How to Hire Developers in Ukraine During Wartime: What Employers Need to Know

Vadym Lobariev, Founder of MindHunt — 20+ years placing IT specialists in Ukraine and Europe.

Quick Summary

Hiring developers in Ukraine during wartime is both possible and practical. Most Ukrainian IT specialists continue to work effectively — they’ve adapted to the new reality, equipped their home offices with backup power, and maintain a high level of engagement. The two main employer concerns — mobilisation risk and technical reliability — have concrete answers and practical solutions.

When international companies ask me about hiring in Ukraine after 24 February 2022, I hear the expected hesitation: “Isn’t that too risky?” But the reality is far more nuanced — and honestly, far more positive — than it appears from a distance.

Over these years I’ve seen hundreds of hires, had conversations with clients from Europe, Israel, and the United States. One thing I can say with confidence: Ukrainian developers are among the most resilient and motivated professionals you’ll find on the market.

How the IT Market Changed After February 2022

To understand the current situation, it helps to know what actually happened to the market. The changes were significant — in both directions.

What changed on the candidate side

• Some specialists left — primarily to Poland, Germany, Czech Republic, Portugal. Some have already returned, realising that Ukraine’s job market is recovering and salaries are competitive even compared to local European markets
• Some were mobilised — this is a reality worth acknowledging honestly. But it doesn’t mean the talent pool has been depleted
• Most relocated to western Ukraine — Lviv, Uzhhorod, Ivano-Frankivsk, Vinnytsia became IT hubs. People are working, living, and not stopping
• Remote work became the norm — as in the COVID era, developers adapted and prefer working from home. For international employers, this actually simplifies the hiring process

What changed on the market side

Paradoxically, for employers, the market became more favourable than in 2021. Back then, candidates set the terms: more vacancies than specialists, constant offer bidding wars. Today is different:

• The number of vacancies contracted — particularly in outsourcing and outstaffing, where there were mass layoffs
• AI’s impact on the developer profession added pressure to the market: some companies are already optimising team sizes
• Even experienced Senior developers sometimes search for work for over 6 months — which would have been unthinkable in 2021
• Salary expectations became more realistic. Where a candidate previously held firm on their number, there’s now genuine dialogue

For employers this means: you have access to quality specialists at fair rates, without the offer auction dynamics of 2021.

Question #1: Mobilisation Risk

This is the first thing every international client asks. And it’s a fair question that deserves a straight answer.

The risk exists — and pretending otherwise would be dishonest. But there’s important context:

Age and category — a significant portion of IT specialists fall outside the conscription profile, have deferral status due to critical infrastructure roles or health grounds, or are already in reserved positions.

Relocation to Europe — a portion of the developers we place for clients are already physically based in Poland, Czech Republic, Portugal, or the Netherlands. The mobilisation risk for them is zero.

Transparent screening — we discuss this factor openly during recruitment and give clients a full picture on each candidate.

Clients for whom mobilisation risk is a priority concern often choose a hybrid approach: hiring 70% of the team in Ukraine (lower cost, high quality) and 20–30% from Ukrainian developers based in Poland or Czech Republic. This balances price and operational resilience.

From experience: companies that committed to hiring in Ukraine and approached it thoughtfully are, in the overwhelming majority, satisfied with the outcome. I haven’t had a single client who regretted the decision — only those who regretted taking too long to make it.

Question #2: Productivity and Psychological State

This is a sensitive topic, but an important one. I’ve seen cases where a hired developer started performing below expectations after some time. In several such situations, the deeper reason was psychological: family had moved abroad, the person was alone, constant anxiety, separation. That’s not weakness — it’s a human response to abnormal circumstances.

But I want to be precise about proportion: these cases are the minority.

Most Ukrainians have adapted to the new conditions — and that’s a genuine testament to resilience. I’ve met developers writing code during air alerts, managers running standups from bomb shelters, and teams delivering sprints on time despite power outages.

What you as an employer can do:

• Introduce regular one-on-ones — not just about tasks, but about wellbeing
• Provide flexible scheduling on high-tension days (mass strikes, etc.)
• Offer access to psychological support — this is standard practice in many international companies with Ukrainian teams
• Be mindful of time zones and avoid scheduling calls during early morning hours when alerts are most frequent

Question #3: Power and Internet Reliability

At the peak of outages in 2022–2023, this was a real operational concern. Clients reasonably asked: “Does the candidate have backup power?”

The good news: most experienced developers resolved this long ago.

• EcoFlow, Jackery, or similar power stations — now standard home office equipment for Ukrainian developers
• 4G/5G routers with backup SIM — for autonomous connectivity when fixed internet goes down
• Corporate generators — in offices and co-working spaces

We include a check on technical readiness for uninterrupted work in our standard screening. Clients receive this information before the first interview.

Practical Checklist: What to Verify Before Hiring

Ukraine vs. Diaspora: Which to Choose?

FAQ

Can you legally engage a Ukrainian developer without opening a local entity?
Yes. The most common options: direct contract with a sole proprietor (ФОП), Employer of Record (EOR) through platforms like Deel or Remote.com, or a contract through an intermediary. We advise clients on the best model for their situation during onboarding. Get in touch to discuss your specific case.

What if a candidate gets mobilised after being hired?
This is a rare but real scenario. Companies typically hold the position during service (which is both legally correct and a strong signal to the rest of the team). In parallel, they find a temporary replacement or redistribute tasks. MindHunt provides a replacement guarantee — if something like this happens within the guarantee period, we help find a solution.

How much have Ukrainian developer salaries declined since 2022?
Compared to the 2021 peak, Middle and Senior salaries adjusted by approximately 10–20% in USD terms. But they remain 40–60% lower than comparable roles in Western Europe — making Ukraine one of the best value markets for quality technical talent right now.

Should I hire a developer who’s actively searching right now?
With caution. If a Senior developer has been searching for 6+ months, that warrants additional questions. There may be reasons not immediately visible. We always check why someone is looking and recommend paying attention to this. A passive candidate found through outreach is generally a more reliable choice.

If you’re considering hiring in Ukraine and want a straight assessment of what’s realistic for your role — let’s talk.