IT Benchmarking · Cyprus
IT Benchmarking for a Cyprus-Based Technology Company
A Cyprus-based technology company asked Cordus how competitive its IT organization really is. A structured IT benchmarking exercise gave it a clear, contextual picture of its roles, compensation positioning, skills requirements and overall employee offering.
- Client
- Technology company (under NDA)
- Industry
- Technology
- Region
- Cyprus
- Services
- IT benchmarking · HR consulting
- Engagement
- B2B
A technology company based in Cyprus approached Cordus with an important HR and workforce-planning question: How competitive is our IT organization in the current talent market?
The company had a growing technology team and needed a more structured understanding of its position in the market. Simply comparing employee salaries with generic IT averages was not enough. Different technology roles required different skills, levels of responsibility, and experience, while the company's location and organizational structure also influenced its talent market.
In 2026, IT benchmarking needs to go beyond a single salary figure. With AI changing technology roles, continued demand for cybersecurity, cloud and data expertise, and strong competition for specialized professionals, organizations need a more contextual approach. Cordus therefore undertook a structured IT benchmarking exercise designed to provide the company with a clearer picture of its roles, compensation positioning, skills requirements, and overall employee offering.
Steps taken
- 01
Understanding the company's business and IT environment
Cordus began by examining the company's business model, organizational structure, technology environment, and workforce requirements. This was important because IT benchmarking cannot be separated from the business context.
The same position can have very different responsibilities in a startup, scale-up, or established technology organization. We therefore looked beyond job titles to understand how the company's IT function actually operated.
- 02
Defining the relevant market
Geography was an important part of the analysis. As a Cyprus-based technology company, the organization was operating within a local talent market while also facing competition from companies recruiting across Europe and internationally through remote and hybrid models.
Cordus considered the relevance of different reference markets rather than relying on a single geographic average. This helped create a more meaningful comparison between the company's current workforce position and the markets from which it could realistically recruit.
- 03
Reviewing IT roles and responsibilities
One of the central parts of the project was reviewing the company's IT positions based on actual responsibilities rather than job titles alone. Cordus assessed factors including:
Technical responsibilitiesLevel of seniorityDecision-making authorityTechnical complexityManagement responsibilitiesTeam sizeBusiness impactRequired technical skillsCertifications and qualificationsLevel of independenceThis allowed roles to be compared with more appropriate market references.
- 04
Assessing skills and experience
The benchmarking exercise also considered the skills required by the organization today and the capabilities it may need as its technology strategy develops. Particular attention was given to specialized areas such as AI, cloud, cybersecurity, data, and automation, where talent availability and market demand can differ significantly.
Cordus also considered the broader capabilities required from experienced IT professionals, including communication, problem-solving, business understanding, decision-making, and leadership.
- 05
Benchmarking total compensation
Rather than looking only at base salary, Cordus reviewed the company's overall compensation structure. The assessment considered elements such as:
Base salaryPerformance-related compensationLong-term incentives where applicableBenefitsInsurancePaid leaveTraining and certification opportunitiesFlexible and hybrid working arrangementsThis provided a broader view of the company's employee value proposition and its potential position within the IT talent market.
- 06
Identifying gaps and opportunities
The final stage was translating benchmarking information into practical insights. Cordus helped the company identify areas where its current HR and compensation approach could be reviewed, including potential differences between roles, market positioning, skills requirements, and the broader employee offering.
The objective was not simply to determine whether individual salaries were "high" or "low." Instead, the analysis provided a framework for understanding where potential gaps existed and what factors could be considered when addressing them.
Benchmarking identifies where the organization stands. Strategic HR decisions determine what happens next.
The numbers
The results
The IT benchmarking project gave the Cyprus-based technology company a more structured and contextual view of its position in the IT talent market.
The company gained:
- A clearer understanding of its relevant IT talent markets
- Greater visibility into the responsibilities and scope of its technology roles
- A structured approach to comparing compensation
- A broader view of total compensation and employee benefits
- Better visibility into critical skills and experience requirements
- Insights to support future workforce and HR planning
Most importantly, the company moved away from the idea that IT benchmarking is simply about finding an average salary. The project demonstrated that meaningful benchmarking needs to connect compensation, skills, role architecture, geography, organizational structure, talent availability, and business strategy.
For Cordus, successful IT benchmarking is not about producing a table of numbers and leaving the organization to interpret it. Benchmarking identifies where the organization stands. Strategic HR decisions determine what happens next.
The insights from a benchmarking exercise can support compensation reviews, job architecture, recruitment strategy, talent development, employee retention, and longer-term IT workforce planning. For technology companies operating in a competitive talent market, this approach provides a stronger foundation for building competitive, resilient, and future-ready IT teams.