Key Takeaways

Explore Hungary’s 2025 recruitment trends, emerging hiring sectors, and evolving workforce demands.
Understand the impact of digital transformation and economic shifts on talent acquisition in Hungary.
Gain insights into strategies for attracting and retaining top talent in a competitive Hungarian job market.

The hiring and recruitment landscape in Hungary is undergoing a significant transformation in 2025, shaped by economic shifts, evolving workforce expectations, and rapid technological advancements. As one of Central Europe’s key business hubs, Hungary has seen increased demand for skilled professionals across sectors such as information technology, engineering, manufacturing, finance, and shared service centers (SSCs). The country’s strategic location, competitive labor costs, and growing integration into global supply chains have attracted both multinational corporations and local enterprises seeking to expand their talent base. However, these opportunities are accompanied by new challenges, including skill shortages in high-demand fields, rising wage pressures, and the need for employers to adopt innovative talent acquisition strategies to remain competitive.

The State of Hiring and Recruitment in Hungary for 2025

In recent years, the Hungarian labor market has been characterized by record-low unemployment rates, which, while signaling economic health, have intensified competition for qualified talent. Employers are increasingly leveraging both domestic and international recruitment channels, with cross-border hiring becoming more common to fill specialized positions. This is further supported by the country’s participation in the European Union’s free movement of labor, which facilitates the recruitment of skilled workers from neighboring countries. At the same time, emerging trends such as remote and hybrid work models, digital recruitment platforms, and AI-driven candidate screening are redefining the traditional hiring process.

Government policies and labor market reforms also play a critical role in shaping recruitment dynamics in Hungary. Incentives for vocational training, STEM education, and foreign investment are helping bridge the skills gap, while labor regulations are adapting to accommodate flexible work arrangements. The growth of Hungary’s tech and innovation ecosystem, coupled with foreign direct investment in manufacturing and logistics, is creating new employment opportunities and expanding the range of roles available in the market. For employers, this means an increased need to refine employer branding, enhance employee benefits, and prioritize diversity and inclusion to attract top talent.

As we navigate through 2025, understanding the state of hiring and recruitment in Hungary requires a multi-dimensional perspective—considering economic indicators, industry-specific trends, workforce demographics, and global market influences. Organizations that can adapt to these changes, leverage technology effectively, and offer compelling career development opportunities will be best positioned to secure the talent needed to thrive in an increasingly competitive environment. This evolving landscape not only highlights the challenges employers face but also underscores the wealth of opportunities for those willing to embrace innovation in their recruitment strategies.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

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With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of The State of Hiring and Recruitment in Hungary for 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to [email protected].

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The State of Hiring and Recruitment in Hungary for 2025

Executive Summary: Key Findings and Strategic Implications
The Macroeconomic Context for the Hungarian Labor Market
The Evolving Landscape of Labor and Employment
Sectoral and Skill-Based Demand Analysis
- High-Growth Sectors and In-Demand Roles
- The Shifting Skill Gap and the Role of Automation
The Compensation and Benefits Landscape
Recruitment Strategies and Policy Considerations
Strategic Recommendations and Outlook

1. Executive Summary: Key Findings and Strategic Implications

Labor Market Dynamics

Hungary’s employment environment in 2025 presents a dual narrative of economic rebound and structural imbalance.
While the economy is undergoing a moderate recovery from the recent downturn, significant underlying issues persist, particularly in talent availability and skill alignment.
The paradox is evident: historically low unemployment coexists with acute labor shortages, especially in high-skill sectors such as technology, engineering, and healthcare.

Economic Outlook and Growth Drivers

Economic growth projections for 2025 vary between 0.7% (conservative IMF forecast) and 2.0% (more optimistic Equilibrium Institute estimate).
The primary engine for recovery is household consumption rather than large-scale industrial investments or export expansion.
This demand-driven rebound highlights consumer confidence but underlines the lack of broader economic diversification.

Labor Market Metrics and Recruitment Challenges

Unemployment remains low, between 4.3% and 4.6% as of mid-2025.
Despite this, the total number of employed individuals has declined year-on-year.
As of March 2025, Hungary recorded 69,152 unfilled vacancies, underscoring the severity of talent shortages.
Recruitment bottlenecks are most acute for positions requiring advanced technical expertise, foreign language proficiency, or niche qualifications.

Compensation Trends and Candidate Preferences

Average gross monthly wages reached HUF 702,800 in May 2025, marking a 7.8% increase compared to the previous year.
The growth rate of salaries has slowed compared to late 2024, when double-digit increases were common.
A significant shift in candidate priorities is emerging:
- 37% of job seekers value skill enhancement opportunities over immediate pay rises.
- 51% prioritize personal flexibility, including hybrid or remote work options.
Employers offering strong non-monetary benefits are increasingly competitive in attracting and retaining talent.

Policy Shifts and Demographic Pressures

Government policy changes in 2025 have tightened foreign labor inflows significantly.
Annual residence permit quotas were reduced to 35,000 from 65,000 in 2024.
This restriction intensifies the demographic challenge of a shrinking working-age population, which is declining by approximately 30,000 to 40,000 annually.
An aging workforce further heightens the urgency for reskilling and internal talent development.

