently evolved into an IT
hub since many IT players have
decided to open offices there
Many individuals born in Pitesti but
who live in Bucharest if given the
opportunity will return to work here
TG MURES
145,000 inhabitants
Approx. 110 IT&C graduates per year
Due to the fact that the city has a small number of
graduates, it can hardly accommodate large teams.
Graduates and professionals chose to relocate to
Cluj or overseas
The availability for Hungarian speakers is very high

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Talent Hubs
Key Facts
Available
talent
Technical talent
(IT&C Professionals)
Talent suitability
Larger pool for
management and
senior roles; larger
Telecom pool, than
compared with other
cities
25,000 4,000 6,000 3,000 – 3,500
Foreign languages
Salary expectations
Complex technologies
(Technology Mix)
Technical Graduates
IT & C Graduates
Availability of spaces with
over 1000 sqm
Graduates
Real Estate
Historical and
respected IT hub with
multiple tech
universities,
candidates more
open to relocate than
in other cities
Larger pool for new
trends in technology
(mobile, UI/UX, etc.);
large IT hub, second
after Bucharest
Smaller hub than
Cluj, but also
oriented towards
new technologies
90% of the
candidates speak
English; a large
demand for German
speaking candidates
Larger pool for
technical French
speaking candidates
Largest pool for
technical German and
Hungarian speaking
candidates
Large pool for
technical German and
Hungarian speaking
candidates
Remain a reference
for the rest of the
country
20% smaller than
Bucharest
Almost equal to those
in Bucharest due to
the massive market
expansion in the last
years
10 % smaller than in
Bucharest
Being a large pool,
the candidates are
more specialized on
their area of
expertise, the mix of
technologies is more
rare than in other
cities
Medium to large pool
of Java & .NET
Developers, as well as
C/C++ (Embedded)
Developers
Largest pool of full
stack developers and
remote working
candidates, as well as
Java, C#/.NET,
PHP/Web
Developers
Large pool for
Front-End / Web
Developers and SAP
Consultants, as well
as Telecom
Engineers
5,700 4,500 4,200 2,500
2,000 1,100 1,700 1,100
YES YES YES YES
Bucharest Iasi Cluj Timisoara

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Talent Hubs
Key Facts
Available
talent
Technical talent
(IT&C Professionals)
Talent suitability
Pool of Web Developers, C++
developers and Helpdesk
Engineers
1,800 – 2,000 2,000 – 2,200 600
Foreign languages
Salary expectations
(Technology Mix)
500 500 230
Brasov Sibiu Craiova
Technical Graduates
IT & C Graduates
Graduates
Small hub for German
speakers
20% smaller than in
Bucharest
Pool for C++ developers and
Helpdesk Engineers
2,500
Cloud & virtualization experts,
as well as C/C++ Developers
Smaller pool of Web/PHP
There is a rather limited
pool of .NET and Java
Developers, as well as Web
Developers, due to the
limited number of
companies that activate
here
Bigger hub for German
speakers
20% smaller than in
Bucharest
Reduced pool for Cloud &
virtualization experts
1,200
English speaking candidates
30% smaller than in
Bucharest
Small pool for automotive &
QA gaming engineers
500

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Talent Hubs
Key Facts
Available
talent
Technical talent
(IT Development, Telecom,
Support/Administration,
IT Consultancy, BA/PM)
Talent suitability
The majority of IT people
migrate to Cluj , Sibiu or
Timisoara
350 - 400 200 - 250 300 - 350
Foreign languages
Salary expectations
(Technology Mix)
110
Targu Mures Galati Pitesti
IT & C GraduatesGraduates
Small hub for Hungarian
speakers
20% smaller than in
Bucharest
Front-End & CMS Developers,
Gaming
The majority of IT people
migrate to Brasov or
Bucharest
Small pool of IT Talent, they
usually migrate to
Bucharest
Lack of technical profiles with
foreign language skills
40% smaller than in
Bucharest
C++, Java, .NET Developers
Lack of technical profiles
with foreign language skills
30% smaller than in
Bucharest
Java & PHP & .NET
Specialists, a very small
pool of mobile developers,
helpdesk

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Foreign
Languages
24%
0,77%
1,13%
1,62%
4,29%
6,90%
9,92%
12,95%
27,45%
98,38%
0% 20% 40% 60% 80% 100% 120%
I don’t speak any
foreign language
Other Languace
Russian
Hungarian
Italian
German
Spanish
French
English
German is one of the most in-demand skills in
the market. Almost 180 jobs requiring German
are advertised at any time. But German
speakers are mostly spread in the West and
middle of Romania, so relocation rises real
difficulties to employers. Hiring German
speakers is doable due to the richness of the
salary & benefits package.

