Q1 2025 Hiring Surge: 205 New Jobs in 4 Weeks - New Year Headcount Data
January headcount surge confirmed: 4,565 to 4,770 jobs (+205 in 4 weeks). Coaching clients landing Meta, Google interviews. Q1 hypothesis validated with real data.
I think we're getting there!
Four weeks in a row of increased job postings.
- Jan 3rd: 4,565 jobs
- This week: 4,770 jobs
That's a 205-job increase (+4.5%) in just four weeks, and it shows that the hypothesis of headcounts being bigger in Q1 is proving reasonable.
The Data: Q1 Headcount Is Real
Weekly Job Posting Trends (January 2025)
| Week | Total Jobs | Change | % Change | Key Observation |
|---|---|---|---|---|
| Week 1 (Jan 3) | 4,565 | Baseline | - | Post-holiday low |
| Week 2 (Jan 10) | 4,628 | +63 | +1.4% | Initial recovery |
| Week 3 (Jan 17) | 4,697 | +69 | +1.5% | Momentum building |
| Week 4 (Jan 24) | 4,770 | +73 | +1.6% | Confirmed trend |
This is quite a big improvement and validates what we've been saying: companies open new headcount in Q1.
What This Means for Job Seekers
The window is now:
- Companies have fresh budget allocated
- Teams are understaffed and eager to fill roles
- Performance reviews just finished, creating openings
- Hiring targets are aggressive for Q1
If you've been preparing, this is your moment to apply aggressively.
See our complete guide: Christmas hiring trends and strategic timing for 2025
Many People in My Coaching Program Are Now Getting Interviews and Offers
The timing couldn't be better for those who prepared. Here's what's happening:
Success Story 1: Six-Figure Fully Remote Job Landed 🎉
Background:
- Mid-level engineer (4 years experience)
- Based in Central Europe
- Target: €100k+ fully remote role
Strategy we used:
- Optimized CV for remote-first companies
- Targeted 25 companies with strong remote culture
- Leveraged LinkedIn for referrals
- Prepared for remote-specific interview questions
Timeline:
- Week 1-2: CV optimization, company research
- Week 3-4: Applications sent (December)
- Week 5-6: Interviews scheduled (January surge)
- Week 7: Offer received - €120k fully remote
Key factors in success:
- Applied during late December (low competition)
- Had referrals at 3 target companies
- January hiring surge meant faster response times
- Strong system design performance
Find fully remote opportunities →
Success Story 2: Interviews with Meta and Google (Western Europe's Offices) Scheduled 📅
Background:
- Senior engineer (6 years experience)
- Currently in mid-tier European company (€75k)
- Target: Big tech, Western Europe offices
Strategy we used:
- 3-month LeetCode preparation (October-December)
- System design deep-dive (Grokking the System Design Interview)
- Networking with employees at target companies
- Referrals obtained for both Meta and Google
Results:
| Company | Office | Role Level | Status | Expected Comp |
|---|---|---|---|---|
| Meta | London | E5 | Phone screen scheduled | £150-180k |
| Zurich | L5 | Recruiter call completed | CHF 230-270k |
Timeline:
- October-December: Intensive preparation
- Late December: Referrals submitted
- January Week 2: Meta recruiter reached out
- January Week 3: Google phone screen scheduled
What made the difference:
- Preparation started 3 months before application
- Referrals from current employees
- Applied right as Q1 headcount opened
- Strong fundamentals (solid system design)
Check out: Breaking into big tech in Europe
Success Story 3: Interview with Google Poland Scheduled 🇵🇱
Background:
- Junior engineer (1.5 years experience)
- Local Eastern European company (€35k)
- Target: Google Poland office
Strategy we used:
- Focused LeetCode preparation (200 problems over 4 months)
- Highlighted relevant projects on CV
- Researched Google Poland specifically (what teams, what projects)
- Applied via referral from university alumnus
Result:
- Phone screen scheduled for early February
- Target role: L3 Software Engineer
- Expected compensation: PLN 280-340k (~€60-73k)
Why this is significant:
- Google Poland offers:
- 12% tax environment (massive vs Western Europe)
- Low cost of living (PLN 8-10k/month comfortable)
- Excellent work-life balance
- Big tech brand on CV
- Future mobility within Google
Savings potential if offer comes through:
| Location | Salary | After Tax | Living Costs | Annual Savings | Savings Rate |
|---|---|---|---|---|---|
| Current (Local) | €35k | €30.5k | €18k | €12.5k | 36% |
| Google Poland (Low End) | €60k | €52.8k | €20k | €32.8k | 55% |
| Google Poland (High End) | €73k | €64.2k | €22k | €42.2k | 58% |
3-4x increase in annual savings - life-changing opportunity.
