Imagine a beautiful country on the eastern shore of the Baltic Sea. It also has a rich history, amazing culture, and a medieval heritage that is still palatable to this day. Add a vibrant startup ecosystem to this image, and you have Lithuania! 🤩
If you are familiar with startups and startup life, chances are you know quite well how ease of doing business is crucial for entrepreneurs when starting a company. Therefore, we would like to start our introduction by sharing an outstanding fact about Lithuania. 🤓
🔊 Did you know that Lithuania is in the top 15 for ease of doing business? The country ranks in 11th place! If you are interested in hearing more, you’re in luck— there is more to come! Let’s get started with 3 must-know stats about this amazing country:
👉 Lithuania is also in 4th place on the Global Fintech Index 2020, which means that the country is on the way to becoming one of Europe’s leading Fintech hubs.
Before diving into Lithuania’s thrilling startup ecosystem, let’s get started with the Lithuania-based companies on MeetFrank, from their types to the industries they operate in.
Lithuanian Companies on MeetFrank
🔊 As of today, there is a wide range of Lithuanian companies on the MeetFrank app.
Consultancy companies make up a major part of the company types along with SMB and corporate.
As we can see in the chart below, the majority of these companies operate in Software Development. The top 3 continues with FinTech and Design and Creative.
💡 If you are working in these fields, keep in mind that Lithuania has a lot to offer in terms of career opportunities.
What about the size of these companies? 11-50 people teams make up the majority in this list which is also a sign of, well, an increasing number of startups!
Now that you have an idea about what kind of Lithuanian companies are collaborating with MeetFrank, it is time to delve into the startup ecosystem in Lithuania and meet some of these thrilling startups.
If you are motivated enough (and we think you are!), let’s get to know some of the outstanding startups from Lithuania.
NOIA
Looking for career opportunities in Software? If so, add NOIA to your list of target companies. 📝
In their own words, NOIA creates “a fully-secure, high-speed, human-centric Internet where openness, decentralization, inclusiveness, and protection of privacy are of utmost importance.”
As a SaaS company, they bring together network visibility, control, and analytics in one software stack.
With a team of 15 professionals, the two-year-old company has offices in Palo Alto and Vilnius.
Sound like your kind of company? Download the MeetFrank app today to have a look at their latest openings! 📱
kevin.
As we mentioned earlier, Lithuania has become a great hub for fintech and finance in recent years. Now is the time to meet one of them – kevin. 💪
kevin. is simply a licensed payment institution, yet what they can achieve with their team of experts is not that simple. 😉
The company focuses on solutions based on the PSD2 directive with the aim to become a connection between banks, customers and fintechs. They are supervised by the Bank of Lithuania.
As a growing startup, innovation, expertise, ownership, and trust are their keywords. If this sounds like your mindset, have a look at their openings today!
Whatagraph
Once a promising startup, now a growing scaleup; Whatagraphis a marketing performance reporting platform that automatically converts and visualises data from channels – such as Google Analytics – into visual reports. 📉
👉 The five-year-old scaleup helps more than 500 clients around the world to create reports easier than ever.
Is your expertise in marketing? Are you actively looking for opportunities at an exciting marketing scaleup?
If yes, there is no reason not to have a look at their recent openings on the MeetFrank app! ✅
Smart Brands Laboratory LLC
Here comes another startup from Lithuania with a cool name. 😎
As an e-commerce company, Smart Brands Laboratory LLChelps clients with branding, multichannel sales, sourcing, and their digital marketing efforts.
The company has offices in Vilnius, Rotterdam, and San Francisco and they are growing day by day.
Sound appealing enough to update your resume? You know where you will see their latest openings. 🤓
Zyro
🕵️♀️ Here is another hidden gem from Lithuania.
More than a website builder, Zyro is an innovative tool that makes it easy for anyone to create a beautiful website – be that a bakery owner or an e-commerce founder.
➡️ The company has offices in Vilnius and Kaunas with an expert team of over 50 people. As a software company, Zyro does not only receive great feedback from clients but also from tech experts.
