The IT job market is entering 2026 in a state that is hard to describe as either an “eldorado” or a crisis. After the pandemic boom, the slowdown in 2023, and a modest rebound in 2024–2025, the situation is stabilizing—but mainly from the perspective of experienced professionals. For candidates without commercial experience, the entry barrier remains high.
That does not mean the door is closed. It means that “knowing a bit of Python” and sending out a few CVs is no longer enough. In 2026, getting into IT will resemble a project—one that needs to be consciously planned and consistently executed.
This text shows how to do that—in the realities of the Polish IT market.
1. The IT market in 2026: stabilization, but juniors still on the defensive
Recent reports on the Polish IT job market paint a picture of moderate stabilization:
The No Fluff Jobs IT market report for 2024 shows that the number of job postings fell by only about 2.6% year over year, while at the same time the number of applications per posting rose sharply—to an average of around 40–44 CVs per job.
Reports from Just Join IT and market summaries for 2024/2025 strongly emphasize that juniors are in the most difficult position, while mid-level and senior specialists continue to attract strong employer interest.
No Fluff Jobs analyses of the overall labor market show that junior-level positions account for only about 10–11% of all IT job postings—significantly less than just a few years ago.
In 2024, it was not uncommon for over 100 candidates to apply for a typical junior QA role, clearly illustrating the scale of competition for entry-level positions.
At the same time, there are signs of improvement:
Data from IT market reports in 2025 indicate a renewed increase in job postings—one Q2 2025 summary mentions growth of about 7–8% year over year.
Forecasts for 2026 (including analyses by industry portals and recruitment firms) describe the year as a period of “moderately optimistic stabilization”: demand for IT specialists is growing, but the market remains demanding for new candidates, especially those without experience.
Conclusion: In 2026, it is possible to enter IT, but:
-
competition at the junior level is at a record high,
-
simple “become a programmer in 3 months” courses are not enough,
-
the key is demonstrating practical value, not just declaring knowledge of technologies.
2. “Lack of experience” ≠ “lack of value.” What does an employer really want to see?
Job postings often contain a paradox: “Junior” + required 1–2 years of experience. To outsiders, this sounds absurd, but from a company’s perspective it usually means:
“We want someone who has already proven they can deliver working code / tests / solutions, collaborate with a team, and learn in practice.”
The good news: Commercial experience is only one form of proof. For a first job, any credible signal that you can solve real problems matters.
Such signals may include, for example:
-
projects in a repository (GitHub, GitLab),
-
participation in hackathons, student clubs, or university projects,
-
internships, traineeships, IT volunteering,
-
freelance work for small businesses or acquaintances (even small assignments),
-
structured documentation, tests, backlogs—anything that shows you understand real-world work, not just tutorials.
In 2026, the recruiter’s key question is not: “Do you have 2 years of experience?” but rather: “Can you become independent in typical tasks for this role within 3–6 months?”
Your goal is to build a body of evidence that makes the answer “yes.”
3. Choosing a path: which IT areas are realistic for a junior in 2026?
The situation varies by specialization. Market reports suggest that the most jobs are still in backend development, which in 2024 accounted for about one fifth of all IT job postings in Poland.
At the same time, some paths are significantly harder for beginners than others (e.g., “pure” Data Science, cybersecurity, or DevOps without prior systems experience).
3.1. Classic entry paths
Frontend (JavaScript/TypeScript, React, Vue)
Pros: plenty of learning materials, quick visible results (UI in the browser), many small companies need simple apps and websites.
Cons: enormous competition at the junior level; increasing expectations around maturity (tests, accessibility, performance).
To start: HTML, CSS, Git, JavaScript fundamentals + at least one framework (React/Next.js) and basic tests (e.g., Jest).
Backend (Java, C#, Python, Node.js)
Pros: stable demand, a core area in most projects.
Cons: higher entry threshold—you need to understand databases, APIs, security, and at least basic architecture.
To start: one stack (e.g., Java + Spring Boot / C# + ASP.NET / Python + Django/FastAPI), a relational database (PostgreSQL/MySQL), unit tests.
Tester / QA (manual with a move toward automation)
Pros: a relatively common entry path; companies understand that testing can be learned faster than full development.