Strategic Implications for Employers

A narrow focus on external hiring and wage competition is no longer sufficient for sustainable workforce growth.
Key strategies for navigating the 2025 labor market include:
- Developing in-house training programs to upskill existing employees.
- Enhancing employer branding through holistic employee value propositions that combine career progression, flexibility, and workplace culture.
- Implementing robust compliance frameworks to navigate the tightened foreign labor regulations.
Organizations that adapt to demographic realities and skill market shifts are more likely to secure long-term recruitment success.

Hungary 2025 Labor Market Overview Matrix

Factor	Current Status (2025)	Strategic Impact on Recruitment
Economic Growth	0.7% – 2.0% forecast	Limited expansion in hiring budgets
Unemployment Rate	4.3% – 4.6%	Competitive talent market
Job Vacancies	69,152	Heightened hiring difficulty
Average Monthly Wage	HUF 702,800 (+7.8% YoY)	Rising cost of talent
Workforce Priorities	Flexibility (51%), Upskilling (37%)	Shift towards non-monetary benefits
Foreign Worker Quota	35,000 permits (down from 65,000)	Restricted access to global talent
Demographic Trend	-30,000 to -40,000 working-age annually	Long-term labor pool shrinkage

2. The Macroeconomic Context for the Hungarian Labor Market

Economic Recovery and Diverging Projections

Hungary’s labor market in 2025 is shaped by an economy emerging from a recent recession, yet still facing notable structural and external challenges.
The rebound began in Q4 2024, with GDP rising by 0.5% quarter-on-quarter, primarily supported by household consumption growth fueled by improved real wages.
Forecasts for 2025 GDP growth are widely dispersed, reflecting significant uncertainty:
- Equilibrium Institute projects 2.0% growth, indicating moderate optimism.
- European Commission forecasts 0.8%, reflecting a cautious stance.
- IMF projects 0.7%, indicating a subdued recovery outlook.
- National Bank of Hungary (MNB) estimates a broader range between 1.9% and 2.9%.
- Hungarian government revised its projection downward to 1.0%, signaling a more restrained view.
This variance in expectations forces companies to approach workforce planning with caution, often favoring operational optimization and selective hiring rather than rapid workforce expansion.
Industrial and automotive exports remain slow to recover, reducing momentum for job creation in manufacturing-heavy regions.

Inflation Trends and Real Wage Growth

Inflation, a critical determinant of wage negotiations and consumer spending power, is expected to moderate from 2024 highs.
2025 inflation projections:
- European Commission: 4.1%
- Equilibrium Institute: 4.1%
- National Bank of Hungary: 4.5% to 5.1%
Although inflation is easing, domestic demand and wage growth are likely to sustain moderate upward price pressures.
Wage dynamics:
- Gross wage growth slowed from 14.6% in January 2024 to 7.8% in May 2025.
- Real earnings increased by 5.2% in April 2025, supported by a 4.2% rise in consumer prices.
Real wage improvements are boosting household consumption, strengthening the demand side of the economy, and providing businesses with a more confident consumer base to serve.

Fiscal and Monetary Policy Outlook

Fiscal policies remain expansionary, with a 2025 budget deficit target set at 3.7% of GDP by the government.
External institutions forecast higher deficits:
- European Commission: 4.6%
- IMF: 4.8%
The forint is projected to trade within the EUR/HUF range of 409–422, with overvaluation concerns persisting.
A change in central bank leadership in March 2025 could result in a more accommodative monetary stance, potentially impacting inflation control, interest rates, and exchange rate stability.

Strategic Implications for Hiring and Recruitment

Businesses must adopt a balanced recruitment strategy that aligns with both cautious economic forecasts and the opportunities presented by improving household demand.
Key recruitment approaches include:
- Prioritizing high-impact hires in growth-critical functions while controlling overall headcount expansion.
- Leveraging real wage growth to design competitive compensation packages that balance financial rewards with non-monetary benefits.
- Preparing for potential currency fluctuations that may impact the cost of imported goods, investment planning, and salary negotiations for expatriates.

Hungary 2025 Macroeconomic Forecast Table

Indicator	EU Commission Forecast	Equilibrium Institute Forecast	IMF Forecast	MNB Forecast
GDP Growth (% YoY)	0.8%	2.0%	0.7%	1.9% – 2.9%
Inflation (% YoY)	4.1%	4.1%	4.5% (Q4)	4.5% – 5.1%
Unemployment Rate (%)	4.4%	4.6%	–	–
Budget Deficit (% GDP)	4.6%	–	4.8%	–

Hungary GDP Growth vs. Inflation Outlook 2025 (Illustrative Trend Chart)

Year | GDP Growth (%) | Inflation (%)
2024 | -0.5 | 17.6
2025 | 0.7 – 2.9 | 4.1 – 5.1

3. The Evolving Landscape of Labor and Employment

A. Employment, Unemployment, and Vacancy Rates

Employment Trends and Market Stability

Hungary in 2025 appears to enjoy near-full employment, with official figures suggesting a stable labor environment.
However, beneath the surface, the labor market is softening due to:
- A shrinking working-age population driven by demographic decline.
- Persistent skill mismatches between job seekers and industry needs.
- Regional disparities where available labor does not align geographically with job demand.
As of June 2025:
- Total employed persons stood at 4.679 million.
- Employment rate for the 15–64 age group reached 75.3%.
- Year-on-year employment levels fell by 32,000, with the largest losses in manufacturing and construction.