University Graduates
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Romania
Talent Map
Graduates
Iasi
Tech Students
4,500
IT&C Grads – 1,100
Brasov
Tech Students
2,500
IT&C Grads - 500
Ilfov
Tech Students
5,700
Sibiu
Tech Students
1,200
IT&C Grads – 500
Timis
Tech Students
2,500
Cluj
Tech Students
4,200
Over 7,000
IT&C graduates

Salaries in Bucharest (Euro, net monthly sums)
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Comp & Ben
Project Manager
2,000 – 2,500 Euro
IT Manager
2,000 – 3,000 Euro
The development of the IT sector in
Romania is encouraged through
exemption from the income tax of
16% of the IT employees who
graduated a long-term IT academic
specializations approved by the
Government.
When reaching managerial
seniority the importance of the
salary starts to decrease and other
perks become imperative:
benefits, flexible schedule,
international projects, remote
working, friendly environment.
Quality Assurance (Software)* Software Developer** System / Network Administrator
Junior
500 – 750 Euro
Middle
850 – 1,400 Euro
Senior
1,500 – 2,500 Euro
Junior
750 – 1,000 Euro
Middle
1,200 – 1,800 Euro
Senior
1,800 – 3,000 Euro
Junior
550 - 850 Euro
Middle
900 – 1,500 Euro
Senior
1,400 – 2,000 Euro
When changing jobs IT professionals will want an
increase of at least 30 % compared to what they
currently have. The salary ranges reflect different
offers across the market depending on company
policy & hierarchy (small startups will offer
sometimes bigger salaries than a multinational
company with strict salary policies). Also there
is a difference in pay from industry to industry;
IT focused areas will subsequently reward
employees better.
In terms of contract type the situation differs from
case to case; there are companies who will offer a
permanent work contract, project-based or sole
proprietorship (PFA). It’s hard to determine the
ratio of these contract types but we can certainly
say that full time contracts are the most common.
*Manual + Automation **Various programming languages

Salaries in Bucharest (Euro, net monthly sums) – 2015 new wave tech
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Comp & Ben
Moving from the classic positions, we have the latest and most sought after titles of 2015; from Mobile
technologies to Security and all the way to Big Data this is the know-how that will determine what
2016 will bring!
Mobile Developer (iOS/Android) Mac iOS Developer
(usually former iOS Developers)
Big Data Analyst
Junior
500 – 700 Euro
Middle
800 – 1,500 Euro
Senior
1,500 – 3,000 Euro
Junior
1,100 – 1,400 Euro
Middle
1,600 – 2,000 Euro
Senior
2,000 – 3,500 Euro
Junior
1,100 – 1,500 Euro
Middle
1,600 – 2,000 Euro
Senior
2,000 – 3,500 Euro
Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer
Junior
500 – 1,000
Middle
1,500 – 2,000 Euro
Senior
2,000 – 3,000 Euro
Junior
500 – 1,000 Euro
Middle
1,600 – 2,000 Euro
Senior
2,100 – 2,900 Euro
Junior
900 – 1,100 Euro
Middle
1,100 – 1,700 Euro
Senior
1,850 – 2,500 Euro
Junior
1,000 – 1,300 Euro
Middle
1,300 – 2,000 Euro
Senior
2,000 – 3,000 Euro
The salaries are calculated accordingly to the average of the market, outliers may exist (exceptions for very
good/experienced professionals or companies that have the internal policy of paying at the 90th percentile)

Most frequent benefits requested by IT professionals in Bucharest
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Comp & Ben
64% of IT professionals ask for Medical Insurance
46% of IT professionals ask for Financial
Support for Training
43% of IT professionals ask for
Flexible Hours
25% of IT professionals ask
for Meal Vouchers
22% of IT professionals ask for
Religious Holiday
bonuses
16% of IT professionals
ask for Gym Subscription
14% of IT professionals
ask for Vacation
Bonus