Cons: the junior QA market can be very saturated; a single posting may receive over 100 applications.
To start: writing test cases, reporting bugs, basic knowledge of HTTP and SQL, tools like Postman, and at least one test automation framework (Selenium, Cypress, Playwright).
IT Support / Service Desk / Application Support
Pros: a real and often underestimated entry path—especially for people without a computer science degree; helps you understand infrastructure, IT processes, and working with users.
Cons: lower starting salary ranges than programming; requires patience for ticket-based work.
To start: solid fundamentals of operating systems (Windows, Linux), networking, ticketing tools, sometimes basic scripting (Bash, PowerShell).
3.2. “Aspirational” but harder paths at the start
Data Science / Machine Learning
Theoretically attractive, but in practice very difficult at the junior level, as companies prefer candidates with prior experience in data, models, and MLOps.
A more realistic path: start with BI / Data Analyst roles (SQL, Excel, Power BI, data quality), then gradually move into ML.
DevOps / Cloud / Cybersecurity
Very promising areas, but there is rarely a “true junior DevOps with zero experience.”
A realistic path: support, system administration, technical helpdesk, internships in SRE teams, and only later full DevOps/SecOps roles.
AI / LLM / Prompt Engineering
In 2024–2025, new AI/ML-related roles emerged, but median salaries in these areas are rising faster than the number of openings—companies are looking for very strong technical profiles.
For juniors, this is usually an add-on to a main specialization (e.g., backend + LLM integrations, analytics + AI-assisted data processing).
4. A portfolio that works in 2026: fewer tutorials, more realism
By 2026, recruiters have seen thousands of “React ToDo apps.” Simply having a GitHub profile is no longer enough. What matters is the quality and context of your projects.
4.1. Designing a portfolio for job postings, not for a “nice profile”
Select 10–20 junior/trainee job postings in your specialization.
List the most frequently recurring requirements: technologies, tools, task types.
Design 3–5 projects that directly reflect those requirements.
Examples:
Frontend:
-
An SPA with authentication, user roles, and a shared task list.
-
An admin panel consuming a public API (e.g., exchange rate data).
-
A fully responsive site with proper accessibility (ARIA, contrast).
Backend:
-
A REST API for a simple e-commerce system (products, cart, orders, test payments).
-
A booking system (e.g., offices or rooms) with authorization and logging.
-
A modular application with unit tests and brief architecture documentation.
QA:
-
Test case sets for a real application (even an existing SaaS).
-
A repository with examples of frontend and API test automation.
-
“Bug hunting” reports for a selected web app (screenshots, steps, priorities).
Support / Admin:
-
Automated scripts for backups, log monitoring, simple deployments.
-
A mini network lab (e.g., virtual machines) with documentation of common incidents.
-
A playbook for resolving the most common user issues.
4.2. What every project must include in 2026
-
A repository with a clear README (problem description, features, how to run).
-
At least minimal tests (even 5–10 meaningful cases).
-
Simple CI/CD (e.g., GitHub Actions with build and tests).
-
If possible, a live demo online (Vercel, Render, Railway, etc.).
-
A short note on how you used AI tools and what you implemented yourself.
5. Learning in Sync with Recruitment: What Will Really Be Required of You
Reports show that competition for junior positions is high, but the requirements listed in job postings are often repetitive. That’s why it’s worth learning not “randomly,” but in line with how the recruitment process actually looks.
5.1. Typical elements of the junior recruitment process
-
CV screening – often via an ATS or by a recruiter without a technical background.
-
Initial interview – questions about motivation, past projects, and willingness to learn.
-
Recruitment task (take-home or live coding).
-
Technical interview – discussion of the task, basic theory (algorithms, databases, testing).
-
Sometimes logic/algorithmic tasks (especially in larger companies).
5.2. How to learn to pass this “exam”
Regularly solve tasks similar to those used in recruitment (LeetCode, HackerRank, Codewars—but in moderation, not instead of projects).
After each new topic (e.g. REST, database indexes, unit tests), come up with a small task or project that uses it—and push it to a repository.
