IT Recruitment in Hungary: Talent Market Overview, Costs, and Hiring Strategies

Hiring software engineers in Hungary involves some practical factors. The country has a moderate but growing number of IT specialists, mostly based in Budapest and a few other cities. Salaries tend to be lower than in Western Europe, which can help you expand your development capacity at a lower cost. However, finding developers with the right skills and experience can still require time and careful planning.

This guide will help you navigate the local market, common engagement models, and important points to consider when adding talent to your team. By the end, you will have a clearer understanding of how to hire developers in Hungary without unexpected delays or mismatches.

Hungary’s Tech Ecosystem: Software Talent and Market Trends

Hungary has steadily emerged as a practical IT hub in Central Europe. It offers a skilled workforce, making it a good fit for companies forming dedicated software teams. Estimates suggest that around 3.8–4 % of total employment consists of IT specialists in 2024, primarily in software development, web, and cloud technologies. 

Budapest serves as the main IT hub, hosting most software companies, multinational R&D centers, and experienced developers. Regional cities like Debrecen, Szeged, and Pécs are growing as additional hubs. Debrecen benefits from its Silicon Field IT Cluster, Szeged combines strong academic resources with corporate growth, and Pécs is expanding in business and shared services. These cities provide access to mid-level and junior IT specialists at competitive rates, allowing companies to build dedicated teams beyond the capital.

The Hungarian IT services market is estimated at USD 35.17 billion in 2025 and is projected to reach USD 60.41 billion by 2030, with a compound annual growth rate of about 11.4 percent. Growth is driven by software development, cloud adoption, and enterprise IT solutions. International companies continue to invest in local operations, showing confidence in Hungary’s IT talent and infrastructure.

Takeaways for companies: Hungary offers a stable IT workforce, a mix of senior and mid-level specialists, growing regional hubs, and a rising market. This makes it a practical option for building dedicated software teams.

The IT Talent Pool in Hungary

Hungary has quietly built a robust tech community. It has become a place where solid education, practical skills, and international-ready developers come together. For companies hunting for dependable engineering talent, it’s become a go-to spot in Central Europe.

A Growing, Skilled Workforce

Each year Hungary produces over 4,000 IT graduates, meaning fresh talent is constantly entering the market. The overall pool of software developers is estimated to be from 80,000 to more than 180,000 specialists. Well, in any case, the talent base is broad enough to support both local and international projects. 

This steady inflow of new developers helps balance experience levels across the market and gives employers flexibility depending on project needs.

In-Demand Skills: Modern, Versatile, Future-Ready

Hungarian developers are often comfortable with a wide spectrum of technologies. Frequently requested skills include Java, Python, .NET, and a variety of front-end tools such as React/JavaScript. As the tech ecosystem evolves, there’s growing interest in DevOps practices, cloud-based development, and even AI/ML. Companies that pick developers from Hungary can often find professionals who adapt quickly across different stacks, which can be a big plus in fast-paced or changing projects.

Language & Culture: Important Soft Skills

One important but often overlooked factor: many Hungarian IT specialists speak English at a proficient level. The country ranks around 22nd globally on the well-known English-proficiency index. This makes collaboration with international teams smoother. Combined with similar working styles and generally good cultural alignment, Hungarian developers often fit well into global teams. 

For managers and companies outside Hungary, that means fewer language barriers and easier integration when outsourcing or nearshoring.

Strong Foundations: Education and Practical Training

Hungary’s technical education system has deep roots, and this is reflected in the quality of its engineering graduates. For example, Budapest University of Technology and Economics (BME) was long considered the country’s leading technical university. It consistently produces developers with strong mathematical and problem-solving skills. Alongside BME, Eötvös Loránd University (ELTE) is another important source of talent in computer science.  It specializes in preparing specialists in the fields of software development, artificial intelligence, and data processing.

Universities such as the University of Szeged and the University of Debrecen have built strong reputations for their computer science and engineering programs. Their graduates often combine academic rigor with regional perspectives, helping to diversify the national talent pool.

Together, these institutions support a steady stream of technical specialists who combine theoretical knowledge with practical skills.

