This is a snapshot of median monthly gross compensation for 17 IT specialisations on the Russian-speaking market, Q2 2026. Numbers come from the getmatch.ru public salary API (pulled 2026-05-28). p25/p50/p90 are the lower-quartile, median, and 90th-percentile salaries reported by candidates and verified against active offers. EUR equivalents are computed at ₽100/€ — adjust for the current rate if you need precision.
| Stack | p25 | p50 (median) | p90 | Units |
|---|---|---|---|---|
| Go (Golang) Backend | 200 | 280 | 430 | k₽/mo |
| EUR equivalent: p25 ≈ €2,000 · p50 ≈ €2,800 · p90 ≈ €4,300 (monthly gross, at ₽100/€) | ||||
| Java / Scala Backend | 180 | 250 | 400 | k₽/mo |
| EUR equivalent: p25 ≈ €1,800 · p50 ≈ €2,500 · p90 ≈ €4,000 (monthly gross, at ₽100/€) | ||||
| Node.js Backend | 160 | 230 | 400 | k₽/mo |
| EUR equivalent: p25 ≈ €1,600 · p50 ≈ €2,300 · p90 ≈ €4,000 (monthly gross, at ₽100/€) | ||||
| Fullstack Backend | 152 | 230 | 422 | k₽/mo |
| EUR equivalent: p25 ≈ €1,520 · p50 ≈ €2,300 · p90 ≈ €4,220 (monthly gross, at ₽100/€) | ||||
| Python Backend | 150 | 210 | 370 | k₽/mo |
| EUR equivalent: p25 ≈ €1,500 · p50 ≈ €2,100 · p90 ≈ €3,700 (monthly gross, at ₽100/€) | ||||
| C / C++ Backend | 150 | 205 | 379 | k₽/mo |
| EUR equivalent: p25 ≈ €1,500 · p50 ≈ €2,050 · p90 ≈ €3,790 (monthly gross, at ₽100/€) | ||||
| Data Engineering Data & ML | 160 | 240 | 370 | k₽/mo |
| EUR equivalent: p25 ≈ €1,600 · p50 ≈ €2,400 · p90 ≈ €3,700 (monthly gross, at ₽100/€) | ||||
| Data Science / ML Data & ML | 150 | 220 | 390 | k₽/mo |
| EUR equivalent: p25 ≈ €1,500 · p50 ≈ €2,200 · p90 ≈ €3,900 (monthly gross, at ₽100/€) | ||||
| Embedded Embedded | 157 | 215 | 400 | k₽/mo |
| EUR equivalent: p25 ≈ €1,570 · p50 ≈ €2,150 · p90 ≈ €4,000 (monthly gross, at ₽100/€) | ||||
| Frontend (JS / TS) Frontend | 160 | 233 | 365 | k₽/mo |
| EUR equivalent: p25 ≈ €1,600 · p50 ≈ €2,330 · p90 ≈ €3,650 (monthly gross, at ₽100/€) | ||||
| Information Security InfoSec | 150 | 220 | 400 | k₽/mo |
| EUR equivalent: p25 ≈ €1,500 · p50 ≈ €2,200 · p90 ≈ €4,000 (monthly gross, at ₽100/€) | ||||
| SRE Infrastructure | 195 | 280 | 450 | k₽/mo |
| EUR equivalent: p25 ≈ €1,950 · p50 ≈ €2,800 · p90 ≈ €4,500 (monthly gross, at ₽100/€) | ||||
| DevOps Infrastructure | 180 | 250 | 403 | k₽/mo |
| EUR equivalent: p25 ≈ €1,800 · p50 ≈ €2,500 · p90 ≈ €4,030 (monthly gross, at ₽100/€) | ||||
| CTO / Engineering Manager Leadership | 350 | 435 | 650 | k₽/mo |
| EUR equivalent: p25 ≈ €3,500 · p50 ≈ €4,350 · p90 ≈ €6,500 (monthly gross, at ₽100/€) | ||||
| iOS Mobile | 200 | 272 | 420 | k₽/mo |
| EUR equivalent: p25 ≈ €2,000 · p50 ≈ €2,720 · p90 ≈ €4,200 (monthly gross, at ₽100/€) | ||||
| Android Mobile | 180 | 260 | 408 | k₽/mo |
| EUR equivalent: p25 ≈ €1,800 · p50 ≈ €2,600 · p90 ≈ €4,080 (monthly gross, at ₽100/€) | ||||
| QA Auto QA | 165 | 225 | 350 | k₽/mo |
| EUR equivalent: p25 ≈ €1,650 · p50 ≈ €2,250 · p90 ≈ €3,500 (monthly gross, at ₽100/€) | ||||
Anastasia Vasiliadi, "Russian IT Salary Map Q2 2026," The One Recruitment, 2026. https://the-one-hr.com/en/salary-map-q2-2026.html. Underlying data: getmatch.ru.
For raw data access, query getmatch.ru directly via their public API: GET /api/salaries?sp=<slug>. No authentication required.
Sample: candidates registered on getmatch.ru with verified active job-seeking status or currently engaged in offers, Q1-Q2 2026. Sample size varies by stack (Python ~5K+, niche stacks like Embedded / SRE ~500-1K). Gross monthly compensation in roubles. Engineering Management (CTO / Eng Manager) includes founder-level and director-level roles, hence the wider band. All numbers reflect Russian-speaking candidates in Russia, CIS, and the Russian-speaking diaspora — for international hiring outside this pool, add 30-80% premium depending on country.
p25 is the lower-quartile salary — 25% of candidates earn less, 75% earn more. Useful as a "minimum reasonable offer" floor for senior+ in stack. p50 (median) is what half the market gets. This is the headline number for budgeting. p90 is the 90th percentile — the top 10% of compensation. Reaching this band typically requires either a market-leading product, big-tech name, or a niche specialty premium.
These are self-reported gross monthly salaries. Not included: equity, RSU, annual bonuses (though we have avg_bonus separately), benefits, perks, relocation packages. For senior+ at fast-growing product companies equity can add 20-100% to total compensation — but it varies wildly. Always ask candidates about full TC, not just base salary.