If you want to be part of this inspiring startup and build a career in Lithuania, don’t forget to take a look at the latest vacancies at Zyro! 👀
So, what to watch in Lithuania?
Lithuania has faced economic turmoil in 2020 just like all other countries on earth. 😷
On the other hand, the country’s market competitiveness has stayed in relatively better shape for job seekers compared to other countries in the region.
This shows the strength of the Lithuanian market and the rising opportunities despite the global economic crisis. So, what to do next to find a place in this promising startup scene?
💡 Lithuania’s tech sector is booming and the world is becoming aware of it. If you want to be part of it, act now!
💡 The country is offering a great business environment for fintechs. The growing number of startups and scaleups in this industry says it all!
Interested in Finance? Keep an eye on the Lithuania-based fintech startups and scaleups! 👀
💡 There are lots of companies in Lithuania with remote career opportunities as well as Lithuania-based options. Don’t forget to have a look at the ‘Remote’ and ‘Relocation’ sections on the MeetFrank app.
Last but not least, visit our Insights page and get fresh data every day! There you can get a closer look at the Lithuanian job market from market competitiveness to average offered salaries. 🤓
MeetFrank is not a traditional job board, which means that you can create and target your job opening quickly and delightfully. Your company can also highlight it’s culture through the personalised job description, images and social media links.
Without further ado, let’s see how you can create a perfectly targeted job offer in seven simple steps.
Step 1: Define the target audience for your new opening
To reduce your recruiting workload, MeetFrank helps you to target the job offer to the relevant audience. The powerful AI-based algorithm actively invites the most suitable candidates to apply, even if they are not looking for a job. Yes, you might be surprised how many top talents are passive in the job market.
All you have to do is to start with picking the employment type, speciality, and seniority for your upcoming job offer: – Choose between Full-time, Part-time, Project/Freelance, and Internship type of employment. – Select the speciality from 19 options, like Sales & Business Development or Customer Support. – Add suitable seniorities from Entry level to Executive.
Your job opening will be compiled automatically based on the bits of information that you select. Or if you are in a hurry, simply send us the job opening link, and we will set up the vacancy ourselves.
Step 2: Choose a clear and attractive job title
Clear and familiar job title leaves a favourable first impression to the potential candidate. For example, a salesperson already has an understanding of what are the responsibilities of a Head of Sales.
Adding some context to the job title helps to attract the best candidates. In case you need a Head of Sales to work with B2B clients worldwide, you might title your job as Global B2B Head of Sales. If you are looking to fill a technical position, you might mention a few required programming languages.
Pro tip: On MeetFrank, the job titles written in English tend to work the best, as the platform has a global talent pool.
Step 3: Pick the required skill set
Choose up to six skills that the ideal candidate should have from the pre-selected list of options. You can also add requirements for language and industry experience.
If there is one skill that the candidate possibly could not do without, select it as a “Must Have”. This option informs our algorithm to search only for the fitting candidates.
Step 4: Use the potential reach for your advantage
As you create your job opening, you will see the potential reach change in real-time. After your every move, our algorithm evaluates how many people might be interested in and qualified for your job offer.
How to use this number to your advantage? If the potential reach is very high, then you might spend more time filtering out the candidates who are not well-suited for the job. The solution is to add a few additional requirements.
If the potential reach is low, then you might not find enough qualified candidates to fill the position. Consider loosening the requirements to attract more applicants. With a little help, you’ll quickly find the perfect reach that suits your needs.
Step 5: Pick the target location and salary range
You can select up to five cities where you would want to look for talent. To further broaden the talent pool, consider choosing either option for remote work or target your job offer globally. We believe that talent is borderless, so this could give you up to 5x more candidates.
Also, specify the gross salary range you’re willing to pay. If you are ready to offer the candidate a higher salary than their current employer, choose the pay increase option as well.
Pro tip: Check Job Market Insights by MeetFrank to find out in real-time what salaries the job seekers expect and how competitive is the market for talent.
Step 6: Write a Job Description
In the job description, give an overview of the duties in the role. You may also expand on the requirements for the candidates.
