Cloud computing has become a significant boon for businesses, but finding and hiring excellent cloud administrators has not been easy, given the rapid surge in demand. Cloud computing is essentially just swapping from racking servers in your building to spinning them up online.
That simple switch has turned into big money. In the last quarter of 2023, companies spent US $78 billion on cloud infrastructure, 19% more than the previous year. Two-thirds of that cash landed with three firms: AWS, Microsoft Azure, and Google Cloud. However, it’s Microsoft that’s closing the gap the quickest. Microsoft Azure now holds approximately 26% of the global market, and its cloud products generate more than half of Microsoft’s total revenue.
Why Businesses Are Choosing Microsoft Azure?
When asking these questions on Reddit and other online forums, you’ll hear the same refrain:
“The entire Microsoft ecosystem is where benefits come from here, not just the basics. And often folks forget the importance here. The amount of data governance and control you get over Microsoft 365 is bar none the best in the industry, even with its problems.”
This benefit often makes Microsoft Azure the least-painful migration path when you’re running Windows, .NET, or Exchange. Compliance helps, too, with banks and telecom businesses rating Microsoft’s privacy standards as among the best on the market.
The Numbers On The Ground
Open Pracuj.pl any weekday and you’ll see a wall of cloud jobs. The site typically has around 1,000+ vacancies mentioning “cloud,” with 80 %+ of them name-checking Azure specifically. Glassdoor and LinkedIn show a similar story, with thousands of roles demanding cloud know-how and experience.
Yet the supply pipe is thin. One IT Global HR Trends report found 37.6% of Polish companies struggle to hire specialists in areas such as cloud computing. Another study for AWS and the European Commission showed that one in four firms says a lack of digital skills blocks AI or cloud expansion. The jobs are real, but the blockage appears to be training skills, as an EU-wide skills survey found 70% of companies see inadequate digital skills as a barrier to investment.
Put simply, there are not enough certified engineers to keep up with the projects landing in inboxes.
Complications With Digital Training Programs
Back in 2020, the tech site Twilit interviewed a Google Cloud instructor who noted that Polish interest once centred only on Azure and AWS, but shot up for Google only after the company announced its expansion of a cloud research and development center in Warsaw.
The interview still rings true today: demand rockets each time a provider invests locally, and training providers scramble to add seats. The problem, as outlined in a recent AWS study, is that only 26% of Polish businesses are implementing digital training programmes for their company-wide workforce.
Most learning remains ad hoc—YouTube playlists, weekend Udemy binges, or employer-funded boot camps when budgets allow. This simply isn’t adequate for the real expertise that’s required.
A Recruiter’s Eye View – Verita HR
At Verita HR several members of the recruitment team are specialized in identifying and engaging with cloud engineers. One of the key members of our team is Michalina Krywult, HR Projects Coordinator, who has been successfully sourcing IT specialists for four years.
Michalina points out that: “The cloud engineering community in Poland is well-connected – many professionals know each other and are eager to share their experiences. The most sought-after skills continue to revolve around the Azure platform, although employers are increasingly looking for knowledge of AWS or Google Cloud as well.
“From a labour market perspective, the demand for Azure-certified engineers is steadily growing – both among international corporations and Polish tech companies. Clients expect not only theoretical knowledge, but above all, hands-on experience in cloud migrations, DevOps environments, and security.”
We advise candidates to: “Keep their skills up to date, get involved in projects using cloud-native solutions, and build a portfolio that highlights real, measurable impact.”
“Advanced Azure skills have become a key driver of career growth and market competitiveness. Right now, Microsoft is doing the most to support the development of local talent in Poland.”
Let us add that at Verita HR, we work closely with employers to match specialists with real business needs – because technology only brings value when it solves concrete challenges.
What Does This Mean For Employers?
Based on a recruitment and business perspective, here are some tips:
- Cover the cost of training: It’s more cost-effective to invest in an entry-level Microsoft Azure test (AZ-900) or the standard admin test (AZ-104) than to let any role sit empty for six months.
- Pitch the work, not just the salary: Tech talent will be more interested if you have genuinely fascinating work for them, like building new tools, automating routine jobs, maybe trying out the latest AI features.
- Look outside Warsaw: Cities like Poznań, Łódź, and Tricity are all beginning to produce great candidates. Offer remote or hybrid options to cast an even wider net and make your talent pool even bigger.
- Start with contract-to-hire: Many senior engineers prefer B2B contracts for tax reasons. Bringing them on as contractors first lets them hit the ground running on a project and saves the commitments for later.
What Does This Mean for Engineers?
- Certs still move the needle: The AZ-104 (administrator) or AZ-305 (architect) remains pretty important to hiring managers.
- FinOps is the sleeper hit: It’s probably no surprise that companies tend to like engineers who save them money on Azure bills—think tagging, budgeting, and rightsizing VMs.
- Security pays: Cyber breaches have been more and more in the news, meaning higher paychecks for engineers who grasp Azure AD, Key Vault, and zero-trust patterns.
- English is a big plus: Many Nordic and German firms have been sourcing talent from Poland, and for them, clear English is a way to rise above equally skilled peers.
Where Verita HR Can Help
Whether you’re scaling a data platform in Łódź or pivoting your Kraków FinTech into microservices, Verita HR has built a talent pool across the nation with some of the best graduates and recruits available.
Are you looking for a certified Microsoft Azure engineer on a tight deadline? Or your next DevOps contract? Talk to one of our expert Verita HR recruiters here today.
Verita HR offers services including RPO | Permanent Recruitment | Outsourcing | Media Services
Author: Mark Ollterton
See Also:
How to Develop a Recruitment Marketing Strategy – Verita HR
What are the Recruitment Trends you need to watch in 2025? – Verita HR