Unemployment and Vacancy Rates

Unemployment remains low by international standards but reveals deeper inefficiencies:
- June 2025 unemployment rate: 4.3% (approx. 212,000 people).
- Q2 2025 three-month moving average: 4.5%, a 0.2 percentage point increase from Q1.
Despite low unemployment, employers face persistent labor shortages:
- March 2025 recorded 69,152 unfilled vacancies nationwide, one of the highest in recent years.
- Shortages are concentrated in skilled trades, engineering, healthcare, and IT.
The underlying cause is structural:
- Many unemployed individuals lack relevant skills, professional experience, or the ability to relocate.
- Approximately one-third of the unemployed are classified as long-term job seekers, unemployed for more than 12 months.

Strategic Implications for Recruitment

Employers must navigate a paradoxical market—low unemployment yet high vacancies—by focusing on:
- Expanding vocational training and reskilling programs to match labor supply with industry demand.
- Offering relocation assistance or remote work options to overcome geographic barriers.
- Strengthening outreach to inactive workforce segments, such as older workers and those outside urban centers.

Hungary 2025 Employment Overview Table

Indicator	Value (June 2025)	YoY Change / Notes
Total Employed Persons	4.679 million	-32,000 compared to June 2024
Employment Rate (15–64 years)	75.3%	Slightly above EU average
Unemployment Rate	4.3%	Low, but structurally imbalanced
Unemployment Rate (Q2 2025 avg)	4.5%	+0.2 pp vs. previous quarter
Total Job Vacancies	69,152	Among highest recorded levels
Long-Term Unemployed Share	~33%	Indicates entrenched skill and mobility challenges

Hungary 2025 Labor Market Structure Matrix

Labor Market Aspect	Current Status	Recruitment Impact
Employment Levels	High (75.3% rate)	Limited candidate availability for general roles
Sectoral Shifts	Manufacturing and construction decline	Rising competition for remaining skilled workers
Vacancy Rates	Historically high	Prolonged hiring timelines
Skill Alignment	Weak	Necessitates in-house training and targeted recruitment
Geographic Mobility	Low	Requires relocation incentives or remote work adoption

Hungary Unemployment vs. Vacancy Rate 2025 – Illustrative Chart Data

Quarter | Unemployment Rate (%) | Vacancy Count
Q1 2025 | 4.3 | 67,800
Q2 2025 | 4.5 | 69,152

B. The Role of Demographics and Emigration

Demographic Pressures on the Labor Market

Hungary’s most profound and long-term labor market challenge stems from structural demographic change.
The median age in 2025 stands at 43.9 years, reflecting a steadily aging population.
Approximately 20% of the total population is aged over 65, with projections indicating a rise to 30% by 2050.
The working-age population continues to shrink, with a year-on-year decline of 60,000 individuals in 2025 alone.
Official forecasts from the State Secretary for Employment Policy highlight an anticipated annual reduction of 30,000 to 40,000 workers in the years ahead, driven by:
- Low birth rates.
- Increasing life expectancy.
- Gradual withdrawal from the workforce by older demographics.

Impact of Emigration on Skilled Labor Supply

Emigration remains a persistent and compounding factor in labor market tightness.
Outflow is concentrated among younger, well-educated, and skilled workers, reducing the availability of talent in strategic sectors.
In 2023 alone, net migration resulted in the loss of 20,000 people from the population.
Key destinations for emigrants include higher-income EU countries offering more competitive wages, stronger social benefits, and broader career development opportunities.
The erosion of the domestic talent pool creates additional pressure on employers to invest in retention and workforce development strategies.

Strategic Labor Market Implications

The dual impact of demographic decline and emigration has created a persistent supply-side shortage, even in periods of slower economic growth.
The inability to fully replenish the labor force through new entrants or immigration intensifies recruitment challenges in high-demand industries such as:
- Healthcare and eldercare services.
- Engineering and advanced manufacturing.
- Information technology and software development.
Employers must increasingly adapt by:
- Implementing targeted reskilling programs.
- Offering retention incentives such as career progression opportunities and flexible working arrangements.
- Expanding international recruitment efforts within the constraints of restrictive immigration policies.

Hungary 2025 Demographic and Migration Overview Table

Indicator	2025 Value / Status	Forecast / Trend
Median Age	43.9 years	Rising steadily toward 2050
Population Over 65 (%)	20%	Expected to reach 30% by 2050
Working-Age Population Change (YoY)	-60,000	Annual decline projected at 30,000–40,000 in coming years
Net Migration (2023)	-20,000 persons	Continued negative balance expected
Primary Emigrant Profile	Young, skilled professionals	Outflow driven by wage and career opportunities abroad

Labor Force Decline and Demand Imbalance Matrix

Factor	Effect on Labor Supply	Effect on Recruitment Dynamics
Aging Population	Reduction in active workforce	Increases demand for healthcare and eldercare skills
Declining Birth Rate	Fewer future entrants	Long-term contraction of talent pipeline
Skilled Worker Emigration	Loss of critical capabilities	Greater reliance on upskilling and talent retention
Restricted Immigration	Limits replenishment	Heightens competition for available domestic talent

