Let’s be real – over the past few years, the game has changed.
Hiring devs in Croatia used to be pretty straightforward. You had the local advantage: office culture, face-to-face interviews, “safe” job offers.
But now?
Remote is king. And global companies are aggressively hiring Croatian developers with bigger budgets, faster hiring pipelines, and benefits local companies can’t ignore.
So what does that mean for you?
If you’re still hiring like it’s 2019… you’re gonna lose good people. Fast.
But here’s the good news: this global talent grab isn’t a threat – it’s an opportunity. In this post, we’ll break down why global players are chasing Croatian developers, what they’re doing right, and how you can flip the script in your favor.
TL;DR – Key Takeaways
- Croatian developers are
on the global market - Global companies are winning with speed, flexibility & better offers
- Local companies are still playing defense with old-school hiring models
- You can compete – with the right strategy
- Partnering with recruiters who actually understand devs is a game-changer
Why Croatian Devs Are in High Demand
International tech companies are doubling down on Eastern Europe – and Croatia is high on that list. Why?
Here’s why they’re targeting us:
- Solid tech education (FER, FOI, PMF – you know the crew)
- Strong English skills
- Good cultural fit with Western teams
- Lower salaries compared to Western Europe
- EU membership = no paperwork headaches
- Devs here are already remote-savvy
Local vs. Global: What’s the Difference?
| Factor | Global Companies | Local Companies |
| Hiring Speed | 7–14 days | 30+ days |
| Work Style | Remote or full-flex | Hybrid (sometimes forced) |
| Salary | +30% to +70% above local avg | Budget-limited |
| Career Growth | Clear paths, mentorship | Unstructured or ad hoc |
| Employer Branding | Dev-focused | Corporate/brand-focused |
| Offer Personalization | Tailor-made offers | Standardized packages |
Where Local Companies Are Losing the Race
1. Slow hiring decisions
While you’re scheduling round 3 of technical interviews, a Berlin startup already sent the contract.
2. Old-school ideas about “being in the office”
Remote isn’t a perk anymore – it’s the baseline. If you’re still forcing in-office 3 days a week, good luck.
3. “Stability and security” isn’t enough anymore
Top devs want to build cool things, learn, and grow – not just coast with a steady paycheck.
4. Weak employer branding
You might have a great team and culture, but if you’re not showing it, devs won’t even know you exist. Meanwhile, global companies are out here with slick videos, GitHub content, and community engagement.
How to Flip the Script and Compete
The good news? Local companies still have major advantages – like tight-knit teams, trust, local culture, and agility.
Here’s how to level the playing field:
1. Speed up your hiring process
- Cut down interviews
- Make decisions within 10 working days
- Be clear about what you’re offering upfront
2. Offer real flexibility
- Remote-first mindset
- Hybrid as an option – not a rule
- Set expectations, give freedom
3. Modernize your compensation
- It’s not just about salary: think bonuses, equity, growth budget, impact
- Regularly benchmark against global offers
4. Work with recruiters who know how devs think
- Internal HR is often stretched thin
- Posting jobs ≠ recruiting – you need active sourcing
- At Ambacia, we speak dev – and we know what makes them say “yes”
Real Talk: What Actually Works
One Croatian fintech was losing devs to a German scaleup offering 30% more and full-remote.
We partnered with them, revamped their hiring funnel, helped them package a more dev-friendly offer – and boom: they retained two senior devs and hired two more in just 4 weeks.
What changed? Faster hiring, more flexibility, and messaging that actually landed.
Wrapping Up
Let’s be honest: the competition for IT talent in Croatia is global now. That’s not changing. But that doesn’t mean local companies are doomed.
If you adapt fast, communicate better, and partner with people who understand the IT scene from the inside, you can absolutely win – and build a killer dev team without burning cash.
Ready to Attract Devs Who Are Getting Offers From Berlin, Amsterdam, and Stockholm?
At Ambacia, we work exclusively with IT profiles. We know what developers care about, we speak their language, and we’ve got a track record of helping local companies land serious tech talent.
Let’s chat – book a free 30-minute call with us and we’ll show you exactly how we can help.
FAQ: Hiring Croatian Developers in a Global Market
1. Why are global companies so focused on Croatian developers right now?
Because it’s the perfect combo: strong tech skills, great English, solid work ethic, and lower cost compared to Western Europe. Plus, Croatian developers are used to working remotely – it’s a no-brainer for global teams.
2. Is remote work really that big of a deal in 2025?
Yes. It’s not a “perk” anymore – it’s the default. If you’re not offering remote or flexible models, top devs won’t even bother applying.
3. Can local companies actually compete with global salaries?
Not always – but you don’t have to match them euro-for-euro. What matters more is the overall value: exciting projects, growth paths, culture, and flexibility. That’s where you win.
4. Why is our hiring pipeline not working anymore?
Because it’s probably slow, outdated, and focused on the wrong things. Long interviews, vague offers, or generic JD copy? That won’t work on devs who get 5 LinkedIn DMs a week.
5. How fast should we move when hiring a dev?
Ideally? Make a decision in 10 business days or less. Top candidates are off the market fast – and if you take too long, someone else will scoop them up.
6. Do we really need an external recruitment partner?
If you want passive candidates, not just job board applicants – yes. Internal HR teams are great, but they rarely have the time or dev-network depth needed for real IT sourcing.
7. How do we know what devs actually care about in a role?
Ask them – or partner with recruiters who already do. Hint: it’s usually a mix of tech stack, learning opportunities, autonomy, remote options, and clear communication. Salary alone won’t cut it.
8. What if we don’t have a flashy employer brand?
You don’t need fancy videos – but you do need to communicate your culture, values, and dev experience clearly. Even a well-written Notion page or team intro video goes a long way.
9. How can we retain the devs we already have?
Give them growth, trust, and purpose. Regular 1:1s, clear paths forward, and real flexibility help way more than ping-pong tables or free coffee.
10. What makes Ambacia different from other recruiters?
We live and breathe tech. We only recruit for IT. We know the local scene inside out – and we talk to devs every single day. That means faster hires, better matches, and fewer headaches.