How IT Recruitment Works in Hungary

Hiring developers in Hungary follows a familiar rhythm: you scout candidates, conduct an initial interview, delve into the technical side of things, and move on to an offer fairly quickly. For most positions, companies can expect 3 to 8 weeks from first contact to signing a contract. It will all depend on seniority and how quickly interviews are scheduled. Senior and niche roles naturally take longer, but the overall process is efficient and communication-oriented.

What you should know about Hungary is that the market is relationship-oriented. Developers value clarity early in the process. It means you’ll have to share what the project is about, what the technology stack looks like, and what the growth path is. Companies that communicate openly tend to get faster responses and better acceptance rates.

The recruitment ecosystem is centred around a few well-established channels:

• Local job boards. Websites like Profession.hu and Jobline.hu remain among the main platforms for posting and applying for jobs. They are especially useful for reaching candidates who prefer local, established companies over global job offers.
• Professional/Social Search. LinkedIn is widely used by many IT professionals in Hungary. They maintain active LinkedIn profiles, and recruiters often reach out to passive candidates through social search, headhunting, or referrals.
• Recruitment agencies and RPO providers. Given that many companies, especially those overseas or rapidly scaling, prefer to outsource their hiring process, local and international recruitment agencies or RPO (recruitment process outsourcing) providers remain popular. IT staffing company Hungary helps with sourcing, screening and often vetting candidates before shortlisting them.
• University Partnerships/ Graduate Recruitment. As mentioned earlier, universities are well-known sources of new talent. Many companies, especially those looking for junior developers or interns, partner with these institutions or participate in job fairs. They also offer internships to attract new talent.

Overall, IT recruiting in Hungary works best when companies treat the process as a conversation rather than a transaction. Clear expectations, timely responses and a bit of a personal touch usually go a long way in attracting the right talent.

Salary Expectations and Hiring Costs

When companies budget for IT recruitment Hungary, the total cost is a combination of salaries, employer taxes and social contributions, benefits and perks, and hiring fees. Below you will find a practical overview of salaries in Hungary, depending on the role and level (approximate annual gross, USD).

Hiring Costs Beyond Salary

When recruiting developers in Hungary, it’s also important to consider several additional cost factors.

Employer taxes and social contributions

Employer taxes in Hungary add significantly to gross salary. The exact percentage depends on the type of contract and benefits offered, but it should always be included in calculations of the total cost of employment.

Benefits and perks

Most competitive tech companies offer benefits that include private health insurance, flexible or fully remote work options, travel reimbursements, training budgets, and performance bonuses. Senior developers or niche specialists may also receive stock options or annual bonus schemes.

Hire Fee or RPO

If you hire through a recruitment agency Hungary, expect a fee based on a percentage of the candidate’s first year of salary or a flat fee model for each employee hired. For IT outsourcing Hungary firms, these costs are already included in the cost of the service, but are still part of the overall hiring budget.

Onboarding and Training

Especially for junior or entry-level developers, onboarding time, mentoring, and training on certain technologies add to the overall cost before a new employee can be fully productive. Even mid-level employees may need a short onboarding period, depending on the complexity of the project.

Comparing Hungary With Other Popular Eastern and Western European Tech Hubs

When evaluating Hungary as a hiring destination, it’s helpful to benchmark developer salaries against other major tech hubs across Europe. 

Hungary is in the middle of the CEE region: salaries are generally lower than in Western Europe, but competitive in Central/Eastern Europe. For most mid-level developer roles, you will see significant cost-to-hire advantages compared to markets like Germany. What is more, you still get engineers with a solid technical background and good English skills. Just get yourself a proper Hungary recruitment agency that understands your needs.

Hiring Models and Flexibility in Hungary

One of the biggest advantages of getting specialists in Hungary is the flexibility of the market. Whether you need a fully embedded product development team or just a specialist to start a sprint on Monday, there is a model that fits your needs.

Internal Teams: A Long-Term Approach

For companies planning for true long-term technology development, internal employment remains the foundation. Developers gain stability and clear growth paths; employers gain loyalty, predictability, and smoother collaboration.

