2025 has begun on a cautiously optimistic note for Hungarian companies. According to Randstad’s latest HR Trends survey, half of the firms anticipate revenue growth this year, though salary and hiring plans remain more restrained. This outlook is especially relevant for businesses navigating digital transformation or seeking IT talent.
More targeted labour demand in the IT sector
The IT and telecoms sector remains one of the most active in recruitment, though hiring intentions have declined by 11% year-on-year. According to the analysis, factors such as the global economic slowdown, reduced public investment, and shifts in the competitive landscape are all contributing to softer demand—particularly for senior tech roles.
Across industries, FMCG and HORECA companies are the most optimistic about their outlook, with many retail and logistics firms also anticipating revenue growth. As digitalisation continues to accelerate in these sectors, the demand for IT capacity is expected to rise further.
Meanwhile, Business Service Centres (SSCs/BSCs) are evolving towards higher value-added activities, as simpler, English-language-based tasks are increasingly outsourced to India—or taken over by AI. As a result, the sector remains one of the most active in recruitment, with growing demand for highly skilled professionals, particularly those with a strong technology background.
Unrealistic wage demands and lack of experience
Overly high salary expectations remain the top recruitment challenge, but this year a new issue has gained prominence: the lack of candidate experience. According to 69% of respondents, this has become a critical obstacle—especially in junior IT roles, where employers note that salary demands are rising faster than actual skill levels.
More and more HR professionals are recognising that competitive pay alone is no longer enough. Training and development programmes are becoming key not only for attracting talent, but also for boosting productivity and retaining employees over the long term.
What do the latest salary guides show?
Let’s take a look at some key salary benchmarks from the first pay round of the year:
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Junior Java Developer: 650,000–1,150,000 Ft | Average: ~850,000 Ft
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Junior DevOps / Cloud Engineer: 750,000–1,200,000 Ft
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Senior Cloud / DevOps Engineer: Up to 2,000,000 Ft+
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Tester (Manual vs. Automation): 600,000–1,050,000 Ft
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Data Specialists:
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Junior level: 700,000–1,100,000 Ft
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Senior BI roles: ~1,500,000 Ft
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What about wage increases? Salary raise plans are falling short of employee expectations. Most companies are planning increases between 6% and 10%, while 45% of employees are expecting a raise of more than 20%. This growing gap may pose challenges for retention and employee satisfaction in the year ahead.
Flexibility = bonus points for switching
In 2025, the number of home office days offered by companies continues to decline, with only 12% providing fully flexible working arrangements. This shift is especially relevant for IT professionals, for whom flexibility and work-life balance remain key priorities. As such, the home office option has become a compelling competitive advantage—companies that offer it are better positioned to attract and retain top tech talent.
What else makes a job appealing? According to the research, the most valued perks still include mobile phones, performance bonuses, travel reimbursement, parking, and company cars. A growing trend in 2025 is the expansion of fringe benefits, particularly the introduction of private health insurance. While training remains the most common non-cash benefit, coaching and mentoring programmes are also gaining traction as companies focus on long-term employee development.
Using AI: new challenges, new skillset
Most companies already support or are open to adopting AI—particularly in areas like administration, marketing, and HR. As organisations explore its potential, AI is expected to create demand for new skill sets and roles, not only in IT and data-driven functions, but across nearly every field. This shift highlights the growing importance of adaptability and continuous learning in the workplace.
2025 brings not only HR challenges, but also new opportunities. For companies, the focus is shifting toward productivity and real competencies, while for employees, salary expectations and the demand for flexibility remain high. Businesses that offer a credible career path, transparent salary structures, and meaningful learning opportunities will continue to hold a competitive edge.
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