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HR Insights
Depending on the desired language, the process might take from 2 weeks up to 3 months.
For highly requested languages (French and German) the process might even surpass the
3 months mark. From searching for a profile fit to signing the deal the process might
encounter the following obstacles:
A limited number of good profiles that meet both language and tech requirements
A lack of interest in a new position
A sudden change of mind from the applicant’s side (reasons might be strictly personal or
related to company profile)
A counter-offer from the applicant’s current employer (most common obstacle).
An analysis done for 2014 on over 550 successfully filled roles by Brainspotting,
highlighted the following fill in time frame on different seniority levels:
Entry level – 4 weeks (for students/candidates without notice period);
Mid-level – 8 weeks;
Senior level – 8 – 10 weeks;
Managerial level – 16 – 20 weeks.
Intervals above are for recruitment processes where client interview and testing is done
immediately after the recommendation. Otherwise, the duration may increase with 20
to even 50%. Duration takes into consideration the notice period.
Time to fill a role

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HR Insights
28.21% of the IT profiles have changed
their job at least twice, while almost
one quarter of the market (23.93%) have
changed jobs three times.
The chart shows the job changing fre-
quency for programmers / developers;
the pool consists of 446 respondents
from across the country with a
maximum age of 38.
More than
four; 6,55% Other; 1,71%
Four;
7,69%
One; 31,91%
Three; 23,93%
Two; 28,21%
IT Professionals with over 2 years work experience have had on average between
2 and 3 jobs, while less experienced IT individuals are still at their first job.
Other;
1%
One; 22%
More than
four;
8%
Four; 10%
Three; 29% Two; 20%
Other;
2%
More than
four;
4%Four;
1%
Three; 8%
Two; 2%
One; 63%
N*IT Professionals 2 yrs+ Experience = 320 N*IT Professionals 0-2 yrs+ Experience = 125
Q: How many jobs have
you had until now?
Data is taken from the Most
Desired Employers Survey
2014 for the IT Industry
Employee Churn

Employee Churn
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HR Insights
Usually when candidates are looking for a job (actively or passively) there are
certain aspects that are missing from their current job. From the market data we
gathered we observed different patterns for entry level professionals and seniors.
Junior level (1 – 3 years experience) – they
change jobs more frequently, on average
every 1-2 years; they are attracted to the
salary & benefits package, cool working
environment and tend to switch job based
on these aspects.
Medium level (3 – 5 years experience) –
they change jobs every 2 to 4 years and
they look for a mix of challenging projects,
new technologies and financial incentives.
Senior level (5 years + experience) – they
are more stable, career oriented, changing
jobs only if a true development opportunity
appears; on average they spend 4 to 5
years on a position.
Team leaders – there are not as many jobs
on the market as for pure developers so
they show more stability; on average they
spend 5 to 7 years on the job then they
promote to project management or
software delivery management roles.

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HR Insights
Over 3,000 IT &C jobs
advertised across many
industries
1 in every 3 jobs
available in IT is
Java related
Most requested programming languages
Most advertised job openings for IT&C professionals
Job type percentage across all industries
Software
Developers
55%
Other (ex: Tech
Support)
15%
Mobile
Developers (iOS/
Android)
4%
Project
Managers
6%
Consultants
5%
Business Analysts
3%
Architects
3%
Testers / QA
9%
Programming Languages
Other
23%
.Net / C#
15%
Java
28%
C / C++
12%
PHP
15%
Mobile
7%
Others:
SQL, PL/SQL, Cobol,
Python, Ruby, Perl, JavaScript

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HR Insights
Emerging in 2015
Scala
Android
iOS
Ruby
PythonErlang
Clojure
Haskell
Golang
Programming
languages to
know in 2015
3D Printing
Smart
Machines
IoT/IoE
Big Data
Analytincs
Cyber
Security
Cloud
Computing
Virtual
Reality
Technologies &
Trends to watch
for in 2015

