{"id":5970,"date":"2026-10-06T16:38:16","date_gmt":"2026-10-06T13:38:16","guid":{"rendered":"https:\/\/recruitment.by\/?p=5970"},"modified":"2026-10-16T22:37:11","modified_gmt":"2026-10-16T19:37:11","slug":"htp-workforce-by-role","status":"publish","type":"post","link":"https:\/\/recruitment.by\/eng\/news\/htp-workforce-by-role\/","title":{"rendered":"Who Works in the HTP in 2026: The Workforce by Role and What It Means for Hiring"},"content":{"rendered":"\n

About 60,000 people work for Hi-Tech Park residents. The figure appears in almost every article about Belarusian IT, but it says little about the people behind it: what they do, how experienced they are and how easy it is to hire them.<\/p>\n\n\n\n

For anyone planning to hire in Belarus, those details matter more than the total. Some roles in the Park are easy to fill, some take two months or more, and some cost noticeably more than they did a year ago.<\/p>\n\n\n\n

Below we look at the HTP workforce in 2026 by role, seniority and type of employer, and at what that means in practice for companies hiring here.<\/p>\n\n\n\n

The HTP in 2026: the basic numbers<\/strong><\/h2>\n\n\n\n

The Park has been growing again after a difficult few years. Its official figures<\/a> show more than 1,000 resident companies and about 60,000 employees. In 2025, 136 companies joined the Park and residents created almost 6,000 new jobs.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Indicator<\/strong><\/th>Figure<\/strong><\/th><\/tr><\/thead>
Resident companies<\/strong><\/td>1,000+<\/td><\/tr>
Employees<\/strong><\/td>~60,000<\/td><\/tr>
New residents in 2025<\/strong><\/td>136<\/td><\/tr>
New jobs created in 2025<\/strong><\/td>~6,000<\/td><\/tr>
R&D centres of foreign corporations<\/strong><\/td>~100<\/td><\/tr>
Residents with foreign capital<\/strong><\/td>30%+<\/td><\/tr>
Exports in 2025<\/strong><\/td>$2 billion<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

<\/p>\n\n\n\n

Two other trends are worth noting. Residents now earn more inside Belarus: domestic revenue reached 2.4 billion rubles in 2025, 21% more than a year earlier. And the Park now accounts for around 3% of the country\u2019s GDP. The shift towards local clients in particular affects which roles companies are hiring for, as we explain below.<\/p>\n\n\n\n

The workforce by role<\/strong><\/h2>\n\n\n\n

There is no official breakdown of HTP employees by job title. The Park publishes total headcount, and Belstat\u2019s statistics on HTP residents<\/a> cover output, revenue and employment rather than roles. The overview below is based on public data, our own placements and our 2026 salary benchmarks, so treat the proportions as a practitioner\u2019s estimate rather than official statistics.<\/p>\n\n\n\n

Software engineers<\/strong><\/h3>\n\n\n\n

Developers are by far the largest group in the Park: backend, frontend, full-stack and mobile. Java, .NET, JavaScript and Python have the most candidates. At junior and middle level there is usually a good choice. Senior engineers who can take responsibility for architecture are much harder to find, and experienced mobile developers are scarcer than web developers.<\/p>\n\n\n\n

Background matters too. Engineers from outsourcing companies have often worked across several clients and industries. Engineers from product companies usually know one codebase in depth and are used to long-term ownership. Which profile suits you depends on the team you are building.<\/p>\n\n\n\n

QA engineers<\/strong><\/h3>\n\n\n\n

QA is one of the largest groups after developers, and it is changing. Companies are automating regression testing and moving basic checks into the development process, so there are fewer openings for manual testers. Demand for QA automation engineers<\/a>, who write and maintain test frameworks, has held up much better.<\/p>\n\n\n\n

Programming skills are gradually becoming a standard requirement for QA roles. Candidates with only manual testing experience now face much stiffer competition than they did a few years ago.<\/p>\n\n\n\n

DevOps, SRE and cloud engineers<\/strong><\/h3>\n\n\n\n

There are fewer DevOps engineers than developers or testers, and companies compete hard for them. Product companies and foreign R&D centres all need people to run CI\/CD pipelines, cloud infrastructure and monitoring. According to our 2026 benchmarks, a senior DevOps or cloud engineer earns $4,000\u20135,500 net per month, more than a senior backend developer.<\/p>\n\n\n\n

Good candidates usually know at least one major cloud platform, containers and infrastructure as code. They also tend to get offers quickly, so if your interview process takes a month, you will lose many of them along the way.<\/p>\n\n\n\n

Data, ML and AI specialists<\/strong><\/h3>\n\n\n\n

Data engineers and ML specialists are still a small group, but this is where demand is growing fastest. They are also at the top of the pay scale: lead-level specialists earn $6,000\u20138,000 or more net per month. As more companies put AI features into production, we expect both demand and salaries to keep rising.<\/p>\n\n\n\n

If your plans depend on AI, open these vacancies early. They take the longest to fill, and strong candidates often have several offers on the table.<\/p>\n\n\n\n

Business analysts, project and product managers<\/strong><\/h3>\n\n\n\n

This group has grown alongside the domestic market. Residents that build systems for Belarusian banks, retailers and government bodies need people who can gather requirements and turn them into tasks for developers. As a result, companies are hiring more business analysts<\/a>, as well as project managers, product owners and scrum masters who can manage delivery on their own.<\/p>\n\n\n\n

Designers and business functions<\/strong><\/h3>\n\n\n\n

There are relatively few UX\/UI designers in the Park, and good ones are in demand. HTP residents also employ recruiters, HR specialists, salespeople, marketers, accountants and lawyers. These roles are easy to overlook in hiring plans, but a growing company usually needs them sooner than expected.<\/p>\n\n\n\n

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Age and seniority<\/strong><\/h2>\n\n\n\n

The Park\u2019s workforce is young. Young people account for 44% of employees, and in 2025 residents hired about 30% of the country\u2019s graduates in core IT specialities, according to TAdviser<\/a>. Universities continue to supply the industry with a steady flow of new specialists.<\/p>\n\n\n\n

Senior staff are a different matter. AI tools now take on part of the routine coding and testing work that used to go to juniors, and employers increasingly want experienced people. The HTP\u2019s own 2025 handbook for university applicants notes growth in vacancies requiring seven or more years of experience.<\/p>\n\n\n\n

So the market has plenty of juniors, a reasonable number of middle-level specialists and a shortage of seniors. This affects more than hiring. A team with too few senior engineers moves more slowly: code reviews wait, architectural decisions get postponed, and the few experienced people spend much of their time mentoring. When planning headcount, look at the ratio of levels as well as the total number of hires.<\/p>\n\n\n\n

Types of employers in the Park<\/strong><\/h2>\n\n\n\n

Candidates\u2019 expectations depend a lot on where they work now. There are three main types of employer in the Park:<\/p>\n\n\n\n