Russian companies are feeling a persistent shortage of entry‑level IT talent, especially those who have just completed initial training. The issue has become a frequent topic in business circles, with local media noting how fresh graduates struggle to secure their first tech role in a tight job market.
Across industry analyses from Skillbox and HeadHunter, the gap between available junior positions and registered resumes remains striking. Open junior roles outnumber applicants by roughly two to one, underscoring a skills bottleneck that pushes firms to rethink hiring strategies. In response, many employers are expanding their recruitment net to include students and temporary workers, aiming to keep critical projects moving and onboarding timelines intact. In this climate, pay attention to retraining programs has become common practice; about 72% of employers have started giving greater consideration to candidates who have completed structured retraining or upskilling courses. Additionally, more companies have embraced remote work as a practical solution to the talent shortage, with a sizable share describing flexibility as a key hiring driver. (Cited: Skillbox and HeadHunter reports)
Industry observers cited by Kommersant echo the idea that demand for junior developers remains steady, even as mid‑level and senior developers continue to command priority in hiring pipelines. The consensus is that many teams hire younger specialists not just for long‑term growth but to execute specific projects on tight deadlines and to fulfill client requirements with speed and accuracy. This approach helps firms maintain momentum during peak delivery periods while they gradually build more experienced cohorts. (Cited: industry interviews summarized by Kommersant)
There has also been discussion about shifts in compensation and rewards programs. A prior wave of press coverage highlighted instances where large American tech players paused certain bonuses and discretionary payments in select departments as part of cost containment measures. The current trend appears more nuanced, with companies recalibrating incentives to balance cost controls with the need to attract and retain junior talent who can contribute meaningfully to live projects and real‑world outcomes. Organizations are increasingly prioritizing clear career pathways, practical training, and visible project responsibility to keep new hires engaged and productive in the short term. (Cited: industry reporting on compensation adjustments)