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HR Insights
IT Recruitment Trends
Job fairs are not that
crowded with IT
professionals but
conferences,
hackathons and tech
events are a good
place to find talent.
Shifting from the
traditional offer to a
package that
includes:
international
exposure, work from
home and a variety
of trainings.
There is an increased
interest for a mix of
known technologies
plus a foreign
language (German is
one of the most
sought after, as are
more exotic ones like
Dutch).
Hiring talent with
niche skills at any
time due to the lack
of offer on the
market. It’s no longer
a question of having
an opening, but
seizing talent when
given the chance.
Students count on job boards and company websites
to scout for jobs while professionals go to
connections in companies
Training programmes and a friendly office
environment are some of the perks IT people look for
A targeted employer brand survey will unveil insights
into specific groups and their opinion on certain
companies
Job fairs are still attended by candidates but not
as crowded as other events like: tech conferences,
gaming events, hackathons and university open days
A transparent career development plan will challenge
the candidate to achieve project goals.
72%of IT
professionals are
FULL-TIME
employed
65%of IT
professionals are not
actively looking for a job,
but would be open for
discussion if the
opportunity arises
Company sites
Are the most used channels for
looking & applying for jobs for
both IT students &
professionals
Recruitment practices should be distinctly divided
between the two target groups: students and
professionals. Talent attraction strategies should
rely on these facts:

What are the professional objectives
you want to accomplish in the next 3
years?
The most striking pattern we notice for objectives is the attention individuals give to becoming an
expert in their field. They will look for employers that offer training programmes, challenging projects
with technology mix, but who also respect the work-life balance.
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HR Insights
What are the most common criteria IT
professionals use when choosing an
employer?
Work-life
balance
54% Coordinating
projects
22%
Becoming
a specialist
62%
Becoming
a manager
17%
Be well
paid
46%
Challenging
responsibilities
26%
Safe jobs
(27%)
Training
programs
(37%)
Flexible
working
hours (27%)
Good
reputation /
image
(33%)
Salary & benefit
package
(51%)
Friendly
environment
(37%)
The figures in brackets () represent the percentage of IT professionals for whom the criteria is one of their 3 most important ones.

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HR Insights
In case you are / have coordinated a team, how much experience do you have doing this?
I'm not coordinating /
I never coordinated
53%
0-6 months
16%
7-12 months
7%
1-2 years
9%
2-3 years
6%
3-5 years
5%
5-10 years
3% Over 10 years
1%

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Candidate
Behavior
Insights
Most Desired Employers Survey - IT Market
446 Developer/Programmer Respondents
Becoming a specialist
Work-life balance
Be well paid
Challenging responsibilities
Coordinating projects
Creating new products
Reacing a material positions
Starting my own company
Working abroad
Working on a strategic level
Job Rotation
Other objective
62,25%
64,61%
46,29%
24,04%
21,35%
17,08%
15,51%
13,93%
13,48%
13,48%
4,49%
2,70%
0,45%
0% 10% 20% 30% 40% 50% 60%
Programmers / Developers
*Percentages out of total valid N*IT Professionals = 446
Professional Objectives
Professional objectives show what
candidates want from a job and help you in
building a coherent employer branding
strategy. Becoming a specialist shows that
candidates are looking for training plans,
interesting projects that will help them grow.
Q: Please select maximum 3 professional
objectives that you want to accomplish in the
next 3 years. (Please choose maximum 3
options.)*

30
Candidate
Behavior
Insights
Criteria for choosing an employer
When looking for a new job, candidates pay
close attention to aspects like salary & benefit
package and having a friendly environment.
Advertising this information will attract and
retain the right candidates.
Q: Which are the 3 most important factors that
you take into consideration when choosing an
employer? (Please choose maximum 3
options).
Salary & benefit package
Friendly environment
Flexible working program
Good reputation / image
Challenging jobs
Safe jobs
International opportunities
Creative & dynamic environment
Availability of mentorship
Rapid promotion opportunities
Accesible office
Well known products / services
Other
Training programs
52,36%
41,12%
31,69%
30,34%
30,56%
25,62%
22,70%
15,28%
12,36%
10,79%
8,76%
8,76%
5,17%
0,22%
0% 10% 20% 30% 40% 50% 60%

31
Candidate
Behavior
Insights
The most wanted benefit is the medical
subscription, closely followed by flexible
working hours. Allowing employees more
freedom with their schedule proves that the
company has an employee satisfaction
oriented policy.
Q: Please choose 3 benefits that you consider
as fundamental for the offers of the employ-
ers. (Please choose maximum 3 options.)
Medical subscription
Flexible working hours
Finnancial support for trainings
Christmas / Easter bonuses
Meal vouchers
Gym subscription
Vacation bonuses
Catering
Laptop
Transportation allowance
Private pension
Life insurance
Work car
Mobile phone
Other benefits
64,49%
48,99%
35,73%
28,54%
28,09%
18,65%
14,38%
12,81%
11,01%
8.09%
4,94%
4,49%
4,27%
1,12%
1,35%
0% 10% 20% 30% 40% 50% 60% 70%
Most wanted benefits