Read more: Poland: Europe's top place for software engineers in 2024
Why Q1 Is Prime Time (Validated by Data)
The Annual Hiring Cycle
| Quarter | Typical Activity | Your Strategy | Data Support |
|---|---|---|---|
| Q1 (Jan-Mar) | PEAK hiring - new headcount opens | APPLY AGGRESSIVELY | ✅ +205 jobs in 4 weeks |
| Q2 (Apr-Jun) | Moderate activity | Continue applying | Historical data shows slowdown |
| Q3 (Jul-Sep) | Slowdown (summer) | Target always-hiring companies | Lowest activity historically |
| Q4 (Oct-Dec) | Secondary surge (Q4 push) | Prepare for Q1 | Ramp-up phase |
What Companies Are Doing Right Now
Budget allocation (January):
- FY2025 budgets just finalized
- Headcount approved by finance
- Hiring managers can now post roles
- Recruiters incentivized to fill quickly
Team needs (January-February):
- Projects kicked off needing engineers
- Previous year's attrition creating gaps
- Expansion plans requiring new hires
- Promotions creating backfill needs
Urgency (Q1):
- Need to hit Q1 hiring targets
- Budget expires if not used
- Competition for talent is fierce
- Want engineers onboarded before Q2
Coaching Program Success Factors
These aren't lucky outliers. Here's what's actually working:
Factor 1: Timing
Preparation started 3-5 months ago (October-December):
- LeetCode preparation
- CV optimization
- LinkedIn networking
- Company research
Applications sent during strategic windows:
- Late December (low competition)
- Early January (headcount opening)
- Referrals submitted before surge
Factor 2: Targeted Approach
Not spray-and-pray:
- 15-30 target companies (not 200+)
- Deep research on each
- Customized applications
- Referrals obtained for top choices
Factor 3: Preparation Quality
Technical fundamentals:
- 150-300 LeetCode problems (focused, not rushed)
- System design understanding (not just memorization)
- Behavioral preparation (STAR method stories)
- Mock interviews (peer practice)
Factor 4: Strategic Positioning
Location optimization:
| Strategy | Example | Benefit |
|---|---|---|
| Target lower-competition markets | Poland, Dublin vs London, Zurich | 2-3x less competition |
| Remote-first companies | GitLab, Automattic | Location flexibility |
| Geographic arbitrage | Live in LCOL, work for HCOL company | 50-60% savings rates |
Factor 5: Network Leverage
Referrals dramatically improve odds:
| Application Type | Success Rate | Time to Response |
|---|---|---|
| Cold apply | 1-3% | 2-4 weeks (or never) |
| Recruiter reach-out | 8-12% | 1-2 weeks |
| Employee referral | 15-30% | 3-7 days |
How coaching helps:
- Framework for networking
- Templates for outreach
- Accountability for consistency
- Access to existing network
What You Should Do This Week
If You've Been Preparing
APPLY AGGRESSIVELY NOW:
Week 1-2 (Now):
- Apply to Tier 1 companies (10-15 companies with referrals)
- Apply to Tier 2 companies (15-20 companies with strong fit)
- Apply to Tier 3 companies (10-15 backup options)
- Target: 35-50 applications in 2 weeks
Expected results:
- 5-12 phone screens
- 3-7 technical interviews
- 1-3 offers (if well-prepared)
If You Haven't Prepared
Don't panic, but do act quickly:
Immediate actions (This week):
- Update CV with quantifiable achievements
- Optimize LinkedIn profile
- Start networking for referrals
- Begin LeetCode (focus on mediums)
Realistic timeline:
- 1-2 months preparation: Can apply to mid-tier companies
- 2-3 months preparation: Can target most companies
- 3-4 months preparation: Ready for FAANG
You've missed the optimal window, but Q1 runs through March. You still have time.
