When we think about forward-thinking technology and robust manufacturing, the Czech Republic stands out. The country’s combination of tradition and innovation makes it a compelling destination for international companies searching for exceptional workforce solutions. In this guide, we will discuss what makes hiring in the Czech Republic in 2026 an exciting development for businesses, especially those interested in manufacturing and IT professionals.
The Czech workforce is dynamic, well-educated, and increasingly international. Based on our continued research and engagements, we observe a shift toward skill-based hiring, with companies seeking adaptable and tech-savvy employees who can drive digital transformation.
According to the Czech Statistical Office, in December 2025, the employment rate for individuals aged 15–64 reached 75.2%. This impressive participation rate signals that the majority of the potential workforce is active. The unemployment rate remained low at 3.2%. For companies exploring entry or expansion, such indicators should be seen not just as numbers but as signs of stability and readiness for new challenges.
The right people can change everything.
Our team at EWS Limited connects with clients who are often drawn to the resilience, qualification, and flexibility shown by Czech professionals. It is these factors that lead many HR directors, global mobility managers, and partner managers to view the Czech Republic not only as a growth market, but as a strategic source of talent.
To understand why hiring in the Czech Republic attracts global organizations, we have to look closely at the country’s two main engines: manufacturing and IT.
Manufacturing has shaped the Czech socio-economic landscape for decades, accounting for a substantial share of both employment and GDP. The Czech Statistical Office highlights that, as of 2023, the industrial sector employed about 1.391 million people across 209,789 active enterprises. With total sales topping 8,145.5 billion CZK, manufacturing remains a magnet for companies needing skilled blue-collar and technical talent.
In particular, the automotive, aerospace, and machinery sub-sectors are renowned for their high output and advanced methodologies. Large manufacturers often cooperate with university technical departments, shaping future employees’ competencies long before they enter the job market.
For global companies thinking about their first hire in the region, local employment relationships benefit from a blend of experience, vocational education, and long-term loyalty. Frequent engagement with workforce specialists, like us at EWS, can help businesses avoid legal or cultural missteps, especially since employment regulations differ state by state.
Moving to the IT landscape, the Czech Republic now sets the pace for Central European digital transformation. The Czech Statistical Office reported that in 2023, the high-tech services sector employed 175,056 professionals, reaching a turnover of 679.1 billion CZK. In high-tech manufacturing, 64,785 workers built a turnover of 422.8 billion CZK.
Key cities like Prague, Brno, and Ostrava have vibrant startup ecosystems, often spinning out software engineering, cybersecurity, and data analytics talent who act as bridges for emerging technology. Many of these specialists are multilingual, holding international certifications that complement their technical skills.
We have noticed a larger trend: Czech IT specialists excel under remote and hybrid models, which is critical for global organizations seeking distributed development and support teams.
From our own collaborations and through discussions with our global partners, several advantages for hiring in the Czech Republic come into focus.
We believe these factors are what makes the Czech workforce of 2026 so attractive for both established companies and startups on the growth path.
The right environment attracts the right people.
The process of engaging Czech professionals is straightforward if you know what to expect. However, the difference in labor law, professional expectations, and social customs can still surprise newcomers.
Employment contracts are generally formal and must include clear job descriptions, remuneration, working hours, and notice periods. The Labor Code ensures fair treatment for all employees, from manufacturing line operators to software developers. We frequently help companies structure offers, taking into consideration both standard benefits and localized perks, which increase competitiveness.
A useful starting point for understanding inclusive recruitment in a Czech context is this practical overview: how to practice inclusive recruitment.
Among the most frequent questions we get from Series B and C scale-ups are about compliance risks.These can include everything from payroll management to legal obligations regarding onboarding, health and safety, and the handling of employee data (GDPR).
If your company is considering cross-border staffing or remote hiring, we recommend familiarizing yourself with Employer of Record solutions in the Czech Republic. This centralized strategy is useful in ensuring local compliance while reducing the burden of administration on new market entrants.
Risk is best managed by those who understand the rules.
We see organizations succeed when they rely on structured recruitment and onboarding approaches—especially when entering a new country. The Czech hiring process in 2026 balances efficiency with clear communication.
Process matters. Outcomes follow.
To help new partners, our EWS team provides not just hiring logistics, but guides for each step and local expertise to avoid misunderstandings.
Manufacturing remains one of the Czech Republic’s biggest assets, employing well over a million people and supporting hundreds of thousands of enterprises, as shared by the Czech Statistical Office.
Talent pools are strongest in:
Regional clusters exist around Prague, Brno, Pilsen, and Ostrava, often tied to automotive and heavy machinery.
