Poland’s IT talent market spent two years in correction. Data published in late August 2026 shows it growing again — and reshaping which skills carry value. The shift is less about how many people the market needs and more about what it now asks them to know.

How large is Poland’s IT talent market in 2026?

Poland’s IT talent market continued to expand through 2026. The job aggregator CzyJestEldorado.pl listed more than 28,300 active IT postings on 27 August 2026 — around 50% more than a year earlier and over three times the August 2024 figure, reported by Rzeczpospolita. New postings on the site rose about 30% since January 2026.

Grupa Pracuj recorded a 19% rise in IT listings across Pracuj.pl and theprotocol.it in the first half of 2026, cited in the same article. Two portal operators reporting growth independently makes the trend harder to dismiss as one platform’s artefact.

Has AI reduced demand for IT specialists in Poland?

AI has not reduced demand for IT specialists in Poland. It has changed what employers ask for. Jacek Kobus, founder of CzyJestEldorado.pl, told Rzeczpospolita that AI has stopped being a specialisation and become a competence — the fastest-growing requirement among those appearing in at least 2% of postings. Listings requiring generative AI knowledge rose 176% in the first half of 2026.

The growth sits in application, not construction. Demand for model-building frameworks such as PyTorch and TensorFlow grew around 40% over the same period. ABSL newsletter reports that for every posting seeking an engineer to build AI models, roughly twelve seek people who can implement and operate existing ones.

Which skills does the Polish market now reward?

The enterprise-system figures reflect the kind of work that reaches Poland. ABSL notes Poland’s strength in segments involving complex business cooperation, which translates into demand for ERP, CRM, and SAP competencies rather than greenfield product engineering alone. Kobus made the same point structurally: IT specialists in Poland are now hired not only by software houses, but by companies running large enterprise implementations.

What does this mean for Poland’s talent pool?

The 2026 data points to a talent market moving up the value chain rather than shrinking. Three effects stand out.

Specialists gain leverage. Marta Prudel-Hankus, head of permanent recruitment at Awareson, told Rzeczpospolita that the people worth most are those who can apply AI, data and cloud technologies to a specific business problem. That description fits a large share of Poland’s existing workforce — engineers who have spent years inside enterprise implementations for international clients, not only inside product teams.

AI literacy raises the floor, not the ceiling. Because the demand is for implementation rather than model research, the skill is learnable by people already in the market. A backend engineer who adds practical AI deployment does not need a doctorate to become one of the twelve in ABSL’s twelve-to-one ratio.

Poland keeps the complex work. Enterprise-class systems, cloud architecture and cybersecurity are the segments growing fastest, and they are the segments that build durable local expertise. Work of that kind is harder to relocate than routine development, which strengthens Poland’s position over time.

One counterweight belongs in the same paragraph. Entry-level hiring stays limited, and employers continue to favour mid and senior specialists. A market that rewards depth also raises the barrier for people trying to enter it — and that gap is where Poland’s talent pipeline will be tested over the next few years.