Where the numbers come from

The role's subjective reputation in the industry: how much the title 'means' in IT and how other engineers see it. Informational - not part of the Overall score formula.

1. We fetch IT offers and category statistics from the SOLID.Jobs public API, which is meant for integrators and aggregators. One harvest is a dozen or so requests 1.2 s apart, with the campaign identifier itrolerank.
2. Offer descriptions, links and logos are dropped in memory straight away. Only aggregates are stored: offer and employer counts, B2B and employment pay quartiles (range midpoint, PLN per month), remote share, experience levels and the most common technologies.
3. An offer is matched to a role by its title, or by the board's category when no pattern fits. Last time: 1336 by title, 94 by category, 34 unmatched (mostly non-IT offers).
4. A role with fewer than 10 offers shows its category's statistics, clearly labelled. Currently 17 roles have at least 30 offers, 11 have 10–29, 37 have 1–9 and 8 have none.
5. Quality gates: at least 90% of offers must match a role, and the offer count must not change by more than 50% between harvests. Otherwise the result is quarantined and the app keeps the last good data.
6. SOLID.Jobs is a smaller board and a few companies post a large share of its offers, so the numbers show trends and the shape of the offers, not the whole market. The score formula still uses the editorial estimates.

As of 13/11/2026. An Azure Pipelines run refreshes the data every week, and each update is reviewed before publication.

1. No Fluff Jobs: „Kariera w IT 2026” (data for H1 2026, published 03/07/2026) gives the median lower and upper salary bounds in job ads for 19 categories for the junior, mid and senior levels, separately for B2B (net + VAT) and employment contracts (gross), without overall figures or year-on-year changes.
2. No Fluff Jobs: „Rynek pracy IT w Polsce 2025/2026” (data for 2025, published 15/01/2026) gives the median lower and upper salary bounds in job ads for 19 categories, overall and for the junior, mid and senior levels, separately for B2B (net + VAT) and employment contracts (gross).
3. Report categories are matched to roles. When a category describes the role itself (e.g. DevOps), the figures from the newest edition also go on the salary chart as a band from the mid level's lower median to the senior level's upper median. When the role is one of several in a category (e.g. SRE in DevOps), the role page shows the category's figures with a clear label.
4. Figures are entered from the report tables together with the page number, and every update is reviewed before publication. We check them against the tables the publisher sends us. Amounts the report leaves out because the sample is too small are not shown here either.
5. Reports are not averaged with SOLID.Jobs or with each other: a report gives the median lower and upper bounds, SOLID.Jobs the median of the range midpoints, so each source keeps its own label.
6. C-level roles and specialisations without a matching report category get no report figures.

1. Salaries: indicative MONTHLY ranges for mid to senior level, in k PLN, Warsaw/remote market, August 2026.
2. Ranges mix gross employment pay and B2B rates - B2B is often 15-25% higher on paper; smaller cities are usually 10-30% lower.
3. Solutions / Sales Engineer: ranges are OTE (base + commission). C-level: very wide spread, top of range without equity.
4. IMPORTANT: the 'Salary min/max' ranges cover MID -> SENIOR (juniors are NOT included or averaged in). The 'Junior - estimate' column = Salary midpoint x a coefficient (editable above, 0.50 by default); staff/principal/architect pay can exceed the top of the range.
5. The 'take-home' columns are calculated from 'Salary midpoint' and simplified: employment is really ~70% net at lower ranges and ~65% above the second tax threshold; B2B depends on the tax form, social security (full/preferential) and the health contribution.
6. Rank = editorial ranking (future + money + market). Overall score = weighted formula; after changing the weights, sort by this column.
7. The difference: SysAdmin = infrastructure level (servers, virtualisation, networks). IT Administrator = a company's internal IT (endpoints, M365, second-line service desk).
8. NEW ROLES (August 2026 update): AI Agent Engineer, Forward Deployed Engineer, Observability Engineer, AI Governance, M365/Modern Workplace, Data Center Technician, RPA Developer.
9. FDE: the fastest-growing title of 2026 (job ads up by hundreds of percent year on year); still rare in Poland, but arriving with the wave of enterprise AI rollouts.
10. All scores are editorial estimates for orientation, not statistical data. Local markets differ a lot.
11. NEW ROLES (November 2026): Security Architect, Data Architect, Integration Engineer, AI Adoption / Enablement, Data Governance / Data Quality, SAP Developer, ServiceNow, System Analyst, QA Lead / Test Manager and Application Support L2/L3. Their salary ranges and ratings are editorial estimates checked against SOLID.Jobs offers from 3 November 2026.
12. TIERS (November 2026): five levels instead of four. Tier 1 and Tier 5 are the workbook's former tiers 1 and 4, and the middle is split by the score at the default weights: Tier 2 from 6.3, Tier 3 from 5.4.
13. C-level roles (CTO, CIO, CISO) are career goals. Such positions are rarely advertised on job boards, so their salary ranges and ratings are estimates based on articles on the web.

Source file: Ranking_Rol_IT_Polska_2026.xlsx, sheets Dashboard, Ranking, Metodologia. Created 2026-08-31, modified 2026-08-31.