Alex Staff Agency

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Alex Staff Agency We specialize in international IT recruitment, post vacancies, and share insights.

Alex Staff Agency specializes in the international recruitment of IT specialists. Our goal is to assist highly qualified IT specialists, looking for work both in Europe and globally. We also help foreign companies to find the best IT employees all over the world. We work with more than 200 customers in 19 countries around the world and have more than 600 available vacancies.


Мы – одно из крупнейших кадровых по международному подбору IT-специалистов.

Нашей задачей является помощь в трудоустройстве профессионалов в сфере IT, желающих найти свое место в компаниях Европы и мира в целом. А также мы помогаем зарубежным компаниям в подборе лучших IT-специалистов по всему миру.

У нас более 200 заказчиков из 19 стран по всему миру и 600+ вакансий по различным направлениям из сферы IT.

Anthropic says juniors fell from 27% to 9% of its technical hires. It's one company, but its scorecards are worth readin...
23/10/2026

Anthropic says juniors fell from 27% to 9% of its technical hires. It's one company, but its scorecards are worth reading.

In its October 16 report on how employment is changing, Anthropic says junior-level staff made up 9% of its recent technical hires, against 27% before. Juniors' share of technical headcount fell from 21% to 14% since the start of 2025. The report gives no end date for the period and no definition of "junior".

Anthropic itself cautions that much of its setup can't be replicated across the economy, and this is a vendor describing its own workforce. It is not market data. Still, two details are useful for anyone writing a job spec. By August, employee-directed agents ran about six times the hours of the employees themselves. And mentions of AI-tool use in hiring scorecards roughly tripled in technical teams since 2024.

The bar is moving from "can implement this ticket" toward "can direct the work and judge the result." Alex Staff sees the same shift in briefs: hiring managers ask for autonomy and judgment first, and then wonder why the junior pipeline looks thin.

Which part of your last engineering scorecard would still make sense if every candidate worked with AI agents from day one?

One in ten developers now works as a company of one. Your job offer competes with that.Stack Overflow's 2026 Developer S...
20/10/2026

One in ten developers now works as a company of one. Your job offer competes with that.

Stack Overflow's 2026 Developer Survey shows the share of respondents working as an "organization of one" rising from 4% to 10%. The write-up links it to AI agents that make solo businesses easier to run. It is a self-selected sample of Stack Overflow users, not the whole market, but the direction matters.

The same survey shows where the work itself is going: 73% of developers who use AI coding tools use them daily, and only 18% commute to an office every day. Employers are reacting with cost control, not bans: 38% of organizations have set usage limits and 25% restrict who can use AI at all.

For a CTO, the candidate you want is no longer choosing only between employers. A senior engineer with agents, a remote setup and a few clients has a real alternative to your offer. Alex Staff sees this in searches: the roles that close fastest state which AI tools the team uses, what the limits are and where the engineer decides.

If a strong engineer weighed your offer against going solo, what would your team put on the table that a company of one can't?

CFOs aren't freezing 2027 headcount. They're planning +1.4% — slower than revenue or wages.The Duke/Richmond Fed/Atlanta...
15/10/2026

CFOs aren't freezing 2027 headcount. They're planning +1.4% — slower than revenue or wages.

The Duke/Richmond Fed/Atlanta Fed CFO Survey (Q3 2026, 460+ US firms, fielded Aug 17–Sept 4) puts median expected full-time headcount growth for 2027 at 1.4%. Expected revenue growth is 5.0%, wages 4.0%. Payroll grows slower than both, but it doesn't shrink. The survey spans all industries, not only tech, so read it as the ceiling your CFO is working under.

Tech-specific data points the same way. ManpowerGroup/Experis (4,258 employers, 42 countries): 51% of tech employers plan to add staff in Q4, 34% hold, 14% cut. CompTIA counts 625,633 active IT postings in September, a three-year high, while tech-occupation employment still fell by about 6,000. Demand is visible; approvals are narrow.

Alex Staff sees what that looks like in practice: fewer open reqs, each with a tighter brief and a hiring manager who has to defend it against a finance team planning about 1% growth. For 2027, a handful of high-conviction hires will likely beat a broad ramp.

Which engineering role on your 2027 plan would you still approve if headcount growth were capped at 1.4%?

The EU AI Act deadline for AI candidate screening moved to December 2027. Your obligations didn't wait.Regulation (EU) 2...
13/10/2026

The EU AI Act deadline for AI candidate screening moved to December 2027. Your obligations didn't wait.

Regulation (EU) 2026/1744, in force since July 27, pushed the high-risk AI rules — including tools that filter CVs or rank candidates — to December 2, 2027. That is a preparation window, not a repeal: the ban on emotion recognition at work and the AI literacy duty have applied since February 2025.