This is the best option if you are building a team that you want to keep for years, not months.

Freelancers and Contractors: Experience in Connection

Hungary has a surprisingly strong freelance scene. Senior engineers who enjoy project work, niche technologies, and the freedom to choose what to work on.

If you need someone who can simply fix a problem, contractors are often the fastest way to get things done. The trade-off? High demand means that the best freelancers are booked quickly.

Remote and Local Teams: Hungary’s Natural Advantage

Hungary is well-positioned for local work: European time zone, strong English proficiency, a Western-standard work culture, and solid technical skills. Most Hungarian developers already work hybrid or fully remote. And the proper Hungarian recruitment agency makes their integration into international teams a breeze. For companies abroad, this is less like outsourcing and more like a simple extension of the core team. 

EOR/PEO: Hire Without Opening a Local Organization

If you don’t want to set up a legal entity in the country, EOR/PEO partners make IT recruitment Hungary incredibly easy. They take care of compliance, payroll, and contracts. You can focus on the actual work.

This model is becoming increasingly popular for first hires or test market expansion as it is a low-risk, quick setup, and has no bureaucracy.

Legal and HR Aspects for Successful Recruitment in Hungary

Hiring tech professionals in Hungary is relatively straightforward, but there are a few legal and HR details to understand, especially if you’re hiring international workers or building remote teams. The good news is that Hungarian labour laws are clear, predictable, and business-friendly compared to many Western European countries.

Employment Contracts: What You Can Choose

Hungarian companies typically operate with three main types of contracts, each offering a different level of flexibility:

• Full-time (standard) — the most common option, especially for long-term tech positions. It provides clear protection for the employee and predictable costs for the employer.
• Part-time contracts — flexible terms for employees who want to reduce their working hours; terms mirror full-time but are scalable.
• Contractors/Freelancers – Common for senior engineers and niche specialists. While this offers maximum flexibility, it requires proper classification and compliance to avoid labour law violations.

Most international clients choose full-time employment through a local organization or field improvement service provider; contractors are often used for short-term or specialized needs. 

Probationary Periods, Notice Periods, and Working Hours

The law provides for fairly common conditions for IT specialists

• Probationary period: Up to 3 months, or 6 months if specified in the collective agreement.
• Standard working hours: 40 hours per week, with flexible working hours widely accepted in the technology sector.
• Notice period: Typically 30 days, although it can increase with seniority or be extended by contract.
• Paid vacation: At least 20 days per year, increasing with age.

For tech teams, flexible work schedules and remote work are extremely common—even traditional employers are now fully hybrid.

Hiring International Talent

For international companies, hiring a Hungarian developer is surprisingly easy. There is no need for work permits, additional bureaucratic procedures, and hidden restrictions. If both parties agree to work together, that is usually enough.

The only real decision is how you want to formalize the cooperation: as a contractor, through an EOR, or eventually through a local organization if your team grows. But from a legal point of view, there is nothing preventing a Hungarian specialist from working remotely for a foreign employer.

Challenges in Recruiting IT Professionals in Hungary

While Hungary is a strong place to hire tech professionals, it also has its issues. The market is evolving rapidly, and with it come some realities that companies need to be prepared for.

• Limited supply of senior professionals in niche technology fields

There is generally no shortage of developers, but competition heats up when you need someone with very specific expertise, such as cloud architecture, machine learning, cybersecurity, or advanced DevOps. Senior professionals in these fields are in high demand and often receive multiple offers at once.

• Employers compete on more than just salary

Hungary has a vibrant mix of startups, international technology hubs and fast-growing, scalable companies, which means candidates have a choice. In addition to salary, companies are competing on culture, technology stack, flexibility, career growth, and project quality.

This makes employer branding and a seamless hiring process more important than ever.

• Retention and job change trends

As in many Central and Eastern European markets, job change has become more common. It is especially true for mid- and senior-level engineers looking for better projects or faster career growth. If a company does not offer career growth, skill development, or modern technologies, developers often quickly change jobs. A well-structured onboarding process and clear growth paths are important here.