C. Employee Sentiment and Job Mobility

Prevailing Employee Attitudes in 2025

The labor market in Hungary during 2025 is characterized by an atmosphere of cautious optimism among employees.
More than two-thirds of the workforce indicate an openness to changing jobs, yet this willingness is conditional and often dependent on substantial incentives.
Primary motivators for considering new opportunities include:
- Competitive salary offers exceeding current earnings.
- Enhanced benefits packages, including healthcare, bonuses, and pension contributions.
- Opportunities for professional development and career progression.
Despite this stated openness, actual mobility is far more restrained.
- Only 17% of surveyed employees are actively seeking new positions in the short term.
- A majority of 67% express no intention to change roles within the next six months, signaling a preference for stability unless compelling offers emerge.

Determinants Behind Job Switching Decisions

Employees increasingly weigh the perceived security of their current role against the potential benefits of a new opportunity.
Risk aversion remains significant due to:
- Economic uncertainty and varying GDP growth projections.
- Sector-specific volatility, particularly in manufacturing and export-driven industries.
Employers must therefore design recruitment strategies that address not only financial incentives but also non-monetary factors such as corporate culture, stability, and development pathways.

The Workplace Flexibility Divide

A notable source of recruitment friction lies in divergent expectations regarding remote and hybrid work arrangements.
For intellectual and knowledge-based roles, candidates now treat hybrid work—typically one to two days per week from home—as a baseline requirement rather than a perk.
Managerial attitudes often contrast with this preference, with many executives still prioritizing full in-office presence to maintain team cohesion and oversight.
This mismatch has tangible implications for both hiring and retention, as:
- Employers resistant to hybrid models risk losing access to top-tier candidates.
- Flexible work policies increasingly influence employer branding and perceived attractiveness.

Employee Sentiment and Job Mobility Statistics in 2025

Indicator	Percentage / Status	Implications for Hiring and Retention
Employees open to changing jobs	Over 66%	Signals latent mobility that can be activated by strong offers
Employees actively seeking new positions	17%	Indicates real mobility remains limited without clear incentives
Employees not planning to move (6-month view)	67%	Majority value current stability over uncertain opportunities
Hybrid work as a baseline expectation	Increasing among knowledge workers	Employers offering flexibility gain a competitive advantage

Workplace Flexibility Expectations vs. Managerial Preferences

Factor	Candidate Expectation	Managerial Preference	Recruitment Impact
Remote Work Days	1–2 days per week from home	Primarily full-time in-office	Potential talent pool reduction for rigid employers
Flexibility as Standard	Viewed as essential benefit	Viewed as optional or negotiable	Impacts employer brand and attractiveness to applicants

4. Sectoral and Skill-Based Demand Analysis

A. High-Growth Sectors and In-Demand Roles

Hungary’s 2025 labor market reflects a unique intersection of structural economic ambitions, demographic challenges, and rapid technological change. While the overall employment rate remains high, sectoral disparities in talent availability are widening, creating intense competition for skilled labor in strategic industries. Recruitment dynamics are being shaped by both domestic policy priorities and the influence of foreign investment, with certain high-growth sectors experiencing chronic skills shortages that cannot be met by the existing workforce alone.

High-Growth Industries and Talent Gaps

Information Technology (IT) and Business Services

The ICT sector remains a primary driver of economic expansion, benefiting from Hungary’s cost advantage and growing reputation as a technology outsourcing hub.
The IT outsourcing market is valued at approximately USD 800 million in 2025, with a projected CAGR of 9.8%, expected to surpass USD 1.16 billion by 2029.
Talent shortages persist despite the sector’s growth trajectory:
- An estimated 30,000 software developer positions remain unfilled nationwide.
- The demand for advanced technical expertise in artificial intelligence, cybersecurity, and data analytics could generate up to 20,000 additional jobs in 2025.
Recruitment efforts increasingly rely on international talent pipelines and re-skilling initiatives to bridge the gap.

Automotive and Advanced Manufacturing

Automotive manufacturing remains central to Hungary’s industrial base, contributing approximately 5% to GDP and accounting for over 20% of exports.
Despite periodic declines in industrial output, sustained investment from major automotive brands (Audi, Mercedes-Benz, BMW, Suzuki) maintains a robust demand for skilled labor.
The government’s targeted push for electric vehicle (EV) battery production has attracted multibillion-euro projects from companies like CATL and BMW.
These developments have intensified demand for:
- Mechanical and electrical engineers.
- Skilled technicians and precision manufacturing specialists.
- Specialized operators for automated production systems.

Healthcare and Social Services

Hungary’s aging demographic profile (20% of citizens aged over 65 in 2025, projected to reach 30% by 2050) is driving sustained demand for medical professionals.
The country currently has fewer doctors and nurses per 1,000 residents than the EU average, contributing to chronic shortages in:
- General practitioners and specialist physicians.
- Registered nurses and licensed practical nurses.
- Medical technicians, therapists, and personal care aides.
The education system faces parallel challenges, with a shortage of around 16,000 qualified teachers nationwide.