The employer using the tool (the "deployer") will owe human oversight by someone with real authority, logs kept for at least six months, notice to candidates and worker representatives, and an explanation on request. Deployer breaches can cost up to €15M or 3% of global turnover, and non-EU companies are in scope if a system's output is used in the EU.

Alex Staff sees the gap at the top of the funnel: few clients can name every tool that scores a candidate before a human looks. A written list of those tools, and who signs off each rejection, is the cheapest first step.

If a candidate asked tomorrow why your screening tool rejected them, who would answer — and with what?

Companies spent five seconds deleting "degree required" from the job ad. The hiring data says almost nothing else change...
08/10/2026

Companies spent five seconds deleting "degree required" from the job ad. The hiring data says almost nothing else changed.

Korn Ferry cites LinkedIn data: 30% of paid postings no longer require a degree, up from 19% in 2019. Burning Glass Institute and Harvard Business School measured the effect across 11,300 roles — dropping the requirement raised non-degree hiring by 3.5 points, but only 3.6% of roles ever dropped it. Net effect: fewer than 1 in 700 hires.

Indeed's latest numbers show why the reform stalls. In November 2025, 19.3% of US postings required a bachelor's, up from 16.6% two years earlier — rising inside the same roles, not from a shift in job mix. Another 23.5% mark a degree "preferred." With hundreds of applicants per opening, preferred behaves like required.

The replacement signal isn't holding up either. Karat's survey of 400 engineering leaders found 71% say AI makes technical skills harder to assess, and 62% still ban it in interviews anyway. Alex Staff sees the same reflex in client searches: when the signal gets noisy, screeners default to whatever still looks verifiable.

Three checks before trusting your own "no degree required" line:
- Count how many hires in those roles came in without one over the last 12 months.
- Decide if "preferred" means tiebreaker or filter, and align recruiters with the ATS.
- Replace the take-home with a live problem AI can't finish for candidates.

If you dropped the requirement eighteen months ago, do you actually know whether the shortlist changed — or just the ad?

Most hiring teams treat the signed offer as the finish line. Gartner's new data says it's where senior searches now brea...
06/10/2026

Most hiring teams treat the signed offer as the finish line. Gartner's new data says it's where senior searches now break.

Gartner surveyed candidates directly: only 48% accepted their most recent offer in Q4 2025, down from 54% a year earlier and 85% two years ago. Highly skilled people are 39% more likely than everyone else to stay put rather than take a better offer, driven by economic uncertainty rather than pay.

Robert Half's survey of 500 hiring managers shows where it actually breaks: nearly 9 in 10 had a candidate decline recently, 58% point to a salary mismatch and almost 60% to a competing offer. None of that starts at the offer stage — a salary gap exists from the first call, a competing process is weeks in the making. The written offer is just the first moment the candidate has to commit.

The current employer rarely sits still, either: 85% now counter a resignation, but only 46% of those employees are still there a year later. Alex Staff tests the salary number and the counteroffer scenario in the first calls, not the last one, so neither surprises a candidate who has already decided to move.

A 58% salary-mismatch rate means most teams find the gap only when the offer lands — ask it earlier, and close the gap between final interview and paperwork before a competing process finishes first.

If your last senior offer was declined, do you know whether it was the money, the counteroffer, or a question your process left open too long?

The US just hit a record 74.9 million independent workers — full-time independents grew 114% since 2020.MBO Partners by ...
01/10/2026

The US just hit a record 74.9 million independent workers — full-time independents grew 114% since 2020.

MBO Partners by Beeline just counted 74.9 million independent workers in the US, with full-time independents up 114% since 2020 — now 22% of the full-time workforce, and 78% plan to stay independent. Nearly three-quarters of enterprises expect to use independent talent for AI work, because applied AI experience is still hard to hire full-time.

IT staffing is turning with it: US revenue is forecast to grow 2% to $38.1 billion in 2026, with a net 35% of firms reporting rising bill rates. A fractional CTO now averages $211/hour — cheap next to a full-time hire a smaller company only needs two days a week.

75% of companies run contractors and temps at 11%+ of headcount, 43% above 20% — the mix isn't new, running it is. Controlling cost without losing flexibility is the top challenge for 53% of them. Alex Staff sees the same gap in searches: clients know they need a contract specialist, fewer have decided who owns the handover when the contract ends.

**The split that tends to hold up:**
- Core architecture and on-call ownership — keep it permanent.
- A migration, an AI pilot, a security audit — contract fits work with a finish line.
- A few days a week of senior judgment — that's fractional territory.
- Decide upfront if you'd convert them — 78% plan to stay independent.