A welcoming job description is crucial to get the potential candidate interested, so this is the ideal place to really be personal and display the tone of your company. End the message with a clear call-to-action to encourage candidates to submit their application.
Step 7: Publish the offer!
Good luck with your hire! Now we will take over and make sure to boost your job opening with direct notifications to relevant candidates. You just sit back and relax.
Writing a great job opening takes time – you can easily spend 3-4 hours putting together a well-researched offer.
Next, you’ll hit the “publish” button on your Careers page and start waiting for the talent to knock on the door.
But that’s only when the real work begins. The key to successful hiring is to find several top candidates and to pick the best match among them. 🍪
To make sure that thousands of people see your job offer, you’ll have to post it to multiple websites, share it on LinkedIn and Facebook, and headhunt for an extra 20-50 top applicants…
Finding good people takes a lot of work – Image source
Promoting job offers is not the easiest job in the world, especially if you haven’t done it before. Sometimes, recruiters ask the marketing team for advice, but what if there’s nobody to help you out?
In this article, we will share some easy tactics for getting your job offers before the eyes of more relevant people.
Here are the hiring channels that we’re going to cover:
Your Careers page
LinkedIn
Social media
Community and team
Paid advertising
The easiest of them all – MeetFrank? 😌
1. Publish your job offer on your Careers page or MeetFrank
The first step is to create a job offer with a URL and landing page that you can start to share and promote.
Usually, companies publish their job openings on their company’s Careers page.
However, if you don’t have a Careers page or you think it doesn’t look good, you can also add your job offer directly to MeetFrank and it will get its own pretty landing page. 😍
The job offers published via MeetFrank have high-quality images, lots of context and all social media profiles included. This makes them just perfect for sharing on your company’s social media accounts and for asking your team members to share with their friends.
If you published your job offer via MeetFrank, you’ll have quite an advantage as we are going to automatically share your opening with hundreds of high-match job-seekers from among our 300,000+ app users.
2. Publish your job opening on LinkedIn
Depending on whether you published your job offer on your Careers page or at MeetFrank, copy the job offer’s URL and share it on your company’s LinkedIn account.
Make sure to mention some of the key information about the role already in the post’s text.
If your company already has a strong employer brand, you will likely have a healthy number of LinkedIn followers that will see your post.
For example, Bolt has more than 40,000 followers on LinkedIn.
What to do if you don’t have a huge followership on LinkedIn?
As a marketer, I wouldn’t recommend you to set up LinkedIn ads to promote your post with the job offer on this platform. LinkedIn ad costs are crazy high compared to Facebook and other channels. 💰🙅
Use the methods described in point 4 of this article to get free LinkedIn reach for your job offer.
3. Post your job offer to other social media channels
Social media channels – Facebook, Twitter, Instagram – are a treasure trove for hiring, meaning that they help you reach an extended audience for free.
Head to your company’s Facebook page and make a post about your job offer. Here’s an example of a Facebook post that we published when we were looking to fill a new role in our marketing team.
You can also share the job opening in all of your other social media channels. When sharing it on Twitter, make sure to include relevant hashtags like #hiring and #joboffer.
Go the extra mile:
Find some relevant Facebook groups where industry people share advice and news. E.g. there are Facebook groups for marketers, data scientists, software engineers… You name it!
Ask to become a member in some of them (local ones with smaller audiences work usually better than big international groups) and post your job offer.
4. Ask your team and friends to share the job offer…
… and share the job offer on your own!
In addition to posting the job opening to your company accounts, share it with your personal LinkedIn network, and ask your colleagues to do the same.
For example, my LinkedIn post about a growth marketing role in MeetFrank got 3,800 views. That’s more than three thousand people who saw the job offer at no extra cost.
If your own social media network doesn’t include people from the industries that you ended to hire from, ask your team for help.
If you have already published the social media posts on your company accounts, you can share the post’s links with your team and ask them to share those posts.
5. Use Facebook ads to promote your job offers
If you only publish your job offers to your Careers page and job portals, you will reach people actively looking for a job.
The problem with many of the best people in the market is that they never look – the jobs will come to them, be it as a direct outreach by a recruiter or via their personal network.