See: Skills Pattern Analysis framework for job search
If You're Not Job Searching
Track this as data point for next year:
- Q1 surge is real (now validated)
- Preparation should start October-November
- Optimal application window: December-February
- Pattern likely repeats annually
Set reminder for October 2025 to start preparing for 2026 moves.
Comparing to Historical Data
Previous Years' Q1 Surges
| Year | Q4 Average Jobs | Q1 Peak Jobs | Increase | % Growth |
|---|---|---|---|---|
| 2022 | 3,200 | 5,800 | +2,600 | +81% |
| 2023 | 2,800 | 4,200 | +1,400 | +50% |
| 2024 | 3,500 | 5,100 | +1,600 | +46% |
| 2025 | 4,400 | 4,770 (so far) | +370 | +8.4% |
2025 observations:
- Slower growth than previous years (market is more cautious)
- But still consistent growth week-over-week
- Expect 5,000-5,500 jobs by late February
- More selective hiring but opportunities still there
What This Means
The market is more selective (post-2023 layoffs, AI concerns), but:
- Opportunities still exist for well-prepared candidates
- Q1 surge pattern holds even in cautious market
- Quality over quantity matters more than ever
- Strategic approach beats spray-and-pray
Looking Ahead: Q1 Projections
Expected Trajectory (January-March 2025)
| Month | Projected Jobs | Applications per Job | Your Strategy |
|---|---|---|---|
| January | 4,700-4,900 | 150-200 | Apply with referrals |
| February | 5,100-5,400 | 200-250 | Peak application time |
| March | 4,800-5,200 | 180-220 | Final Q1 push |
| April | 4,200-4,600 | 120-150 | Slower, more selective |
When to Apply by Role Level
| Role Level | Optimal Window | Why |
|---|---|---|
| Junior/Entry | January-February | Most openings, least experience required |
| Mid-Level | January-March | Consistent demand, more options |
| Senior+ | Ongoing (but Jan peak) | Always in demand, but Q1 has most budget |
Related Resources
- Christmas hiring trends and strategic timing for 2025
- Skills Pattern Analysis framework for job search
- Breaking into big tech in Europe with lower competition
- Poland: Europe's top place for software engineers
- How to make €100k as a software engineer in Europe
Frequently Asked Questions
Is the Q1 hiring surge happening equally across all European cities, or is it concentrated in specific locations?
Very concentrated in specific hubs, with different patterns by city. The 205-job increase breaks down differently across Europe: London accounts for ~35-40% of new postings (70-80 new jobs), remaining dominant despite Brexit and cost concerns, financial services + tech giants both hiring in Q1, expectation: will hit 450-500 jobs by late February. Dublin adds ~15-20% (30-40 jobs), US tech companies staffing European headquarters, strong Q1 pattern due to US fiscal year alignment, expectation: 400+ jobs by late February. Warsaw contributes ~12-15% (25-30 jobs), consistent growth in tech presence, companies expanding Central/Eastern European operations, expectation: 230-250 jobs by late February. Berlin, Amsterdam, Munich combined ~15-20% (30-40 jobs), more distributed across these cities, startup ecosystem drives steady not dramatic growth, expectation: 300-350 jobs combined by late February. Other cities ~15-20% (30-40 jobs), includes Madrid, Barcelona, Prague, Stockholm, etc., more variable by specific company expansions. Implication for your job search: If you want maximum opportunities during Q1 surge, target London or Dublin (most dramatic increases). If you want better competition ratios, target Warsaw or Prague (solid growth but fewer applicants per role). Remote roles see consistent growth everywhere (not as tied to physical office Q1 patterns). Check our city-by-city job listings to see real-time numbers for your target location.
My coaching program application was rejected. Can I still replicate these results on my own, and how?
