The IT job market in 2026 is no longer the “eldorado” of a few years ago—but it’s not a disaster either. After the difficult year of 2023 and a stabilization phase in 2024, reports from 2025 show a gradual rebound: more hiring, modest wage growth, but also stronger competition for each position, especially at the mid and senior levels.
In these conditions, salary negotiation is no longer an optional extra—it’s a core skill in every IT professional’s toolkit. This is even more important as new pay-transparency regulations come into force, changing the balance of power between employers and candidates.
Below is a structured guide on how to approach salary negotiations in IT in 2026.
1. The IT market in 2026: your starting point for negotiations
Before anyone talks about money, they need to understand the game they’re playing.
Key trends (Poland + Europe):
Post-crisis stabilization – the number of IT job offers has broadly returned to pre-crash levels, but without the dynamic salary growth seen in 2020–2021.
More candidates per role – reports show a clear increase in the number of applications per job posting, particularly at mid and senior level.
The junior bottleneck – junior roles are relatively scarce; companies are more willing to pay extra for experienced specialists than to invest in training beginners.
Wide pay ranges – average salaries for mid/senior roles on both permanent contracts (UoP) and B2B look attractive, but the gap between the bottom and top of ranges can be huge.
Remote work still matters, but is less unconditional – most IT specialists can still work remotely at least part of the week, but pressure toward hybrid models and office returns is growing.
For negotiators, this means: it’s easier to find a job than in 2023, but harder to justify poorly grounded, purely “wishful” rates. Every number should be anchored in market reality.
2. New law: pay transparency as a bargaining chip
The key change for 2025–2026 is the implementation of the EU Pay Transparency Directive.
What matters most for candidates:
Ban on asking about salary history – from late 2025, employers in Poland may not ask about past earnings. This is meant to prevent low historical pay from following candidates throughout their careers.
Obligation to disclose pay information – across the EU, employers must inform candidates about salary or pay ranges, either in the job ad or at the latest before the first interview.
The Polish version: flexible timing – Polish regulations are slightly more lenient: employers don’t have to publish ranges in the job ad, but must disclose them no later than the offer stage.
In practice, this means for negotiations:
candidates are not obliged to disclose previous salaries and can freely base expectations on the market and their value,
it’s easier to refer to the company’s pay policy (“where within the range is this role positioned?”),
employers must reckon with the fact that pay disparities will be more visible and more often questioned.
3. Preparation: data, not “gut feelings”
Effective negotiations start long before the conversation with a recruiter.
3.1. Gather hard market data
In 2026, candidates have access to a wide range of salary reports: No Fluff Jobs, Just Join IT, Bulldogjob, Devire, Next Technology Professionals, and others.
It’s worth:
Checking salary ranges for your specialization (e.g. backend, frontend, DevOps, data, security), level (junior/mid/senior/lead), and form of cooperation (UoP vs B2B).
Paying attention to medians and distributions, not just maximums.
Noting differences between:
product companies vs software houses vs corporations,
Polish employers vs foreign ones (especially the US and Western Europe),
fully remote roles vs hybrid/on-site work.
A good practice is to define your own benchmarks:
-
minimum market range (below which an offer makes no sense),
-
typical market range,
-
“top 20%” range (upper end of the market, usually for high-responsibility or niche roles).
3.2. Do your own value assessment
The second element of preparation is an honest self-analysis:
-
how many years of experience you really have in a specific technology,
-
your level of responsibility (independent dev vs lead vs architect),
-
your impact on the business (revenue, savings, team efficiency),
-
your “2026-ready” skills: cloud, AI/ML, data, security, architecture, product thinking.
Good practice: write down 5–7 concrete achievements in the format:
“Thanks to [action], the team/company achieved [specific result], which translated into [numbers / savings / revenue / time].”
This will be your main ammunition in negotiations.
- Negotiating salary during the recruitment process
4.1. When should money be discussed?
In 2026, salary discussions usually come up:
-
in the application form (“salary expectations”),
-
during the first recruiter call,
-
or only at the final offer stage (in companies that disclose ranges late).
A safe rule:
Don’t avoid specifics, but also don’t lock yourself into a single number too early. Use a range (e.g. “PLN 20–23k net B2B” or “PLN 15–17k gross on UoP”).
Make sure both sides are aligned on:
-
gross vs net,
-
UoP vs B2B,
-
number of billable days per month,
-
work mode (remote/hybrid/on-site).
4.2. How to answer: “What are your salary expectations?”
Good answers have three qualities: they’re market-based, specific, and conditional.
Example (mid/senior on B2B):
“Based on salary reports and offers for similar roles, I see the market level for this position at PLN 22–25k net B2B for remote work. I’m comfortable in that range, assuming responsibilities and scope similar to what’s described in the job ad.”
For a permanent contract (UoP):
“For a role with this level of responsibility and technical requirements, I’m targeting PLN 16–18k gross on UoP, with a standard benefits package and remote or hybrid work.”
It helps to:
-
start with a reference to the market,
-
give a range, not a single figure,
-
clearly name the conditions that justify the upper end of the range.
4.3. When the company gives the range first
If a recruiter says: “the range for this role is PLN 15–20k B2B”, a reasonable response might be:
-
if the range is acceptable:
-
“This range is interesting to me; given my previous projects and responsibilities, I’d be aiming toward the upper end. I’m happy to share concrete examples to justify that.”
-
if the range is clearly below market:
“Based on reports and offers for comparable roles, the market range seems higher—closer to PLN 18–22k B2B. Is there room to discuss a rate in that range if I turn out to be a strong fit for the team’s needs?”