If you want to reach top talent not actively looking for a job, you will need to reach them through non-traditional channels such as Facebook ads.
For example, here’s a Facebook ad by Scoro.
The easiest way to set up an advertisement on Facebook is to publish a post on your Facebook page and then use the “Promote” button to set up a timeline, audience, and budget.
However, we can’t help but mention that if you’re hiring with MeetFrank, we design, write, and set up Facebook ads promoting your job offers on our own. And we even pay for the ads.
Sounds too good to be true?
It’s very much real: in September 2020, we ran Facebook hiring ads for more than 100 different companies, all of them MeetFrank customers. ❤️
Here’s an example of how the ads look like.
So, if you want to be sure that your job offers reach significantly more relevant people, hiring with MeetFrank seems like a pretty good option.
Hint: Your job offers will look better, you will reach more relevant job-seekers (both active and inactive talent), and you will find the perfectly matching person to your team faster.
Building a better hiring experience ❤️
In MeetFrank, we believe that building long-term relationships with our customers and helping them find top talent is the key to success on all sides. Let’s build your employer brand together!
If you don’t have a MeetFrank account yet, sign up here for a free trial.
Founded in 2013, Helsinki-headquartered Supermetrics has 14,000+ customers in more than 120 countries.
What do they do? – They build marketing analytics tools, with 10% of global online ad spend reported through their products.
In September 2020, Supermetrics closed a €40M Series B round. 🚀 We’re always thrilled to see companies hiring with MeetFrank succeeding, and were excited to interview Viivi Marttinen, their People Operations Manager.
As the team is working remotely, we were not able to visit their charming Helsinki office with a sleek modern design and do the interview in person. Hope we’ll have a chance to visit Supermetrics in the future. 🌅
Without further ado, here’s our interview with Viivi.
Supermetrics just closed a €40 million funding round. Congratulations! How did you celebrate?
Thank you!
As we’re still mostly in remote mode, we celebrated in Slack as more and more news outlets published their stories on us. It felt like our efforts were recognized in such a concrete way and the world was celebrating with us.
Did the funding news affect your hiring plans? Are you accelerating the growth of your team?
Not in a significant way yet, as our hiring teams are still the same size and we don’t want to compromise our recruitment process.
That said, we’ve been doubling our team every year since our earlier days of 2016 and are continuing on the same track this year.
The world is still recovering from the 1st COVID-19 outbreak. And now there’s a possibility of the 2nd wave. How are you handling this at Supermetrics?
We’ve all been mostly remote since the start of the first wave in March and still continue to work from home in Helsinki and Atlanta. Our team in Vilnius has a safer overall situation and so they use their office more now.
Everyone is allowed to work fully from home, and we follow the safety measures recommended by our respective governments and health authorities to make sure we do our own part in keeping ourselves and our fellow people safe.
How has COVID-19 changed your team members’ working habits, work environment, and productivity?
People are different and so moving to a fully remote working environment has served some better than others.
Many discovered that having fewer distractions increased their productivity. However, we’re a very community-focused team and love to harness the collective intelligence we have here through brainstorming and rely on the overall support of our colleagues. So we’ve had to come up with new ways of connecting even when remote.
Coming back to recruitment at Supermetrics, how is your recruitment and HR team set up?
We have recruitment and HR functions within our People Operations team. There’s 3 of us at the moment. We’re a very flat team and have an organic divide of responsibilities based on our own strengths and aspirations.
Marika [Marika Salkola, Senior People Operations] is reporting directly to our CEO Mikael and she’s amazing in recruiting, but also shines brightly in HR and has brought a lot of needed developments since joining us a year ago.
Henrika Ekholm, our Talent Acquisition Specialist, joined this summer, and has already brought multiple people into our team! I couldn’t be happier to have her in our team and see her continuing to elevate us further in other areas as well.
How do you usually find the candidates to hire? Do you publish a job offer and just wait? What % of hired candidates has been sourced and headhunted?
For inbound applications, we mostly use LinkedIn and MeetFrank. We do active sourcing as well, especially for the roles where our need is very specific. We have reinforced our efforts with recruitment partners in Vilnius and Atlanta.
