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IT recruiting

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Your experienced agency for IT recruiting in Bulgaria

Recruiting agency Balkaninvest.eu is your reliable partner for Bulgaria’s IT (Information technology) industry. Due to our long experience we know the IT-market very well and are able to advise you in all aspects of HR. We have a great network of talents on various levels and specialisations, starting from junior and senior developers, QA, designers, outperforming sales professionals up to middle- and top-management positions. Backend, Frontend, Server administration, Desktop or Mobile – we can help you!

You need a strong external partner for your IT-recruiting in Bulgaria, e.g. for the main centres with relevant universities like Sofia, Plovdiv, Varna or Burgas? Be it the search for rare specialists for management or other key positions or the mass recruitment for a new project if you want to set up a team from scratch.

No matter if you are already a strong player in Bulgaria’s software industry or a fresh start-up that wants to leverage the advantages of outsourcing development services to Bulgaria: We will never let you down. Our recruiting agency is on the market since 2009, we work with various IT companies and are always interested in long-lasting recruitment partnerships.

So what can we do for your IT recruiting? We are looking forward to learn more about your needs!

Trust our competence in IT recruiting

Our office is based in the centre of the Bulgarian capital. We accept mandates for all the country (all types of recruitment), and we also provide headhunting services for rare talents and/or senior management positions. In case you are more interested in building a virtual team and location is not a crucial aspect, you might be interested in our services for setting-up remote software development teams.

Currently there are more than 6.000 companies in Bulgaria’s IT and BPO-sector, employing already 77.000 with growth rates that you will not find on many other EU-locations. And did you know that Bulgaria has already its first Unicorn, a FinTech start-up with an evaluation of more than one billion US-Dollars?


Let us help you with your IT positions

Unlocking IT Talent with our recruitment services in Bulgaria


In today’s digital age, businesses are increasingly reliant on cutting-edge technology to drive their growth and success. As a result, the demand for skilled IT professionals has skyrocketed, making recruitment in the field of Information Technology (IT) more competitive than ever. This article aims to shed light on the thriving IT recruitment landscape in Bulgaria, a country known for its highly skilled workforce, favorable business environment, and cost-effective solutions. Discover the key aspects, challenges, and strategies for successful IT recruitment in Bulgaria.

  1. The Rise of Bulgaria as an IT Hub

Over the past decade, Bulgaria has emerged as a leading IT destination in Europe. The country’s strategic location, competitive labor costs, and robust IT infrastructure have attracted numerous global companies to set up their operations in Bulgaria. The well-educated and talented pool of IT professionals, coupled with a favorable business environment, have contributed to Bulgaria’s growth as an IT hub. These factors have propelled Bulgaria’s ascent in the IT industry.

  1. Key IT Recruitment Challenges in Bulgaria

While Bulgaria offers a promising environment for IT recruitment, it is not without its challenges. Common hurdles faced by recruiters in the country, such as a shortage of experienced professionals, high competition, and the need to adapt to rapidly evolving technologies, need to be understood and adressed proactively. Understanding these challenges is crucial for devising effective recruitment strategies.

  1. Navigating the Recruitment Process

To successfully recruit top IT talent in Bulgaria, it is important to have a well-defined recruitment process in place. The essential steps involved in the recruitment journey need to be well defined, from defining job requirements and sourcing candidates to conducting interviews and making offers. Additionally, one should be familiar with effective candidate assessment techniques and best practices for efficient IT recruitment.

  1. Leveraging Technology and Tools for filling IT positions

In the digital era, technology plays a vital role in streamlining the recruitment process. Balkaninvest uses various tech-driven tools and platforms that can enhance IT recruitment . From applicant tracking systems and online job portals to AI-powered screening tools and social media recruitment strategies, leveraging technology can significantly improve efficiency and attract top IT talent.

  1. Nurturing Talent and Retention Strategies

Once you have successfully recruited top IT professionals, retaining them becomes the next critical challenge. This section focuses on effective talent nurturing and retention strategies that can help employers create a conducive work environment, foster professional growth, and build long-term loyalty among their IT workforce.

    Some final thoughts about the specific situation on this market:

    Bulgaria’s IT recruitment industry continues to thrive, attracting global businesses seeking highly skilled IT professionals. By understanding the unique opportunities and challenges in the Bulgarian market, recruiters can devise effective strategies to source, assess, and retain top IT talent. With its skilled workforce, favorable business environment, and cost-effective solutions, Bulgaria remains a top destination for IT recruitment. Our team is happy to share the experiences we made in this field over more than a decade and help you fill your positions on time and on budget.

    Software development is a key element of your activities? Filling positions on time and budget is crucial for your company’s success? Then what are you waiting for? You have already landed on our website, so now it is up to you. Let’s get in contact and talk business!

    Dirk Steffes-tun


    Let us help you with key vacancies!

    Example positions

    Senior Java Developer
    • Sound understanding of Java EE
    • Familiar wqith Hibernate and JBoss
    • REST API
    Senior Frontend Developer
    • Experience with a front end framework like Svelte, React, Vue, Angular
    • TDD (with Jest, Jasmine, etc.)
    Full Stack Developer (PHP)
    • Solid experience with Laravel or Symfony
    • 3 years React-experience and advanced knowledge (or similar framework)
    Quality Assurance Engineer
    • Good in usage of Agile frameworks and regression testing
    • Familiar with test management software like TestRail or similar
    Mid-level React Developer (Fullstack)
    • 3 years React-experience (version 16 or higher) and advanced knowledge
    • Familiar with JS testing
    • Familiar with the basics of buildchain knowledge involving webpack
    Android Developer
    • Familiar with Android’s native SDK
    • Solid knowledge of Kotlin and Java
    Ruby on Rails Developer
    • Ruby on Rails
    • Relational databases SQL (clever JOINS and subqueries whenever required)
    • TDD (with RSpec, MiniTest or Capybara)
    Senior React Developer (Team Lead)
    • 5 years React-experience (version 16 or higher) and advanced knowledge
    • Experience in leading a small team of developers
    • Familiar with JS testing

    These are just some positions we worked on for our clients in the past.


    How to fill Remote positions?

    Recruiting candidates for remote IT positions requires a strategic approach to attract and select the right individuals for the job. To start, it is essential to craft a compelling job description that highlights the remote nature of the position and emphasizes the required technical skills and experience.

    Utilizing online platforms and job boards specifically geared towards remote work, such as LinkedIn, Indeed, and Remote.co, can help reach a broader pool of potential candidates. In addition to traditional recruitment methods, leveraging social media networks, particularly professional groups and forums, can prove effective in targeting IT professionals seeking remote opportunities.

    Employers should also consider organizing virtual job fairs or hosting webinars to engage with prospective candidates directly. The interview process for remote positions should incorporate video interviews to assess technical capabilities, communication skills, and adaptability to remote work environments.

    Evaluating candidates’ ability to work autonomously, manage time effectively, and collaborate remotely is crucial. Lastly, offering competitive compensation packages and highlighting the benefits of remote work, such as flexibility and work-life balance, can be attractive incentives for IT professionals looking to transition into remote roles. By implementing these strategies, organizations can successfully recruit top talent for their remote IT positions.

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