We have found success sourcing manufacturing talent via technical schools, industry networking events, and recruiting from within major suppliers. Offering apprenticeships and upskilling programs is highly valued, as candidates often seek stable, long-term employment with both growth prospects and respect for traditional expertise.
Czech IT talent is recognized for a unique combination of technical depth, creative problem-solving, and real commitment. This pool includes not only programmers, QA testers, and system architects, but also growing numbers of AI, machine learning, and cyber specialists.
Prague and Brno have become magnets for international firms, hosting major R&D departments and innovation hubs. In our experience, most Czech tech professionals:
Companies benefit by tapping into a mix of ambitious recent graduates and professionals with ten to twenty years of experience—offering both new perspectives and trustworthy seniority.
We also see an ongoing migration of tech professionals between the Czech Republic, Slovakia, Austria, and Germany, driven by a shared history and language proximity.
Tech moves. Talent follows.
Those wishing to bring in non-EU nationals find that specialist global mobility support is a distinct advantage—learn more about mobility services for tech talent.
Salaries in the Czech Republic continue to grow, but at a controlled pace. This is good news for companies needing to budget wisely while remaining attractive to both local and international talent.
For context, here are the main trends:
Salaries compare well to neighboring EU countries, though inflation and currency adjustments should always be monitored annually. Our payroll outsourcing expertise ensures smooth, multi-currency payment processes and full compliance for foreign entities.
Companies that focus on diversity—gender, age, ethnicity, background—see improved teamwork and innovation. The Czech market responds positively to inclusive policies and hiring initiatives.
We have seen strong employee engagement when companies offer open communication, upskilling, and encourage diverse leadership. Guidance on building an inclusive hiring plan is available through why diversity should be part of your hiring strategy.
Women are increasingly represented in both manufacturing and IT, driven by greater access to engineering education and tech entrepreneurship programs.
Smart teams do better work.
From our experience at EWS, some recurring pitfalls for foreign employers include:
We address these risks by guiding clients step by step, ensuring local nuances are respected, and up-to-date legal practices are followed. By acting as a central contact, EWS gives businesses peace of mind, letting them focus on scaling and innovation.
The Czech job market remains one of Europe’s most appealing in the eyes of series B and C startups, established IT companies, and manufacturers hungry for reliable, skilled talent.
The country’s global ranking in STEM education, combined with its powerful industrial tradition and openness to international business, means the Czech workforce is continually moving forward.
When we talk with ambitious businesses—those building tomorrow’s supply chains, digital products, or R&D hubs—one thing is clear: hiring in Czech Republic in 2026 will depend as much on understanding people as on numbers or frameworks.
We believe the Czech Republic offers more than just skilled labor or a convenient location; it provides companies with the building blocks for sustainable growth. The right approach—combining local expertise, reliable workforce data, and practical support—will help you secure the manufacturing or tech talent you need.
If your organization is looking to make its first hire, scale an engineering team, or manage complex payroll across borders, reach out to us. At EWS Limited, we connect the dots across processes, people, and legislation so you can focus on growth. Discover how our tailored solutions can help you move forward with confidence.
The Czech hiring process in 2026 starts with the creation of a detailed job description, posts on local and national job boards, followed by candidate screening through interviews and technical assessments. Once a suitable match is found, employers issue a written contract detailing role, salary, and benefits. Onboarding includes required documentation and integration into the team. Many companies, especially those partnering with EWS Limited, ensure new joiners receive relocation and compliance support, which helps with retention and culture fit.
Skilled workers can be found through a combination of university partnerships, technical school programs, professional associations, and specialist job boards. We suggest connecting with local recruitment agencies familiar with the sector you are targeting. Attending industry events or leveraging established apprenticeship programs also yields good results, as does using internal referrals for hard-to-fill roles in manufacturing and IT.
Czech IT professionals are highly qualified, internationally minded, and accustomed to agile, remote work. Their strong technical training, communication skills, and adaptability make them attractive to startups and mature firms alike. With competitive salaries and a strong work ethic, many leading companies see the Czech tech community as a source of long-term strategic value.
The average hourly wage for skilled manufacturing workers ranges from 200 to 350 CZK, depending on experience, region, and specific role. Supervisors and technicians can earn more, and management positions are typically paid at the higher end of the scale. Salaries also reflect industry trends and are indexed to inflation, usually reviewed annually.
Most Czech tech professionals are concentrated in Prague, Brno, and Ostrava, with smaller but growing hubs in Plzeň and Olomouc. Companies searching for talent can access university career centers, coding bootcamps, and specialized online platforms. Partnerships with local organizations such as EWS Limited offer access to pre-vetted candidates and guidance on competitive offers in a fast-moving talent market.
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