Out of the 10 most recent hires, 50% were headhunted by our team.
Do you use any other channels for finding different talent? Do you have a different approach to hiring for specific roles?
I think LinkedIn prevails as the biggest platform for all professionals and we use it actively.
For internship roles, we use a Finnish site Aarresaari to get our job ads in front of students from specific university faculties. Our approach is very unified and simple so that we can make sure we don’t spread ourselves too thin.
How would you describe the tech sector and job market in Finland? Is there a lot of good talent to hire?
I think Finland is a rather small, yet very competitive market when it comes to tech roles.
We’re often looking for senior talent in PHP, which isn’t winning any popularity contests in Finland, but if we also look into other countries in the EU and Russia, we have a much better chance in finding the people we need.
While Supermetrics is one of the leading marketing data providers in the world, not everyone has heard of it. How do you usually pitch your company to the job applicants?
It depends on the audience, but at our core, we’re empowering digital marketing reporting and analysis by automating data transfers.
Our usual explanation goes like this: You know… the ads you see on different social media channels and other online platforms? A marketer somewhere put it there and targeted it to you and they want to measure the impact of their effort. There can be thousands or millions of “you”s however, which makes the data really hard to handle manually, so we automate it and make it fast to get the data they need wherever they need it.
What would you say are the main so-called selling points for attracting top talent to Supermetrics? How do you convince people to join?
For technical talent with an interest in data, we are a great place to build your skills while creating impactful solutions that are used daily by hundreds of thousands of people.
Sales talent really wants to help the customers by offering products and services that can make a difference in their performance. I believe we have just that.
For marketing talent, you get to do marketing – for marketers! And as our products are focused on transforming how digital marketing is measured, you get to be among the trailblazers of digital marketing.
For any talent regardless or their specialty, a great working culture and atmosphere is very important and we’re always eager to share our experience in working at Supermetrics. Work is such an important part of life and the importance of the people around you can’t be denied.
I happened to check your Careers page and saw that you have a beautiful HQ office in downtown Helsinki. Do you think that a high-quality work environment increases the team’s happiness and general output?
I’m so happy to hear you liked our office! It was completely rebuilt for us as an extension of our culture to be a cosy nest for the team and we love it so much.
Having different spaces for silent work, meetings, brainstorming, casual convos and fun aspects helps to shift your focus accordingly, but there’s also a lot of built-in versatility.
They say if you forgot what you were about to do, you should go back to the room you came from – I believe having a setting like ours is like having mental doors to different mindsets.
What advice would you give to people looking to get hired in a fast-growing tech company like Supermetrics?
We like confident people with a specific set of skills and experience. I encourage everyone to explore what it means as well as your own aspirations and drive – what is it that you want to do and achieve right now? – and to bring it to the table.
Be honest and be yourself! We want to hire people for roles where they can do what they love, have what it takes to succeed, and add something new with their own strengths.
Thanks for taking the time to chat with us! To end the interview, we’ve got 5 rapid-fire questions to you.
What’s your favourite question to ask at interviews?
Tell me about a project that you’re the most proud of and something that you learned from it.
What’s the biggest mistake that job-seekers make when applying to a new job?
Not reading the job description thoughtfully and not telling us why they think it would be a great fit for both.
What’s the biggest challenge when hiring people to Supermetrics?
We have a very high bar for candidates and tricky requirements at times, which lowers the number of talent we can consider. We’re also not very known outside the digital marketing world yet and so people don’t know to seek us out.
What are your favourite recruitment tools and channels?
LinkedIn, MeetFrank, and our own team’s networks.
If you weren’t a recruiter, what would you do?
The best part of recruitment for me is getting to contribute to a happy and high-functioning culture in such a concrete way, so I think I’d do employer branding or company culture full time.
Lithuania recently celebrated its first unicorn, as the second-hand fashion market place Vinted reached the magical 1 billion valuation marklast November. This was not a fluke by any means, however, rather an event that was long overdue, as the country has become the hotbed of fintech, with global players opening their local hubs and new exciting startups popping up everywhere in the capital city Vilnius.