Use AI tools (ChatGPT, Copilot) as a mentor, not as a generator of ready-made code:
-
ask for code reviews,
-
inquire about alternative solutions,
-
then try to write a similar piece from memory, without hints.
6. “Pseudo-experience”: how to get your first line on a CV
In many companies, the simple fact that “you’ve already done something for someone else” works like unlocking a level. It’s proof that you can work with requirements, feedback, and deadlines.
Where to look for your first gigs and opportunities
Internships and traineeships
University career offices, company websites, portals like No Fluff Jobs and Just Join IT (filter: “intern / junior”).
Note: many internships are paid only symbolically, but they can be a sensible investment in your CV.
NGOs, associations, local initiatives
Organizations often need simple websites, automation, dashboards.
You can negotiate collaboration in exchange for references and having the project signed with your name.
Micro-freelance
Polish platforms like Useme, international ones like Fiverr/Upwork (though price competition there is fierce).
Small assignments: website fixes, form implementations, simple API integrations, Excel/SQL reports.
University projects / student clubs
If you study, it’s worth “upgrading” coursework projects so they resemble real deployments (tests, documentation, Git, demo).
Hackathons, contests, meetups
Even if you don’t win anything, you can later write on your CV: “Participation in hackathon X – creation of prototype Y in a 4-person team.”
The key is to later list this as real experience on your CV, for example:
-
10.2025–02.2026 – Freelancer (projects for NGOs and small businesses)
-
Built a website for organization X (React + Next.js, integration with a registration system).
-
Automated data export from a CRM to reports (Python + Google Sheets API).
7. Online presence: LinkedIn, GitHub, and a simple portfolio
In 2026, having no online presence at all in IT is a red flag. Recruiters will Google your name anyway.
LinkedIn – the minimum worth having
A professional photo (it doesn’t have to be “corporate,” just clear and neutral).
A headline that says what you want to do:
“Junior Java Developer | Spring Boot | SQL | REST API”
“QA / Manual Tester → moving toward automation | Cypress | Postman | SQL”
An “About” section with 3–5 sentences about what you’ve already done (projects), how you learn, and what you’re looking for.
A “Featured” section with links to GitHub, project demos, articles (if you write any).
A few dozen meaningful connections (fellow students, lecturers, people from meetups, speakers).
GitHub – fewer, but done properly
A handful of showcase repositories, not 50 course forks.
Clear READMEs, sensible directory structure, tests, version tags.
Commits that show regular work (not “200 commits in one day after a course”).
A simple web portfolio
-
It can be a single static page (e.g. on GitHub Pages, Netlify, Vercel).
-
Concise sections: “About me,” “Projects,” “Contact,” links to profiles.
-
No fireworks needed—the goal is for a recruiter to easily reach the most important things.
8. Application strategy: from “spray and pray” to a system
With dozens of CVs per opening, the number of applications matters, but without a sensible strategy it’s easy to burn out.
8.1. Which companies make sense to apply to as a junior?
-
Smaller software houses – often more open to taking on juniors if they see potential.
-
Product companies – especially those at an early stage of development that can’t afford only seniors.
-
Medium and large companies with internal IT departments, not necessarily branded as “software” (banks, insurers, logistics, retail).
-
Shared services centers (SSC/BPO) – for support, admin, BI paths.
Don’t ignore postings that mention “1–2 years of experience” if:
-
you know the tech stack well from projects,
-
the scope of responsibilities is within your reach,
-
the company isn’t looking for a one-person army to run the entire architecture.
These are often disguised “solid junior” roles.
8.2. How to manage the application process
Create a simple kanban (e.g. in Notion, Trello):
“Postings to review” → “CV sent” → “Response” → “Interview” → “Offer / Rejection”.
Set a weekly minimum target (e.g. 10–20 well-matched applications).
Track which types of postings more often lead to responses—and optimize your choices.
9. A CV that gets through ATS and doesn’t end up in the trash after 10 seconds
With the growing number of applications, many companies use ATS systems and automated pre-screening.
9.1. CV structure in 2026
Maximum 1 page (2 pages only with very extensive projects).
Key sections:
Summary (2–3 sentences about who you are and what you’re looking for).
Technical skills (organized: languages, frameworks, tools, databases).
Experience (including projects, internships, freelance).