32
Candidate
Behavior
Insights
When asked why they accepted their last job
most candidates answered that the flexible
working hours determined them in saying yes.
Again this perk attracts candidates surpassing
the richness of the salary offer.
Q: What determined you to accept your last
job? (Please choose maximum 3 options.)
0% 5% 10% 15% 20% 25% 30% 35%
Job/Offer acceptance criteria
40% 45%
Flexible working program
Salary & benefit package
Good reputation / image
Friendly environment
Challenging jobs
Training programs
Safe jobs
Accessible office
International opportunities
Creative & dynamic environment
Availability of mentorship
Well known products / services
Rapid promotion opportunities
Medical subscription
41,35%
38,65%
32,36%
30,34%
25,84%
21,80%
18,65%
16,18%
10,79%
10,11%
8,54%
6,74%
3,82%
2,25

In order to have successful recruitments, there are a few tips & tricks to be taken into consideration.
First of all, the recruitment process must be fast & dynamic, but placed in realistic timeframes, allowing quality
sourcing and interviewing. Given the great variety of jobs in the sector, good candidates receive many offers and
they can conclude a recruitment process after only 1 interview or in less than 1 week’s time.
The process must also be completely transparent (between the HR department/provider - Hiring Manager/client),
with constant, in-real-time feedback from both parties (about the recruitment process and the market, the pool of
candidates, difficulties in the process, plans of improvement, suggestions, etc.)
Then, marketing of the opening and candidate attraction: it is well known that a well marketed role can attract a
higher number of candidates and a better quality of applicants. The first step for a good “job marketing” is to put
together a short, but comprehensive Job Description, that includes a catchy, but understandable title -that will grab
the reader’s attention-, the company history / profile and a brief description of the projects. The JD must contain
the job summary (3 - 6 line overview of the opening), future responsibilities (essential functions and tasks of the
job), required skills & qualifications (must-have & nice-to-have) and other details such as department, language
requirements, travel availability and included benefits.
33
Brainspotting
Tips & Tricks
to successful
IT%C Recruitment
There is a common practice nowadays that companies make counter-offers to the employees who have decided
to leave their roles, but what is to take into consideration is the fact that, from our experience, more than 50% of all
employees who accept counter-offers change either way companies within the following months. Once a
candidate shows that he is willing to leave, it is a signal that he is unhappy or that he is in an active search. After
accepting to stay in the current company, his involvement and dedication are often questioned and he/she might
reconsider the reasons of his/her desire to leave in the first place.

Proof of know-how
The level of seniority is not only
dependent on the number of years
spent In a position but the amount
of technicalskills accumulated in the
process. While tests will can easily
be sidestepped a face to face
interview will uncover gaps & over
inflated skills. Honesty about your
levelof knowledge (especially
language and programming skills)
can onlyensure a perfect match with
thejob.
International exposure
Working or studying in an
international environment improves
the individual’s skill set from many
different perspectives:
-cultural awareness
- project variety
- increases adaptability
- improves leadership
- widens professiona network
Students & graduates
Good grades and scholarships go
best with extracurricular activities
like: workshops, open days and
personal projects
Finally, once a recruitment process was happily ended (role filled) it is important to remember that the new
employee expects a professional on-boarding experience (assigning the new hire to a team with either a coach/
buddy, meeting all the colleagues, showing him/her that he/she is a part of the company) and signs of a good
retention strategy (one-to-one periodic evaluations, employer’s trying to meet the initial requests, recognition of
the work and breakthroughs, a transparent and meritocratic career plan).
All the above can lead to a much higher rate of success and can also position the company as a cool employer
focused on its employees, by creating a strong employer brand.
34
Brainspotting
Tips & Tricks
to successful
IT&C Recruitment
Maria Hostiuc
Senior IT&C
Recruitment Consultant
This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be reproduce only by mentioning Brainspotting as source.

Thank you for your time and interest!
Please feel free to share your thoughts and insights
or contact us for questions, remarks or suggestions:
Violeta Ciutac
Sales & Marketing Manager
violeta.ciutac@brainspotting.ro
ro.linkedin.com/in/violetaciutac
(+40) 725 584 962

IT Talent Market Romania (2015 - 2016)

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