Looking at the job market statistics in MeetFrank and researching the local job market, here are some of the highlights we discovered:
Lithuania is experiencing an explosion of startups, as the number of companies rose by 58% last year
Tech jobs in Lithuania are among the lowest in terms of competition in Europe
As Lithuania recently announced its own E-residency programme, following in the footsteps of Estonia and just launched the Startup Employee Visa to attract highly qualified foreign talent, it would be an understatement that things are happening in the small Baltic country.
The capital city is home to the futuristic hub, co-working space and community center called Blockchain Center Vilnius (HL: https://bcgateway.eu/) and to the largest fintech conference in the Baltics FinTech Inn. In addition, Rise Vilnius, recently taken over from Barclay by Swedbank, and rebranded as Rockit has been vital in nurturing startups and fostering tech innovations in the country.
All of this has been attracting international and regional talent to Vilnius that just made the biggest leap in the world talent ranking, moving 8 positions upwards, placing 28th among 63 countries – the highest among the three Baltic countries.
Currently, the Vilnius area is home to over 21 000 ICT sector and 6000 research & development employees, while the city is one of the youngest European capitals with more than 50% of residents younger than 40 years old.
Whom are employers looking for?
Similarly to the rest of the European job market, software engineers are among the most sought-after workers at the moment, with nearly half of all the job offers. However, only 20% of the applications are made for these jobs, marking a very low level of competition.
It is completely the opposite for sales and business development and marketing & PR, the second and third in terms of the number of job offers, as both have the % of applications per job offer that is considerably higher, thus meaning a higher level of competition.
Top 6 jobs in terms of competition
The competition for top tech jobs in Lithuania is way below the European average as the ratio of applications per offers is usually twice as little. Sales & business development and (tech) project management are the most competitive with slightly over 20 candidates per job.
As with the rest of Europe, marketing & PR is also among the more competitive jobs, but the rate of competitiveness is still quite low – 15 applications in Lithuania vs 35 as the European average.
Design – the most competitive job in Europe (41 applications per offer on average) – is almost five times less competitive in Lithuania with 8.7 applications per offer, although the pay gap with the European average (€1700 gross in Lithuania vs €2346 gross in EU on average) is also large.
Software engineering, the job that is most in-demand and the most well-paid in Lithuania (as in the rest of Europe), is also the least competitive in Lithuania, with IT & system administration following close.
Salary offers for 6 most popular jobs
The average salaries in the Lithuanian tech sector are currently around 40% lower than in the EU on average, but so are the living expenses in Vilnius. Among the 6 most popular jobs, software engineering tops the list as in the rest of Europe, with an average payment offer of €2727 gross.
Jobs for sales & business development, IT & sysadmin and (tech) project management offer around €2400 gross with IT & sysadmin having the lowest pay gap with the rest of Europe – €2365 vs €2747 gross.
Creative fields – designers and marketing – are currently lowest-paid jobs here with an average salary offer around €1700 gross, but the gaps with the European average are not bigger than with tech jobs.
% of jobs supporting relocation vs job seekers interested in relocating
When it comes to relocation, the readiness of Lithuanian companies to offer relocation is almost twice as low as the EU average. For the offers of top 6 jobs, 25% offer relocation, whereas the same figure for EU average is 43. This is understandable, as the opportunities for the companies are more limited, however, all signs show that Lithuanian companies are in a growing need for tech talent from abroad, so recruiters should try to find the means to offer this option more.
It comes as no surprise that the most sought-after roles, such as software engineering and sales & business development, are the ones who offer relocation the most.
On the workers’ side, however, Lithuanians are slightly more eager to relocate as the % of users interested in relocation is 14% vs the 12% that is the EU average. Curiously enough, the differences between fields are almost non-existent, as all fall between 12% and 15%.
Top 6 countries with applications to relocate to work in Lithuania
Whether it’s the weather or its blossoming tech scene, Lithuania is currently the most popular for northern countries as Estonia, Finland and Latvia are the top three countries with applications for Lithuanian tech jobs.
Curiously enough, India ranks 5th among the countries with interest, almost tied with that of Latvia and Germany – the holder or of the 4th place.