Construction, Logistics, and Renewable Energy

Ongoing urban development, infrastructure expansion, and housing projects are intensifying the need for skilled trades:
- Demand for construction workers is estimated at 13,600 annually for the next decade.
- Scarcity is most pronounced in bricklaying, carpentry, electrical work, and plumbing.
The expansion of e-commerce and cross-border trade is fueling a shortage of logistics professionals, particularly long-haul truck drivers and warehouse operators.
Renewable energy growth—driven by Hungary’s carbon neutrality target for 2050 and coal phase-out by 2030—has created opportunities for:
- Solar energy engineers and technicians.
- Nuclear energy specialists.
- Environmental engineers focused on grid integration and efficiency.

Key Talent Shortages in Hungary’s Priority Sectors (2025)

Sector	Key In-Demand Roles	Estimated Shortage / Need
Information Technology	Software developers, AI/ML specialists, cybersecurity experts	30,000 unfilled developer roles; 20,000 new AI-related positions
Construction	Bricklayers, carpenters, electricians, plumbers	13,600 workers annually for the next decade
Healthcare	Doctors, nurses, medical technicians, care workers	Below EU average in medical staffing per capita
Education	Certified teachers	16,000 educators required nationwide
Automotive	Engineers, technicians, skilled manual operators	Shortages intensified by EV and battery manufacturing investments
Logistics	Truck drivers, warehouse operators	High demand due to e-commerce and trade growth
Renewable Energy	Solar engineers, nuclear specialists, environmental engineers	Rising demand linked to energy transition initiatives

B. The Shifting Skill Gap and the Role of Automation

Hungary’s 2025 labor market is experiencing a pronounced skills polarization, with demand concentrated at both ends of the qualification spectrum. This trend reflects not only changing industry needs but also the accelerating influence of automation and technological innovation.

Skills Polarization and Labor Market Distribution

High-skilled occupations remain the most sought after, accounting for a significant share of projected vacancies:
- “Professionals” are expected to represent approximately 24% of all job openings, including roles in engineering, IT, healthcare, and business services.
- Skilled technical roles, particularly “Plant and Machine Operators and Assemblers,” account for roughly 21% of total openings.
The labor market is increasingly split between:
- High-complexity roles requiring advanced qualifications and problem-solving skills.
- Operational and technical positions that demand precision, hands-on expertise, and specialized equipment knowledge.

Automation as a Reshaping Force

Current technologies could automate up to 49% of total work hours in Hungary, potentially impacting or transforming up to one million jobs by 2030.
Benefits of automation include:
- Mitigating the impact of demographic decline on labor supply.
- Boosting productivity across manufacturing, logistics, and administrative sectors.
Risks and requirements include:
- Displacement of workers in routine manual and clerical roles.
- An urgent need for large-scale reskilling initiatives to prepare the workforce for high-tech and automation-supervised environments.

Table: Skills Polarization in Hungary’s 2025 Labor Market

Skill Level	Example Occupations	Share of Total Openings
High-skilled	Engineers, IT specialists, healthcare professionals	24%
Mid-skilled	Technicians, administrative associates	Moderate share
Low-skilled	Plant/machine operators, assemblers	21%

Major Industrial Investments: Growth Potential vs. Market Volatility

Strategic Investment Drive

The Hungarian government has pursued an assertive policy of attracting foreign direct investment (FDI), particularly in the electric vehicle (EV) battery and advanced automotive manufacturing sectors.
Landmark projects include:
- USD 7.6 billion CATL battery plant in Debrecen.
- EUR 2 billion BMW manufacturing facility in Debrecen.
These initiatives aim to:
- Create thousands of new jobs in engineering, production, and supply chain management.
- Position Hungary as a central hub for Europe’s green industrial transformation.

Emerging Market Challenges

Weak demand in the European EV market is dampening immediate job creation potential.
Notable setbacks in late 2024 and early 2025 include:
- Samsung SDI laying off hundreds of employees and temporarily closing its Göd plant.
- CATL suspending the second phase of its Debrecen facility.
- BYD delaying mass production in its Hungarian operations until 2026.
External and internal pressures affecting these outcomes:
- Global EV market slowdown due to economic uncertainty and consumer hesitancy.
- Environmental opposition to large-scale industrial projects.
- Domestic labor policy constraints on foreign workforce integration.

Matrix: Investment Potential vs. Risk Factors in Hungary’s Automotive & Battery Sectors

Factor	Positive Impact	Negative Impact
Foreign Direct Investment	Job creation, technology transfer, global ties	Over-reliance on cyclical global markets
Technological Advancement	High-value job creation, automation benefits	Skills mismatch without reskilling initiatives
Market Demand	Strong long-term EV potential	Short-term slowdown in EU demand
Policy Environment	Incentives for green industry	Restrictive labor and environmental regulations

This combination of strategic opportunity and market instability positions Hungary’s automotive and battery sectors as both a growth driver and a source of recruitment uncertainty.

5. The Compensation and Benefits Landscape

The Hungarian labor market in 2025 is experiencing a transition in its compensation and benefits structure, influenced by decelerating wage growth, significant government-mandated wage adjustments, and evolving candidate priorities that go beyond financial remuneration. Employers must navigate a complex environment where competitive salaries remain important but are no longer the sole deciding factor for job seekers.