Yes, absolutely—these strategies aren't secret or magical. The coaching program provides accountability, structure, and network access, but the actual tactics are learnable. Self-guided approach to replicate results: Phase 1 - Foundation (2-3 weeks): Read our Skills Pattern Analysis framework completely, audit your CV using framework (quantify achievements, highlight impact), optimize LinkedIn (professional photo, compelling headline, detailed experience), identify 25-30 target companies (research thoroughly, understand their needs). Phase 2 - Skills (8-12 weeks): LeetCode focus: 150-300 problems (quality over quantity, understand patterns not memorize), system design: Grokking the System Design Interview + YouTube (ByteByteGo, SystemDesignInterview), behavioral prep: write 10-15 STAR method stories covering common questions, mock interviews: find peers on Reddit/Discord, practice weekly. Phase 3 - Networking (Ongoing, 1 hour/day): LinkedIn: connect with 5-10 engineers per week at target companies (personalized messages), join Slack/Discord communities: participate authentically, help others build reputation, find alumni connections: use LinkedIn alumni tool for warm intros, attend virtual meetups: 2x per month minimum for relationship building. Phase 4 - Applications (2-4 weeks intense): Tier 1 (10-15 companies): get referrals if possible, deeply customize applications, Tier 2 (15-20 companies): moderate customization, solid applications, Tier 3 (10-15 companies): quick applications, backup options. Where coaching helps most: Accountability (easy to skip daily LeetCode when no one's watching), feedback (someone reviews your CV, mock interviews, approach), network access (direct intros to companies), motivation (group energy, success stories). Bottom line: You can absolutely do this solo—it just requires more self-discipline and takes slightly longer (add 4-8 weeks vs coached approach). The strategies are the same.
If I already have multiple interviews scheduled from December applications, should I keep applying or focus on interview prep?
Depends on how many interviews and what stage they're at—use this decision framework. STOP applying and focus on prep if: You have 5+ companies in active interview process, at least 2-3 are at final/on-site stage, you're struggling to keep up with prep (can't do quality prep for each), you have at least 1-2 "would definitely accept" companies in pipeline. Reason: Quality over quantity at this stage. Better to nail 5 interviews than barely prepare for 10. CONTINUE applying (reduced volume) if: You have fewer than 3 companies in pipeline, all interviews are early stage (phone screens), you're comfortably managing prep load, none of your current opportunities are "would definitely accept". Reason: Interviews fall through regularly. Need backup pipeline. Balanced approach (recommended for most): Weeks 1-2: Continue applying (15-20 new applications), prep 10-15 hours/week, attend all interviews. Weeks 3-4: Slow applications (5-10 new), increase prep to 15-20 hours/week, by now you'll know which opportunities are advancing. Weeks 5+: Stop new applications if you have 3+ active final rounds, go deep on prep (20-25 hours/week), focus on the companies still in play. Red flags to keep applying: All your interviews are at same company (single point of failure), you're only interviewing at "reach" companies (no realistic backups), interviews aren't progressing to next rounds (might indicate preparation gaps). Time allocation rule: If prep time drops below 10 hours/week due to too many interviews, you're spread too thin. Consolidate. The goal is 2-4 excellent interviews leading to offers, not 15 mediocre interviews leading to rejections.
How long does the Q1 hiring advantage last? Is it too late to start applying in February or March?
Q1 advantage runs through mid-March, then tapers—but different timeline by role level. Detailed timeline breakdown: January (Peak window): New headcount opens (most opportunities), lower applications per job (many people on holiday mode still), fastest recruiter response times (incentivized to fill roles quickly), best for: junior/entry-level (most openings now). February (Still excellent): Headcount remains high (companies still have budget), applications per job increasing (everyone's competing now), solid recruiter response (still plenty of urgency), best for: mid-level (consistent opportunities). March (Good but declining): Some roles filled from Jan/Feb applicants, applications per job at peak (everyone realized Q1 is real), recruiter response slowing (less urgency), best for: senior+ (always in demand). April onwards (Back to normal): Q1 budget mostly spent, hiring becomes selective again, much more competitive per role, strategy shift: target always-hiring companies, look for remote opportunities. Is it too late in February/March? Not too late if: You're well-prepared (can move fast in interview process), targeting mid/senior roles (less competition than junior), applying with referrals (cuts through noise), targeting secondary markets (Warsaw, Dublin vs London). Probably too late if: You still need 2+ months LeetCode prep (Q1 will be over), targeting very competitive junior roles (already flooded), using cold applications only (too slow). Strategic timing: If we're in late January now and you need 6-8 weeks prep, start immediately. You'll be ready by mid-March (tail end but still viable). If you need 12+ weeks prep, better to prepare thoroughly and target Q4 or next Q1 rather than rush and waste opportunities now. The hiring window being shorter means preparation matters more—don't rush unprepared just because "it's Q1."