• Inflation and wage pressure

Inflation in Hungary in recent years has raised wage expectations. Despite the stabilization of the situation, developers remain more cautious and value-oriented in their choices. Companies should expect regular salary reviews and be prepared for competitive offers for management positions.

How to Attract and Retain the Best Developers in Hungary

Winning Hungarian developers is about showing that your company is a place where good engineers can do meaningful work, grow, and feel respected. The market is competitive, but the formula for differentiation is surprisingly simple.

• Create an employer brand that feels authentic

Developers here want integrity more than advertising. They care about the product, the technology stack, the team dynamics. They want to be valued. A clear understanding of what you build, how you work, and what problems candidates will actually solve builds far more trust than any polished slogan.

• Offer benefits that really matter

While salary is important, Hungarian developers place a huge value on flexibility and growth. Remote or hybrid work has become the norm, not a special privilege. Clear career paths and training budgets are also a must for those who strive to grow. Supportive leadership and a healthy work-life balance often carry as much weight as compensation. Stability is also important, especially after years of economic uncertainty, so transparent communication and thoughtful planning are essential.

• Get involved in the local tech community

Companies that are visible in the tech scene naturally become more attractive. Contributing to open source projects or hosting workshops helps developers see that you are serious about technology. Engaging the community is one of the easiest ways to build long-term trust.

• Act quickly and respectfully

Perhaps the biggest difference in Hungary is the hiring process itself. Senior developers, in particular, won’t be waiting weeks for a response. A streamlined interview process, quick feedback, and respectful communication clearly communicate, “We value you.” Many companies lose great candidates simply because they move too slowly.

• Create an environment where developers want to stay

Retention depends on consistency: good leadership, modern tools, realistic workloads, and opportunities for growth. Developers stay where they feel challenged but not exhausted, supported but not micromanaged, and valued as partners, not resources.

How Mobilunity Helps You Hire Top Developers in Hungary

Hiring in Hungary is a great way to strengthen your engineering capabilities, and with Mobilunity you get a partner who knows the market. We understand what local developers expect, and can help you build teams that will stay in business. We offer collaboration models to support different types of growth.

Dedicated Development Teams ideal model for companies with stable, long-term development needs. We assemble a dedicated team of Hungarian engineers who work exclusively on your product and fit your culture and processes. You focus on the action planand we handle the recruiting, staff support, workspace setup or remote setup, and all the administrative work behind the scenes.

On-Demand Experts (FLEX Model) is a go-to solution when you need quick access to niche skills or temporary reinforcement. Our FLEX model connects you with pre-vetted Hungarian professionals who can quickly join and fill your needs on a part-time or short-term basis. Scale easily while we manage contracts, payroll, and compliance.

Recruiting local IT professionals in Hungary is for companies hiring directly into their organization. We conduct targeted searches, verify both technical and cultural fit, and help you create offers that will appeal to Hungarian developers, increasing adoption and long-term retention.

Why companies trust Mobilunity:

• Deep local expertise: We know how to find and motivate Hungarian technical specialists.
• Transparent process: Clear updates and predictable deadlines.
• Only quality candidates: A carefully prepared list instead of a pile of resumes.
• Ongoing support: We stay engaged from onboarding to staff care.
• Proven global experience: Companies around the world trust us to build resilient engineering teams.

In Conclusion

Hungary offers a solid foundation for companies looking to expand their technical teams: strong engineering talent, good English language skills, and a cost structure that is still competitive in Europe. The main challenge is effective market targeting. You need to know where to look and how to position your offering. What is more important is how to attract candidates before other employers acquire them.

Mobilunity helps companies do just that. With hands-on experience in hiring, we help organizations find and hire developers in Eastern Europe faster and manage the process with fewer risks and surprises. Clear communication and a hands-on approach make collaboration smooth and easy.

Written by:

Anastasia Stefanuk

Market Researcher

Disclaimer: All salaries and prices mentioned within the article are approximate numbers based on the research done by our in-house Marketing Research Team. Please use these numbers as a reference for comparison only. Feel free to use the contact form to inquire on the specific cost of the talent according to your vacancy requirements and chosen model of engagement.