The key is not to attack, but to highlight the gap between the range, the market, and your value.
5. Negotiating a raise in your current company
A different scenario is talking to your current employer. In 2026, IT companies are more cost-conscious, so a raise “because of inflation” is rarely enough.
5.1. When to talk?
-
before or during a performance review,
-
after completing an important project,
-
when your scope of responsibility changes (e.g. stepping into a leadership role, taking ownership of a key module).
5.2. How to prepare?
Market data – current ranges for similar roles in your region and industry.
A list of concrete achievements from the last 12–18 months (with numbers).
Clear salary expectations—and a lower boundary below which the conversation makes little sense.
Example structure:
-
Facts about your contribution: what has changed since the last raise.
-
Market comparison: “My current salary is X% below the median for similar roles according to [reports].”
-
Concrete proposal: “In this situation, I believe an appropriate adjustment would be to [specific amount / range].”
6. Strategies for different experience levels
6.1. Junior
Financial room for maneuver is smaller, but you can negotiate:
-
a fast salary review after 6 months,
-
a clear development plan (mentoring, training, specific projects),
-
learning time during working hours.
A strong junior argument:
“I’m willing to start at the lower end of typical junior ranges, provided that after 6 months—assuming agreed goals are met—we revisit compensation with the possibility of reaching market level.”
6.2. Mid / Regular
In 2026, mid-level candidates are often the most heavily screened—this is where competition is strongest.
Focus on:
-
emphasizing independence (delivering features without micromanagement),
-
showing business collaboration skills (working with product owners, analysts, clients),
-
negotiating not just pay, but also involvement in technical decisions or a “feature owner” role.
6.3. Senior / Lead / Architect
Here, discussions increasingly go beyond pay to include:
-
participation in strategic decisions,
-
influence over system architecture,
-
opportunities to build teams (recruitment, mentoring).
In negotiations:
-
refer to business impact (e.g. shorter time-to-market, infrastructure cost optimization, quality improvements, fewer incidents),
-
compare with rates for architectural, DevOps, or data roles, which often define the top end of the market.
6.4. Contractor / B2B (including cross-border)
For B2B roles, key elements include:
-
daily or hourly rate,
-
number of billable days per month,
-
notice period,
-
rules for overtime, on-call, standby,
-
currency and indexation mechanisms (e.g. linked to EUR/USD).
In 2026:
Poland remains an attractive nearshoring market—developers are well regarded but still cheaper than in the US or Western Europe.
Cross-border contracts often mean higher rates, but also higher risk (shorter contracts, less continuity, different tax and insurance rules).
7. The psychology of effective negotiations
7.1. Know your BATNA
BATNA (Best Alternative To a Negotiated Agreement) is your best option if talks fail:
-
your current job,
-
other offers,
-
staying on existing terms for a while.
The stronger your BATNA, the easier it is to negotiate—but don’t brandish it as a threat (“I have other offers anyway”). Treat it as an internal reference point.
7.2. Frame the conversation around value, not needs
Instead of:
“I need 5k more because everything is more expensive.”
say:
“Over the last year I’ve taken responsibility for X, Y, and Z, delivering [specific result]. On the market, similar roles are typically paid in the range of […]. I’d like my compensation to reflect this level of responsibility.”
7.3. Silence and pauses
In negotiations—especially at the offer stage:
-
you don’t have to respond immediately,
-
a natural pause after stating a rate often works in the candidate’s favor,
-
it’s fine to ask for time: “I’d like to think this through and come back with a decision tomorrow.”
7.4. Avoid ultimatums
Hard “either X or I walk” statements usually weaken your position unless you’re truly ready to leave. More effective are:
“If…” – “If the scope also includes A and B, then a rate of … seems justified.”
“Is there a scenario in which…” – “Is there a scenario where, with these responsibilities, the budget could be increased to…?”
8. What else is worth negotiating in 2026?
The headline number isn’t everything. In the 2026 IT market, these are often just as important:
Work mode – real remote flexibility vs hybrid, number of office days, flexible hours.
Training budget – conferences, certifications, online courses (especially AI, cloud, security).
Career path – clear criteria for moving from mid to senior, senior to lead, lead to architect.
Scope of responsibility – working on a key product vs “legacy support,” influence on tech decisions.
Benefits package – private healthcare, insurance, equity programs, annual bonuses.
Sometimes it’s worth accepting a slightly lower rate in exchange for a much better development environment, especially early in your career.
9. The most common candidate mistakes
In 2026, several recurring mistakes stand out:
Lack of numerical preparation – candidates “feel” they’re underpaid but can’t back it up with market data.
Confusing gross/net and contract types – stating expectations without clarifying UoP vs B2B and the setup.
Anchoring too low – giving a low number “to avoid scaring the employer,” which closes off higher ranges.
Bringing frustration into the conversation – talking about “injustice” at the current employer instead of facts.
No written summary of agreements – failing to confirm agreed pay, benefits, and terms in writing leads to disappointment later.
10. Summary: building your personal strategy for 2026
In 2026, effective salary negotiation in IT requires combining three elements:
Hard market data – regular tracking of salary reports and trends (in Poland and across Europe).
Legal awareness – using new pay-transparency rules and the ban on salary history questions.
The ability to articulate your value – in terms of specifics, numbers, and business impact, not vague claims.
The market is no longer unconditionally “candidate-driven,” but a well-prepared IT professional—especially in cloud, data, security, and AI—still has a solid negotiating position.
Negotiations don’t have to be a confrontation. In 2026, they’re more a test of whether a candidate understands market realities, knows their value, and can talk about it professionally. That’s exactly the skill worth mastering.