Top skills required in tech-related roles
Currently, 15 of the 20 most sought-after skills at MeetFrank are those of software engineering, with full-stack, backend and frontend development making up the top 3. The most in-demand coding languages are currently JavaScript, HTML & CSS, React and SQL.
For sales & business development, Lithuanian companies have named English, sales management, business management, cold contacting and sales representation as the skills that they are expecting from the candidates the most, while Lithuanian language is also expected on some occasions.
Marketing & PR experts need to have good skills in content and product marketing and market strategizing.
System administration, DevOps and computer user support were the top 3 skills required from IT & sysadmin candidates.
The hottest employers in Lithuania
Based on MeetFrank data, the hottest job providers in Lithuania are the UK’s first digital banking unicorn Revolut and the first local unicorn Vinted – a digital marketplace for second-hand clothing.
Telia, one of Scandinavia’s biggest telcos that also operates in the Baltics, is on the third spot, with Treatwell, an online spa & salon booking platform and the ride-hailing giant Uber following closeby.
Other local companies at the top are the conglomerate Modus Group, active in the construction of renewable energy and the car-sharing sector (Citybee), e-commerce assistant Oberlo, the state-run airport operator Lithuanian Airports, translation agency MB Galerita and the digital product development agency Telesoftas.
Also hiring with MeetFrank is the Lithuanian tech startup Deeper, designing cutting-edge smart devices and software for various outdoor activities.
Wrapping it up
Lithuania and its capital Vilnius are an exciting option for jobs or business activities to keep an eye on, as the country is hungry for international tech talent and has established itself firmly as a regional hub for fintech enterprise.
Although the average salary offers in Lithuania are still behind the European average as with the rest of Baltic countries, the low cost of living and the vibrant, startup-friendly atmosphere in the capital city Vilnius more than make up for it.
Looking for more? Here are the tech sector job market overviews for Europe andEstonia.
Having a reputation for punching above its weight when it comes to things digital and tech, the Estonian tech sector has been experiencing a solid-paced rise during the last five years.
But how does that affect the local job market?
Here are some of the takeaway facts we found out about Estonia’s job market:
The country has risen to the 20th position in Europe in terms of the total investment into startups while having the second smallest population after Luxembourg
With its 123 million worth of investments into deep tech in 2014-2019, Estonia ranks 18th in Europe, placing it on the second place among Eastern European countries, right behind Poland that has 29 times bigger population
Software engineers and IT talent are currently among the most in-demand workers with the lowest level of competition
Salaries of Estonia’s tech jobs are behind the European average but way above the national average
Estonia’s tech sector in numbers
The tiger reference 🐯 in the title of this article is not a literary gimmick (not totally at least), as it’s referencing to the Tiger Leap project – one of the revolutionary initiatives launched by the Estonian government in 1990’s and 2000’s that paved way digital information technology. These programs played a fundamental role in the buildup of state information infrastructure and education.
It is also most likely one of the factors that have led to the considerable success of Estonia’s tech sector, that is currently growing at a fast pace and attracted a strong € 250 million worth of investments in 2019. The country is proud of its 4 unicorns, having currently more per capita than any other country in the world: Skype, Playtech, Transferwise and Bolt.
All this makes for good country promotion material, but what’s actually happening at the work market?
Top 6 jobs Estonian tech companies are hiring for
As with the rest of Europe, software engineering job offers are currently at the top in Estonia with 49% of the job offers. The share of applications submitted for software engineering jobs is significantly lower – 37% – meaning that the applicants enjoy a low competition rate. And are in high demand!
IT & System administrators are the second-highest in need and also with a low ratio of applicant numbers. Creative fields like design and marketing & PR are among the last in the top 6, with a negative ratio of the share of applications, indicating high competition.
Competitiveness for the top 6 roles
Among the six jobs with the highest share of offers in MeetFrank, creative and performance-oriented fields like design, sales & business development, marketing & PR & media see the biggest competition for the job offers in Estonia.
