The IT industry remains firmly committed to remote work. Data from a 2025 survey conducted among IT professionals shows that nearly 60% work from home. 33.4% have chosen a hybrid model, while only 7.1% are in the office on a daily basis. This means that more than 92% of the IT workforce works from home at least part of the week.

The pandemic has permanently reshaped the world of work in technology, and companies pushing for a full return to the office have quickly realized they are losing ground in the competition for talent. Remote work has become an industry standard. IT professionals hold a strong negotiating position and show no intention of giving it up.

For many, the ability to work from anywhere is a benefit as important as salary itself-saving time otherwise spent commuting, offering greater autonomy in organizing the workday, and enabling people to live anywhere in Poland or abroad.

The hybrid model, chosen by roughly one third of specialists, represents a compromise between flexibility and in-person collaboration. For companies, it is often the optimal solution: it allows them to build organizational culture through office interactions while still providing the flexibility employees expect.

On-site work, once the norm a decade ago, has now become marginal, chosen by just 7.1% of specialists. It is most common in startups, where direct collaboration is crucial, or in organizations with more traditional cultures that have not undergone a full digital transformation.

For candidates, the message is clear: job offers without a remote option are less attractive and significantly limit the pool of applicants. For employers, flexibility is no longer a perk-it is a basic requirement for remaining competitive in the talent market.

The hybrid model is far from uniform. IT professionals have developed a range of ways to combine remote work with office presence, and 2025 data clearly shows preferences that diverge from the corporate "three days in the office" standard.

The undisputed leader is the 4+1 model-four days remote, one day in the office. As many as 34.1% of hybrid workers chose this arrangement. The IT industry consistently maximizes time spent working from home, treating office days primarily as opportunities for team meetings or integration rather than a daily requirement.

The second most popular option (27.7%) is the 3+2 model-three days remote, two days in the office. This setup often represents a compromise between employee expectations and employer preferences for regular in-person presence. In practice, this typically means office days on Tuesdays, Wednesdays, and Thursdays, with Mondays and Fridays reserved for home office.

The least popular arrangement is the 1+4 model (12.2%)-a form of symbolic flexibility that remains closer to traditional on-site work. Companies offering this option often encounter resistance from candidates accustomed to greater autonomy.

An interesting outlier is the four-day workweek. Although it applies to just 1.5% of respondents, the trend is growing. Most of these professionals (1.07%) come to the office only one day a week, suggesting that reduced working hours often go hand in hand with maximum location flexibility.

What do these figures say about the IT industry? Employees clearly prefer more remote days. For most, one day in the office is sufficient to maintain team connection. The more office days a company requires, the smaller the pool of willing candidates.

Data from 2025 indicates a nearly even split between the two dominant forms of employment in the IT sector. B2B contracts held a slight lead, with 48.7% of specialists working under 45.5% employed on a traditional employment contract (PL: Umowa o Pracę UoP).

The difference-less than 3.5 percentage point-suggests that the market does not clearly favor one solution over the other. Alternative forms of employment accounted for a marginal share of the total (5.8%).

The prevalence of B2B arrangements is primarily driven by economic and organizational factors. At comparable gross rates, B2B contracts often result in higher net income due to tax structures. They also provide greater contractual flexibility, including easier project changes and broader scope for negotiating terms. This model is particularly common among experienced specialists operating in a project-based market.

Employment contracts, however, remain equally relevant. Their continued popularity reflects the value placed on stability and predictability, including paid leave, sick pay, and reduced administrative burden. For many professionals, especially those earlier in their careers, these factors remain decisive.

The choice of contract type is closely linked to career stage. Junior specialists more often opt for employment contracts, prioritizing stability, structured onboarding, and access to mentorship. Senior professionals are more likely to choose B2B arrangements, leveraging their experience and market position to gain greater contractual flexibility and financial optimization.

For employers, the near-equal distribution between B2B and employment contracts has clear implications. Limiting offers to a single contract type significantly reduces the available talent pool. Organizations that allow candidates to choose between models are better positioned to attract specialists across different seniority levels and career paths.

The role structure of the IT industry in 2025 reflects a mature market dominated by experienced professionals. Survey data collected from over 4 400 respondents reveals proportions that differ significantly from the common perception of IT as a "young industry full of juniors."

Mid-level specialists represent the largest group, accounting for 40.7% of the workforce. They form the backbone of the industry-professionals with several years of experience who no longer require constant supervision, yet continue to develop their skills. They lead the majority of projects, mentor junior colleagues, and constitute the core of technical teams.

Senior specialists make up 35% of the industry. These are experts with at least seven to eight years of experience, often deeply specialized in specific technologies. Combined, mid-level and senior professionals account for 75.7% of the market, clearly demonstrating that the IT sector is primarily driven by experienced practitioners.

Juniors, by contrast, represent only 9.6% of respondents. Their low share reflects the increasing difficulty of entering the industry, as companies have become more selective and competition for entry-level roles has intensified.

Leadership positions-such as Tech Lead and Team Lead-account for 9.5% of roles. These are experienced professionals who combine hands-on technical work with people management responsibilities. This path often represents a natural progression for senior specialists seeking greater influence over projects and team development.

Mid-level managers (3.1%) and C-level executives (1.2%) occupy purely managerial roles, typically backed by a technical background, with a focus on strategy and organizational leadership. Interns accounted for a marginal 0.9%.

What do these proportions reveal about the market? The IT sector has clearly matured-it is no longer defined by large numbers of newly trained developers with limited experience. For those planning a career in IT, entry may be challenging, but once the initial barrier is crossed, the market offers broad opportunities. For employers, competition for experienced specialists is set to intensify, as they represent both the majority of the workforce and the most sought-after talent.