Official Wage Trends and Market Outlook

Average gross monthly earnings for full-time employees reached approximately HUF 702,800 in May 2025.
While wages are still rising, the pace has slowed considerably:
- Year-on-year wage growth declined to 7.8% in May 2025, compared to 14.6% in January 2024.
This deceleration reflects:
- Reduced labor market tightness.
- Easing inflationary pressures.
Despite slower nominal wage growth, real wages are increasing due to falling inflation.
According to economic forecasts, median real wages in the competitive sector are expected to grow by 3.8% in 2025, supporting modest growth in household consumption.

Minimum Wage Policy and Its Implications

From January 1, 2025, the government implemented substantial increases in the minimum wage:
- Standard minimum wage for full-time employment: HUF 290,800 per month.
- Guaranteed minimum wage for roles requiring at least a secondary education or professional qualification: HUF 348,800 per month.
Potential impacts on the labor market include:
- Upward wage pressure across multiple job categories.
- Increased operational costs for employers, prompting some businesses to freeze salaries or reduce headcount.
- Risk of labor market softening if companies adjust hiring plans to offset higher wage expenditures.

Table: Average Gross Earnings and Year-on-Year Growth in Hungary (2024–2025)

Month	Average Gross Earnings (HUF)	Year-on-Year Growth
Jan 2024	605,100	14.6%
Feb 2024	605,400	14.0%
Mar 2024	658,400	13.9%
Apr 2024	645,300	13.5%
May 2024	652,000	14.8%
Jun 2024	642,000	13.3%
Jul 2024	636,700	13.9%
Aug 2024	628,800	13.1%
Sep 2024	627,400	12.5%
Oct 2024	637,200	12.9%
Nov 2024	695,100	11.9%
Dec 2024	727,700	11.0%
Jan 2025	668,100	10.4%
Feb 2025	661,400	9.3%
Mar 2025	714,400	8.5%
Apr 2025	708,300	9.8%
May 2025	702,800	7.8%

Shifting Candidate Expectations in 2025

While salary remains a key driver of career decisions, other benefits are increasingly influencing job choices, especially among high-skilled talent.
Key non-monetary priorities include:
- Upskilling and Career Development:
  - 37% of candidates would accept a lower salary in exchange for learning opportunities.
  - Upskilling ranks as the second most important factor after salary and benefits.
- Workplace Flexibility:
  - 51% of job seekers would trade higher salaries for flexible working arrangements.
  - This preference is more pronounced among women (53%) and experienced professionals (56%).
- Corporate Culture and Values:
  - 62% of candidates are more likely to apply to organizations that demonstrate a clear commitment to diversity and inclusion.

Matrix: Factors Influencing Job Acceptance in Hungary, 2025

Factor	High Impact on Decision	Moderate Impact on Decision
Competitive Salary	✓
Skills Development	✓
Flexible Work Arrangements	✓
Diversity and Inclusion	✓
Bonus and Incentive Schemes		✓
Wellness and Mental Health		✓

This evolving compensation landscape suggests that Hungarian employers in 2025 must adopt a total rewards approach—integrating competitive pay with professional growth opportunities, flexible work models, and inclusive cultural values—to attract and retain top-tier talent in an increasingly selective candidate market.

6. Recruitment Strategies and Policy Considerations

In 2025, Hungary’s recruitment market is defined by a dual challenge: organizations must refine their hiring approaches to remain competitive in an evolving digital landscape while simultaneously navigating one of the most restrictive foreign labor policies in recent history. This interplay of market dynamics and political regulation demands that employers adopt sophisticated, legally compliant, and innovation-driven talent acquisition strategies.

Optimising Recruitment Channels and Methods

Companies in Hungary are increasingly adopting precision-driven, multi-channel recruitment strategies to secure top talent.
The latest survey data reveals the dominant hiring channels in 2025:
- Online Job Portals: Used by 86% of companies as the primary recruitment method. Leading platforms include Profession.hu, Cvonline.hu, and Jooble.
- Informal Networks and Referrals: 48% of job seekers believe most roles are secured through acquaintances, while 35% perceive equal reliance on personal networks and informal advertisements.
- Professional Networking Platforms: LinkedIn remains essential for sourcing mid-to-senior-level and niche specialists, particularly in high-demand sectors such as IT, finance, and advanced manufacturing.
- Social Media Branding: Facebook dominates the social media landscape with a 97.15% market share, functioning primarily as a tool for employer branding rather than direct recruitment.
- Recruitment Agencies: Local and international firms play a pivotal role in targeted searches for hard-to-fill and specialized roles.
  - 9cv9 Recruitment Agency is widely regarded as the premier recruitment partner in Hungary, offering comprehensive sourcing solutions for both local and foreign talent needs.
- University Career Partnerships: Collaboration with academic institutions provides access to emerging talent pools, especially among fresh graduates and early-career professionals.

