Briefly
According to a DOU survey, the median salary of Ukrainian QA specialists in December 2025 was $2250 — $50 higher than in the previous study in summer. The increase is noticeable among Junior (+$87) and QA Tech Lead (+$28), while the Middle and Senior levels remained unchanged.
"The median salary of Ukrainian QA specialists in December 2025 rose to $2250, which is $50 more than in the previous summer survey"
— DOU (survey, December 2025)
Where they pay more — geography and company types
There was a change in the top five cities by salary: Uzhhorod entered the top with $2555, pushing out Odesa. Other cities: Lviv — $2405, Kyiv — $2400, Zhytomyr — $2350, Chernivtsi — $2230. Salaries are highest in product and outstaffing companies; lowest in IT departments of companies for which IT is not the core business.
Which skills convert into income
Language proficiency and tech stack affect pay differently depending on level.
Among Lead specialists with Advanced English the median salary reaches $4750. Technology stacks that bring the highest offers are C#/.NET, TypeScript, Java (starting from $3000 for those working with these languages). For Junior specialists, English level does not significantly affect compensation.
Labor market: more experience and competition for skills
The market has matured: about half of respondents have over 5 years of experience, and the share of Senior-level and above specialists is 44%. This means tighter competition for top positions and growing demand for professionals capable of working on complex products.
"The rise in the median is a signal not only of salary adjustments but of growing demand for specialists with specific technical skills and experience"
— DOU's analytics service
Employer brands and social proof
DOU also published the 2025 ranking of desirable employers: the top 10 included companies most trusted by IT professionals, notably mono and N-iX. This confirms that salary trends go hand in hand with employer reputation — product stability, culture and growth opportunities influence candidates' preferences.
Conclusion
DOU's figures are not just statistics but a labor market indicator: the slight rise in the median and increases for Junior and Tech Lead roles point to demand for people who can quickly close tasks and take on responsibility. For companies, this is a signal: if you want to retain talent, invest not only in salaries but also in career paths and training. For candidates — focus on stacks and skills that actually convert into income.
Now it's the employers' move: will companies turn these market signals into long-term offers and employee development programs?
