Quick take — why read this
DefTech is a segment that combines IT and the defense industry. Salaries in it affect not only the labor market but also the operational readiness of projects that serve national security. New data from DOU (73 responses, December 2025) show where personnel risks arise and what practical steps can reduce their impact.
What the numbers say
The average developer salary in DefTech is $2850 per month, which is $480 less than the average across the IT market. The data are based on 73 responses in DOU’s December 2025 salary survey. After fluctuations during the year, averages returned to late-2024 levels.
The specialization breakdown in DefTech: Embedded — 28%, Back-end and Full Stack — 19% each. Average salaries by specialization:
- Back-end — $3550 (almost in line with the IT market average);
- Full Stack — $2400;
- Embedded — $2250 (a difference with the IT market of about $1250).
By experience level: Senior in DefTech earn on average $3800 (about $700 less than peers across the IT market), Middle — roughly $450 less, while Junior in DefTech earn around $1100 versus $830 on the market — partly due to a higher share of Embedded and Back-end among entry-level roles.
“The DOU survey shows: a shortage of specialists in narrow embedded fields and the nature of contract work in defense shape lower average salaries and a different workforce structure compared with the market as a whole.”
— DOU representative, research analyst
Subjective balance: how the developers themselves feel
68% of DefTech employees indicated their salary is below the market level, 25% consider pay commensurate with their qualifications, and 7% — higher than the average. The typical age of a specialist is 28. Most work in Kyiv and in product companies. By mobilization status among men: 55% have reserved status, 28% have a deferment. By work format: 30% — fully in-office, 44% — hybrid, 27% — remote.
“If we don't take into account the structural characteristics of DefTech — narrow stacks, limited remote work options, and government procurement cycles — we risk losing critical personnel or prolonging the training of new specialists.”
— Oleksandr Kravchenko, recruiter at a specialized DefTech company
Why salaries are lower and what follows
The reasons for the lower average salary in DefTech are rational: budget cycles and government contracts, a high share of embedded development (which historically has lower average rates compared to cloud and product IT), as well as restrictions on remote work and strict security requirements. At the same time, the staff composition (more juniors in specific areas) pulls the average down, although pay for junior positions is sometimes higher than on the market.
Consequences: risk of experienced Senior specialists leaving for private product companies or foreign projects; slowdown in delivery of critical defense developments; need for additional investment in training and certification.
What can be done — practical steps
The solutions are clear and pragmatic: combine competitive compensation for key roles with internal training programs, strengthen partnerships with universities, attract international grants and investment in R&D. These are not instant fixes but systemic steps that preserve competence in a sector critical to security.
DOU's data provide a clear beacon: shortage and pay imbalance are not only an HR problem. They are a matter of operational capability. While investors and government contractors make decisions, DefTech's personnel policy will determine how quickly and how well technical solutions for the front will appear.
Now it's up to companies and partners: can they turn declarations into targeted investments in people?