If someone asked how many contractors touch your codebase and which systems they own, could you answer?

The AI wage hit was supposed to land on entry-level roles. New data says it's landing on people with degrees instead.Ind...
29/09/2026

The AI wage hit was supposed to land on entry-level roles. New data says it's landing on people with degrees instead.

Indeed Hiring Lab's Q3 survey of 123 economists (Sept 8-16, 2026) found the wage-pressure index for college-educated workers dropped from 47.3 to 42.4 quarter over quarter — the largest single move in the survey's history. Workers without a degree stayed flat at 50.9. The displacement-concern gap runs the same direction: 55.6 for degree-holders against 48.1 for those without one.

Software Development is one of the sectors economists can't agree on this quarter — job growth and job cuts, argued with equal conviction, a split that reflects how unresolved the AI-automation call still is. Zoom out and the mood leans grim: 45% of the 123 economists expect some negative employment effect from AI, only 3% call it "transformative" upside.

For teams hiring engineers, this changes what a computer science degree signals on a req — it used to be a wage floor. Alex Staff sees clients start asking for AI-fluency and shipped work ahead of the degree line on the JD; the credential that guaranteed a premium is the one now absorbing the pressure.

A pay scale built on "four-year degree equals premium" is pricing against a market that's actively repricing that exact signal — worth checking whether your comp bands still assume it.

If your last engineering offer leaned on the degree line to justify the number, would that offer hold up if the line disappeared tomorrow?

Cybersecurity hiring's bottleneck isn't a talent shortage anymore — it's budget, and one narrow slice of skills.The US a...
24/09/2026

Cybersecurity hiring's bottleneck isn't a talent shortage anymore — it's budget, and one narrow slice of skills.
The US alone has more than 470,000 open cybersecurity roles, and BLS projects information security employment to grow 29% through 2034 — seven times the average occupation (StationX, aggregating BLS/CyberSeek/ISC2, September 2026). Cloud security postings now take 65+ days to fill, 40% longer than a year ago.
The scarcity isn't generic, it's specific. AI/ML security is the top skill 41% of teams say they need, cloud security is second at 36%. Certifications carry a real price: CISSP holders earn roughly $136,000 more on average, and a median Security Engineer now clears $168,767 — before the CISO band starts at $243,000.
For the first time in ISC2's tracking, budget — not talent scarcity — ranks as the top reason security roles stay open; over a third of teams can't fund the headcount they need, let alone the premium a CISSP commands. Alex Staff sees this show up as a widening search radius: when the right skill set isn't in the local budget, teams look cross-border for it instead of waiting for the market to get cheaper.
A generic shortage you can wait out. A budget ceiling sitting next to a specific skills premium is a different problem — the search radius usually has to change before the job post does.
If your last security requisition sat open past 60 days, was it really nobody applying — or nobody in budget who had the AI and cloud skills you were asking for?

7.3 million jobs are open. The hires rate just hit 3.2%, the slowest since February. Open isn't the same as filled.The J...
15/09/2026

7.3 million jobs are open. The hires rate just hit 3.2%, the slowest since February. Open isn't the same as filled.

The JOLTS report for July puts two numbers side by side that don't square at first glance. Openings held at 7.3 million, yet the hires rate slid to 3.2%, its lowest point since February. Indeed Hiring Lab's read stopped hedging: this is "less like a phase and more like the new normal."

The number that actually decides your pipeline isn't openings, it's quits — 1.9%, next to a layoffs rate of 1.0%. Both low at once means neither side of the market pushes people to move: employed engineers aren't leaving on their own, and the ones who'd otherwise be pushed out by a layoff aren't showing up either. Professional and Business Services, the sector absorbing much of tech and consulting hiring, lost 188,000 hires month over month.

None of this shows up as fewer applications. Volume looks healthier than ever, inflated by AI tools that removed the cost of applying. Alex Staff sees the same split in cross-border searches: applicants are plentiful, people who'd actually move are not. A pipeline built on inbound in a 3.2%-hires-rate market bets the right person is already looking, and that bet mostly isn't paying out.

A stalled market doesn't look like a shortage on a dashboard. It looks like a requisition open for months with an applicant count that says everything is fine.

If your last three hires all came from inbound, what's the plan for the role where nobody applies?

Address

61 Neofytou Nikolaide, Office 201
Paphos
8011

Opening Hours

Monday 09:00 - 20:00
Tuesday 09:00 - 20:00
Wednesday 09:00 - 20:00
Thursday 09:00 - 20:00
Friday 09:00 - 20:00

Telephone

+35726010076

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