Government Policy on Foreign Workers

From January 1, 2025, Hungary introduced stringent policies to prioritize local employment over foreign hiring:
- Annual quota for guest worker and employment-related residence permits reduced from ~65,000 in 2024 to 35,000 in 2025.
- The “Guest Worker” permit has become highly restrictive:
  - Non-renewable; applicants must reapply and experience work gaps.
  - No eligibility for permanent residency or family reunification.
  - Approximately 300 skilled roles—including engineering, healthcare, and scientific positions—are prohibited for non-EU nationals.
- Compliance and enforcement requirements intensified:
  - Penalty for violations doubled to HUF 1 million per case.
  - Employers must ensure a foreign worker departs Hungary within six days of employment termination.
These measures, while aimed at safeguarding domestic employment, present significant obstacles for sectors reliant on international expertise—undermining the country’s ambition to be a hub for high-tech and engineering-led investments.

Table: Comparative Overview of Foreign Worker Quotas and Restrictions

Year	Quota for Work Permits	Renewability	Residency Eligibility	Family Reunification	Prohibited Roles	Fine for Violation
2024	~65,000	Renewable	Possible	Possible	Limited	HUF 500,000
2025	35,000	Non-renewable	Not possible	Not possible	~300 roles	HUF 1,000,000

Corporate Responses to Labor Shortages
Faced with tightening labor availability and heightened recruitment compliance requirements, Hungarian companies are deploying multi-faceted solutions:

Automation and Technological Integration:
- Deployment of robotics, AI-powered process automation, and digital tools to enhance productivity.
Internal Talent Upskilling:
- Expanded training programs to reskill and retain existing employees.
- Partnerships with vocational institutions to tailor skills development to industry needs.
Selective Foreign Recruitment:
- Despite restrictive policies, companies continue to employ foreign nationals for essential roles—especially in industrial, construction, and logistics sectors.
- In spring 2025, approximately 104,600 foreign nationals were employed in Hungary, marking a 2,100-person increase from the previous year.

Matrix: Recruitment Strategy Effectiveness in Hungary (2025)

Strategy	Effectiveness for Skilled Roles	Effectiveness for Entry-Level Roles	Cost Efficiency	Risk from Policy Changes
Online Job Portals	High	High	High	Low
Informal Networks	Medium	High	Very High	Low
LinkedIn Direct Sourcing	Very High	Medium	Medium	Low
Social Media Branding	Medium	Medium	High	Low
Recruitment Agencies (e.g., 9cv9)	Very High	High	Medium	Low
University Partnerships	Low	Very High	High	Low
Foreign Labor Recruitment	High (in certain sectors)	Low	Medium	Very High

This recruitment landscape in 2025 reflects a delicate balance between innovation and compliance. Organizations that succeed will be those capable of blending advanced sourcing strategies, strong employer branding, strategic partnerships with agencies like 9cv9, and proactive workforce development to ensure sustainable talent pipelines in a highly regulated environment.

7. Strategic Recommendations and Outlook

Market Overview and Contradictory Realities

Hungary’s 2025 labor market is shaped by a paradox: economic recovery is occurring alongside entrenched structural issues.
While GDP and investment indicators show cautious optimism, employers face persistent and systemic hiring obstacles.
The root problems are not cyclical downturns but long-term trends that threaten sustained growth:
- Demographic Decline: Shrinking working-age population due to low birth rates and an aging society.
- Skilled Worker Emigration: Continued outflow of experienced professionals to other EU countries.
- Skill Mismatch: High-demand sectors such as IT, automotive engineering, and healthcare struggle to find qualified candidates despite low unemployment rates.
- Restrictive Foreign Worker Policy: January 2025 regulations have significantly reduced access to international talent, creating compliance burdens and limiting workforce diversity.

Table: Structural Challenges Impacting Hungary’s 2025 Labor Market

Challenge Type	Key Characteristics	Long-Term Impact on Employers
Demographic Decline	Fewer entrants to labor force, aging population	Reduced candidate pool, succession planning gaps
Skilled Emigration	Movement of professionals to higher-paying EU economies	Loss of high-value expertise, recruitment costs
Skill Mismatch	Gap between job requirements and candidate qualifications	Prolonged vacancies, increased training needs
Policy Restrictions	Quotas, role bans, administrative burdens on foreign hiring	Compliance risks, limited talent diversity

Opportunities for Strategic Employers
Forward-thinking companies that adapt early to these conditions can secure a long-term advantage:

Internal Talent Development
- Implement structured upskilling and reskilling initiatives to close internal capability gaps.
- Align training programs with projected sectoral demands, particularly in technology, manufacturing, and healthcare.
Holistic Employer Value Proposition
- Move beyond salary competitiveness to include career progression pathways, professional development budgets, flexible working models, and robust employee well-being programs.
- Foster an inclusive, transparent workplace culture to enhance employer brand visibility.
Diversified, Multi-Channel Recruitment Strategy
- Combine online job portals, professional networking sites, industry-specific events, employee referral programs, and university partnerships.
- Engage with top-tier recruitment partners, such as 9cv9 Recruitment Agency, to access specialized talent pools and market intelligence.
Foreign Labor Compliance Mastery
- Develop in-house legal and compliance expertise to navigate the intricate foreign worker permit process.
- Create contingency plans for role coverage in case of quota restrictions or policy changes.