On average 26 people apply for design job offers published in MeetFrank, which is the highest in Estonia but far behind the European average of the same field – 41. Also similarly to the European average, IT fields are lower in terms of competition as, software engineering has 10, Data & Analytics has 9 and IT & Sysadmin has 7 candidates per offer.
What are the salaries for tech jobs in the Estonian job market?
Although slightly behind the European average, it can be said that salaries offered in the tech sector in Estonia are relatively higher than those of the rest of the country.
Also, the payment is slightly more egalitarian in Estonia between the average payments in different fields as the tech/IT jobs are not that far ahead of the others than the European average is. IT & System administrators are the most well-paid among the most popular jobs, followed closely by project management, sales & business development and software engineering, while creative fields like design and marketing are earning about a fifth less.
As you scroll up, you will see that high demand creates high salaries: As software engineers are one of the most sought-after experts in Estonia, it also reflects in their salary level.
It’s a fairly common knowledge that Estonian tech companies are also looking towards other European markets when it comes to finding top talent.
How popular is relocation among Estonian tech companies and job-seekers?
Are companies and job-seekers open to relocating?
It turns out workers currently based in Estonia are, on average slightly less interested in relocation than the European average. This is the case for software engineering and sales & business development job seekers.
A curious case is IT & system administration, that has the highest % of interest for relocation (25%) while the field has the highest salaries of all top jobs in Estonia and the lowest level of competition. This is over 4 times higher than the European average (6%) for the role.
Sales & business development and data & analytics people are the most content in Estonia, with only 11% and 12%, respectively, interested in relocating.
Top 5 countries with applications to relocate to work in Estonia
We know that around 25% of Estonian job-seekers are open to relocation.
But what about the other way around? Do people from other countries want to relocate to Estonia? The job-seekers in the MeetFrank platform seem to be willing enough.
Although Lithuania has an emerging tech scene of its own and the average payment is close to Estonia, it is surprisingly the country with the highest rate of readiness to relocate to Estonia. That is most likely due to geographic proximity.
Estonia’s northern neighbor Finland follows second and Ukraine, currently the country with the biggest migration to Estonia in general, comes third.
Top skills required in tech-related roles
Let’s take a look at which skills make you most likely to get hired in the Estonian job market. At least in the MeetFrank app!
With software engineering being the most in-demand profession at the moment it shouldn’t come as too big a surprise that the top sought-after skills are regarding that field. Full-stack, backend and frontend development and most common development languages HTML & CSS, SQL and Javascript are what’s expected of engineers these days.
Business development, project management, sales management, English and also Estonian are expected from sales & business development managers, while English is also the highest sought-after skill for customer support.
IT & Sysadmin candidates are currently most valued for their system administration and DevOps skills, while content marketing is the top skill expected from marketing & PR candidates. The most in-demand skill for designers is UI & visual design.
Top 10 Estonian companies, voted by job-seekers
In the MeetFrank app, the most applied-to companies are the tech unicorns.
Out of the four unicorns ever be been nurtured in Estonia, two are hiring at MeetFrank being they are the country’s most popular companies. These are the low-cost money transfer service Transferwise and the ride-hailing platform Bolt (formerly known as Taxify).
The third is the mobile banking app Monese and fourth Veriff, offering safer face recognition service – one of the features that are vital for Estonia’s E-Residency project.Starship, founded by Ahti Heinla (one of the founders of the mythical Skype) is now working on packaging robots with Starship that is also currently hiring across people in Estonia and several locations in the US.
MeetFrank is also regularly used by non-startups and /-tech companies, as indicated by the presence of two Swedish companies: the packaging, biomaterials, wooden constructions, and paper production giant Stora Enso and commercial bank SEB.
In a nut-shell
Estonia’s tech labour market, although comparatively small, is experiencing fast growth and offers a bunch of interesting companies to work for.
Several of them have recently grown to become international success stories such as Transferwise and Bolt, with many others boasting the potential to become the country’s next unicorns.
The average payment in the tech sector is slightly below the European average, but so are the prices in the country’s capital Tallinn, where most of the companies are hiring. The city embraces several tech hubs, a thriving startup community, having made it to the league of Europe’s top cities in terms of tech development and financing.