Education, courses, certificates.
Format: simple, clean layout, minimal graphics, zero “visual fireworks” that hinder parsing.
9.2. Keywords and tailoring to the posting
Use the language of the job ad—if it mentions “REST API,” “Spring Boot,” “Cypress,” make sure these phrases (if you know the tech) appear in your CV.
Don’t embellish—every item must be defensible in an interview.
Treat each posting as a mini-project: adjust the order of information (e.g. for QA roles, put testing and tools higher than general programming).
10. Interviews and technical tasks: how to tell a story without experience
In a technical interview, a junior without commercial experience has to convince the team mainly of two things:
You understand the fundamentals (you don’t need to know everything, but you grasp the core ideas).
You can learn and don’t panic when you don’t know something.
10.1. What you should be able to talk about
2–3 key portfolio projects—with emphasis on:
-
why you built them,
-
what challenges you faced,
-
what you would do differently today.
Specific moments when something didn’t work and how you approached it.
Situations where you used code review (even via AI) and what you learned from it.
10.2. “Live” tasks
Practice simple timed tasks with someone else (even a friend)—the goal is to get used to thinking out loud.
Don’t be afraid to say “I don’t know, but I’d try…” and immediately propose a line of reasoning.
Remember: for juniors, interviewers more often assess how you think, not ready-made encyclopedic answers.
11. Money and working conditions: what can you realistically expect at the start in 2026?
IT market research data shows that in 2024 juniors in Poland earned on average about PLN 8,000 gross on an employment contract and about PLN 9,600 net on B2B, with clearly higher salary expectations (around PLN 10,000 / PLN 12,000).
Other analyses estimate that typical ranges for junior developers (depending on technology) are roughly:
-
Frontend: about PLN 5,600–7,100
-
Backend: about PLN 6,150–9,000
-
WordPress / simpler web dev: about PLN 4,900–6,800
By 2026, you shouldn’t expect dramatic increases in junior salaries—rather slight adjustments for inflation and wage pressure. At the same time, companies clearly signal in reports that they are unable to meet all candidate salary expectations; differences of around 20% between offers and expectations are not unusual.
For your first job, it’s worth:
-
Treating salary as one factor, not the only criterion (learning opportunities, team quality, and stack matter).
-
Targeting the lower–middle market ranges if you lack commercial experience but have a solid portfolio.
-
Knowing upfront that the biggest financial “jump” usually comes with the first job change, after 1.5–2 years.
12. A 6–12 month plan: how to approach it realistically
Finally, an example of a sober, realistic plan for someone without experience who wants to enter IT in 2026.
Months 1–2: foundations + choosing a path
Review IT market reports and job postings; choose 1 main path + 1 adjacent one.
Learn the basics: programming language / tools, Git, working with an editor/IDE.
Set up GitHub, LinkedIn, and a simple portfolio.
Months 3–4: projects “tailored to job postings”
Analyze 10–20 junior postings and extract recurring requirements.
Build 2–3 projects reflecting real tasks from those postings.
First “pseudo-experience”: e.g. a website for a friend’s business, report automation, IT support for an NGO.
Months 5–6: entering recruitment
Polish your CV and refine project descriptions.
Apply systematically (e.g. 10–20 carefully selected postings per week).
Regularly practice technical tasks and interviews (with feedback, even from peers).
Months 7–12: iteration
Analyze rejections and look for patterns (where you reach tasks, where you drop out at the CV stage).
Improve your portfolio, add more experience elements (freelance, hackathons, new projects).
Expand your network: meetups, online conferences, industry groups.
Summary: the first step is hard—but not random
Entering IT in 2026 is no longer a game of chance where “maybe it works, maybe it doesn’t.” The market is more aware, mature, and cautious. That’s bad news for those hoping for a miracle after a weekend course—but good news for those who treat a career change as a realistic project.
If you:
-
choose a specialization with real demand,
-
build a portfolio that reflects actual market needs,
-
gain at least minimal “pseudo-experience” with real people on the other side,
-
learn how to apply sensibly and talk about what you’ve already done,
then the lack of “commercial years of experience” will stop being a wall and become just another talking point.
And in 2026, that’s already quite a lot.