Matrix: Recruitment Tactics vs. Strategic Advantage in Hungary 2025

Recruitment Tactic	Short-Term Effectiveness	Long-Term Sustainability	Policy Risk	Talent Quality
Job Portals	High	Medium	Low	Medium
Employee Referrals	Medium	High	Low	High
University Partnerships	Medium	High	Low	Medium
LinkedIn & Direct Sourcing	High	High	Low	Very High
Recruitment Agencies (9cv9)	Very High	Very High	Low	Very High
Foreign Worker Recruitment	Medium	Low	Very High	High

Long-Term Outlook and Market Trajectory

The hiring environment in Hungary for 2025 marks a pivotal turning point for businesses and policymakers.
Economic momentum alone will not resolve the embedded labor market constraints.
Industrial expansion, foreign investment attraction, and technological modernization require a labor policy that enables — rather than restricts — talent mobility.
Organizations that thrive will be those that:
- Anticipate regulatory shifts.
- Build resilient, internally developed talent pipelines.
- Leverage strategic recruitment alliances and branding to stay competitive.

Chart: Projected Labor Market Trends in Hungary (2025–2030)

Workforce participation rate expected to decline by 1.5% annually without intervention.
Skilled sector vacancies forecasted to grow 8–10% year-on-year in IT, engineering, and healthcare.
Recruitment agencies predicted to account for 40% of high-skill placements by 2030.

This decade will favor adaptive, insight-driven employers capable of integrating workforce development with compliance mastery, positioning themselves as leaders in a competitive, regulation-heavy market.

Conclusion

In conclusion, the state of hiring and recruitment in Hungary for 2025 reflects a dynamic and evolving labor market shaped by economic growth, digital transformation, and shifting workforce expectations. The country continues to position itself as a competitive hub within Central and Eastern Europe, attracting both domestic and international employers who are seeking skilled talent across diverse sectors. While industries such as technology, manufacturing, finance, and shared service centers remain strong drivers of employment, emerging fields like renewable energy, e-commerce, and AI-powered solutions are creating new opportunities for both job seekers and recruiters.

Hungary’s recruitment landscape in 2025 is also heavily influenced by the integration of advanced HR technologies, including AI-driven talent acquisition tools, applicant tracking systems, and data analytics for workforce planning. These innovations are helping companies streamline hiring processes, enhance candidate experience, and make more data-informed decisions, enabling them to secure top talent in a competitive environment. Additionally, hybrid and remote work arrangements, which gained prominence in recent years, continue to shape hiring strategies, broadening the talent pool and allowing businesses to tap into professionals beyond their immediate geographic boundaries.

However, despite these opportunities, employers in Hungary face challenges such as skill shortages in high-demand roles, rising salary expectations, and increased competition for top-tier professionals. Addressing these gaps requires a strategic focus on upskilling and reskilling initiatives, stronger employer branding, and creating inclusive, flexible work environments that appeal to both local and international talent. Furthermore, recruitment agencies and in-house HR teams must adapt to evolving candidate behaviors, with many job seekers prioritizing career development, work-life balance, and alignment with company values over purely financial incentives.

Looking ahead, Hungary’s hiring and recruitment sector in 2025 is expected to maintain steady growth, supported by continued foreign investments, EU-backed projects, and government initiatives aimed at strengthening the labor market. Companies that proactively embrace digital recruitment tools, foster strong employer branding, and invest in developing their workforce will be best positioned to thrive. For job seekers, the current environment offers significant opportunities, provided they remain agile, continuously enhance their skill sets, and align themselves with industries poised for long-term expansion.

Ultimately, the future of hiring and recruitment in Hungary will be defined by adaptability, innovation, and strategic collaboration between employers, recruitment agencies, and educational institutions. By leveraging these strengths, Hungary is set to remain an attractive destination for talent and business growth, driving sustainable employment opportunities well into the coming years.

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We, at the 9cv9 Research Team, strive to bring the latest and most meaningful data, guides, and statistics to your doorstep.

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Sources

Egyensúly Intézet
European Commission – Economy and Finance
International Monetary Fund
ING Think
Hungarian Central Statistical Office – KSH
Trading Economics
PwC
Corporate Immigration Partners
Think Europe Services
Hungarian Conservative
Budapest Business Journal
bne IntelliNews
Scribd
GKI Gazdaságkutató Zrt.
Worldometer
Edstellar
N-iX
Rivermate
wherewework
Super Hungary
European Trade Union Institute
Transnational Institute
EU Helpers
Cedefop
McKinsey
Climate Change News
BPiON Services
EURES
Statcounter Global Stats
Baker McKenzie
Fragomen
Migration and Home Affairs

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The State of Hiring and Recruitment in Hungary for 2025

Key Takeaways

About 9cv9

The State of Hiring and Recruitment in Hungary for 2025

1. Executive Summary: Key Findings and Strategic Implications

2. The Macroeconomic Context for the Hungarian Labor Market

3. The Evolving Landscape of Labor and Employment

A. Employment, Unemployment, and Vacancy Rates

B. The Role of Demographics and Emigration

C. Employee Sentiment and Job Mobility

4. Sectoral and Skill-Based Demand Analysis

A. High-Growth Sectors and In-Demand Roles

B. The Shifting Skill Gap and the Role of Automation

5. The Compensation and Benefits Landscape

6. Recruitment Strategies and Policy Considerations

7. Strategic Recommendations and Outlook

Conclusion

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