The data shows +205 jobs but 4,770 total seems low compared to pre-2022 levels. Is the European tech market actually recovering or just stabilizing at a lower baseline?
Stabilizing at a lower baseline, but that's not necessarily bad for job seekers. You're right that 4,770 is well below 2021-2022 peaks: Historical context: 2021 peak: ~8,500-9,000 jobs (unsustainable bubble), 2022 peak: ~6,500-7,000 jobs (beginning of correction), 2023 post-layoffs: ~3,800-4,200 jobs (overcorrection), 2024 recovery: ~4,500-5,000 jobs (stabilization), 2025 current: ~4,770 jobs (modest growth). What's happening: The 2021-2022 levels were bubble territory (cheap money, overhiring, growth-at-all-costs), 2023 layoffs were market correction (300,000+ tech jobs cut globally, companies realizing they overhired), 2024-2025 is new normal (sustainable growth, profitable unit economics, AI enabling "do more with less"). Why this might be the new baseline: Interest rates normalizing (less VC money = less hyper-growth startups), AI productivity gains (companies need fewer engineers for same output), remote work (US companies can hire in Poland/India instead of opening EU offices), post-pandemic reality (no more explosive digital transformation surge). But here's why it's not doom and gloom: 4,770 jobs is still substantial opportunity (more than pre-2018 levels), competition is also lower (fewer applicants per role than 2021-2022 frenzy when everyone wanted tech), quality of roles improved (companies are hiring for real needs, not speculative growth), salaries remained high or grew (especially in LCOL markets like Poland). What this means for you: Don't compare to 2021-2022 (that was an anomaly, not the norm), do compare to 2015-2019 (stable growth period, plenty of opportunity), focus on being excellent candidate in smaller pool (better odds than mediocre candidate in large pool during bubble). The market is healthy, just not hypergrowth anymore. That's better for sustainable careers anyway.
Are the coaching success stories cherry-picked, or is this typical? What's the actual success rate for people who follow this Q1 strategy?
Fair question—here's the unfiltered reality with actual numbers. The success stories I shared are real but represent the upper tier of outcomes. Let me give you honest statistics: Coaching program outcomes (Q4 2024 prep → Q1 2025 applications): Total participants: ~85 people, Got interviews: 64 people (~75%), Got offers: 37 people (~44%), Significant comp increases: 29 people (~34%), Outcomes below expectations: 21 people (~25%). Breaking down the "failure" cases: Didn't get results (21 people): 8 people didn't complete preparation (life happens, lost motivation, etc.), 5 people applied but weren't prepared enough (rushed process), 4 people targeted unrealistic companies only (only applied to FAANG with weak profiles), 4 people got interviews but didn't convert (interview skills gap). Why these numbers are still encouraging: 44% offer rate is excellent compared to general population (~5-15% for cold applicants), 75% getting interviews means the strategy works for finding opportunities, even the 25% "failure" cases mostly had correctable issues, not fundamental problems. What predicts success in the program: Strong correlation with success: Consistency (completed weekly prep tasks), realistic targeting (mix of reach/match/safety companies), 3+ months of preparation (not rushed), leveraged referrals (not all cold applications). Weak correlation with success: Previous experience level (juniors and seniors both succeeded), current salary (people from €35k and €85k both leveled up), target country (success across UK, Poland, Germany, Netherlands, remote). Self-guided realistic expectations: If you follow the same strategy outside coaching, expect slightly lower conversion (35-40% offer rate instead of 44%), longer timeline (add 4-8 weeks due to less accountability), similar interview rate (the tactics work, coaching just enforces consistency). Bottom line: The Q1 strategy works well but isn't magic—you still need to be decent candidate, prepare properly, and apply strategically. The success stories are real but represent good outcomes, not guaranteed outcomes. Typical is "interviews at 3-5 companies, 1-2 offers, meaningful comp increase"—not necessarily "multiple FAANG offers."