Martin Silvička, CEO of Ness Czech, and Martin Šafránek, Director of Information Security, participated in a discussion on iDNES.cz about the acute shortage of IT professionals in the Czech labor market. With tens of thousands of specialists in demand, the issue poses significant challenges for both the private and public sectors.
IT Professionals in Numbers
According to recent statistics, over 210,000 IT professionals are currently employed in the Czech Republic, representing 4% of the total workforce. This group includes:
- Managers, engineers, and specialists (50%)
- Technicians and repairers (50%)
Despite this figure, the supply of IT experts remains critically low, particularly for the 65% of Czech employees working with information systems.
The shortfall is especially pronounced in cybersecurity, where the conflict in Ukraine has further highlighted vulnerabilities. The Czech market is currently short of up to 1,000 cybersecurity specialists, affecting private companies, public institutions, and state administrations.
“As IT infrastructure becomes increasingly complex and organizations demand higher security standards, this shortage is likely to deepen,” says Martin Silvička, CEO of Ness Czech.
Education and Training: Falling Behind
The Czech Republic boasts more than ten technical colleges offering IT-related degrees, alongside numerous humanities institutions and specialized secondary schools. Additionally, bootcamps provide faster pathways to junior IT roles.
However, despite these educational efforts, HR experts estimate a shortfall of tens of thousands of IT professionals. This gap continues to grow, even as IT training programs expand.
Why Are IT Professionals Leaving?
One significant factor is the global competition for Czech IT talent. International companies increasingly target Czech professionals, offering fully remote positions and higher salaries.
“The Czech Republic has long been recognized for its talented and innovative software developers. During COVID-19, the influx of foreign companies offering remote work intensified this trend,” explains Jana Večerková, director of Coding Bootcamp Prague.
Roles such as web developers, data analysts, and UX/UI designers are particularly in demand, as their work can be easily managed remotely.
“Foreign companies attract Czech professionals not only with higher salaries but also with diverse projects and advanced opportunities that Czech companies often struggle to match,” says Jan Klusoň from the Welcome to the Jungle platform.
The Salary Factor
Salary discrepancies between domestic and international roles remain a major driver for Czech IT professionals leaving local markets.
In the Czech Republic:
- Managers, engineers, and IT experts earn an average of CZK 73,645 per month.
- Technicians and repairers average CZK 45,552 per month, with experienced roles earning significantly more.
Cybersecurity positions, for example, command salaries in the following ranges:
- IT Security Manager: CZK 60,000–180,000
- Infrastructure Security Architect: CZK 50,000–160,000
- Cybersecurity Specialist: CZK 55,000–130,000
Salaries in Prague are often significantly higher than in other regions.
In the United States, comparable positions are even more lucrative:
- Ethical Hacker: $199,000/year (~CZK 400,000/month)
- Application Security Engineer: $112,000/year (~CZK 224,000/month)
- Information Security Analyst: $99,000/year (~CZK 198,000/month)
“The demand for cybersecurity experts is driven by years of experience required. Unlike some programming roles, their skills cannot simply be acquired through training,” notes Martin Šafránek, Director of Information Security at Ness Czech.
Beyond Salaries: What Attracts IT Professionals Abroad?
While salary is a key motivator, company culture, flexibility, and project opportunities also play a major role in career decisions.
“Foreign companies often offer 100% remote work, which is still rare among Czech employers,” says Barbora Wachtlová of Green Fox Academy. Flexible working arrangements, such as hybrid models or extended work-from-abroad policies, are becoming critical in retaining talent.
Other attractive factors include:
- Exciting projects in areas like e-mobility, smart cities, artificial intelligence, and renewable energy.
- International exposure, including opportunities to work at global offices.
- Cutting-edge training programs, which foreign companies often provide to upskill employees and enhance loyalty.
The Need for Change in Czech Companies
To retain talent and compete with international employers, Czech businesses must adapt:
- Embrace Flexibility: Offer hybrid or remote work options to align with employee preferences.
- Invest in Training: Develop internal education systems to train and upskill employees, fostering loyalty and reducing reliance on external hires.
- Focus on Projects: Provide opportunities to work on innovative and high-impact projects that appeal to younger IT professionals.
“Many multinational companies have recognized the value of internal education and collaboration with bootcamps to develop customized training plans. Czech companies need to adopt similar strategies to remain competitive,” concludes Wachtlová.
Conclusion
The Czech Republic faces a critical challenge: retaining and growing its IT talent pool in the face of global competition. To succeed, local businesses must invest in flexibility, innovation, and education to create a supportive environment that attracts and retains top talent.
For further details, visit iDNES.cz.