Jobs in the United Kingdom: who is hiring, what they ask for and what they pay

Jobs in the United Kingdom on Jobee

Jobee counted 14,269 open postings in the United Kingdom on 12 November 2026. These are Jobee’s counts of open postings collected on that date. The market is remote-heavy, senior-heavy, and still cautious about salary transparency, with many employers asking for experienced people while leaving pay out of the advert.

Jobs in the United Kingdom: who is hiring

There are 3,585 employers in these postings, which makes the market broad rather than concentrated in only a few names. The busiest employer is Amazon UK Services Ltd. with 484 postings, followed by Google with 451, AWS EMEA SARL (Denmark Branch) with 258, MCS Group with 256, and Monzo with 225. After that come apple with 193, Salesforce with 179, mercor with 165, Hackajob Ltd with 164, Findtutors with 159, Bjak with 132, and Kled AI with 90.

That mix matters. It says the United Kingdom job market in these postings is not only about one sector or one hiring style. Big cloud and platform employers are active, but so are banks, agencies, staffing firms, and smaller specialist companies. If you are applying, that means the same country page can lead to very different expectations: some employers will want polished product or platform experience, others want broad delivery experience, and some will be filling many similar roles at once.

The employer list also explains why a generic application can struggle. When one employer has hundreds of postings, the job family may be wide, but the advert still usually points to a specific team or problem. A candidate who uses the same CV for every posting will miss what the employer is actually signaling through the title, skill list, and location field.

Jobs in the United Kingdom: where the work happens

Remote work is the biggest location pattern in these postings. 5,408 of 14,269 postings (37.9%) are remote. 1,226 of 14,269 postings (8.6%) are hybrid. 777 of 14,269 postings (5.4%) are on-site. 6,858 of 14,269 postings (48.1%) do not say where the work happens.

That last figure is the one to watch. Nearly half of the postings leave the working location unstated, which means location filters alone will miss a lot of relevant roles. If you are trying to sort by commute, remote flexibility, or relocation, you will need to open the advert and read the details instead of assuming the filter tells the whole story.

The share of remote postings is large enough that applicants who want flexibility should treat the United Kingdom market as one where remote is normal, not exceptional. But the missing-location group is almost as large as the explicit remote group, so you should not assume silence means office-based or remote. It just means the advert did not say. That is the kind of posting where the first screening call should include a direct question about location expectations, office attendance, and whether the role can be done from anywhere in the country.

There are also 48 postings that mention the United Arab Emirates and 27 that mention Anywhere In The World among the top cities and places. Those listings show that some United Kingdom postings are part of wider international hiring, or are written for a distributed audience. If you are applying from the United Kingdom, read those adverts carefully because the location field may reflect hiring structure rather than a conventional office address.

Jobs in the United Kingdom: what levels employers want

The seniority pattern is weighted toward experienced applicants. 4,857 postings, or 34.0%, do not state a level at all. Among the postings that do, senior is the largest bucket with 3,277 postings (23.0%), followed by lead with 2,598 postings (18.2%). Mid-level accounts for 1,347 postings (9.4%), junior for 896 postings (6.3%), director for 738 postings (5.2%), staff for 162 postings (1.1%), intern for 156 postings (1.1%), principal for 140 postings (1.0%), C-level for 53 postings (0.4%), and VP for 45 postings (0.3%).

This is a market where employers are talking most often to people who can operate with limited supervision. The biggest visible demand is for senior and lead candidates, and the junior and intern buckets are much smaller. If you are early-career, that does not mean there is no room for you, but it does mean you need to be selective and look for postings that clearly say junior, graduate, intern, or otherwise show that the employer expects less direct experience.

The large not-stated share has a second meaning. Some employers are avoiding a fixed level because they want to hire flexibly and calibrate the grade during the process. If you see a posting with no level, do not assume it is junior just because the wording is broad. Look for clues in the required years of experience, the scope of responsibility, and whether the advert expects ownership of a full domain, a team, or a narrow task list.

For applicants, this pattern has a practical consequence. In a senior-tilted market, your CV should show the scale of the work you handled, not just the tasks you performed. The advert is often looking for judgment, ownership, and delivery across systems or business problems. If the role is senior or lead, list outcomes, cross-functional work, and the size or complexity of what you supported.

Jobs in the United Kingdom: what employers ask for

The most common skills in the postings point to a cloud, data, and AI-heavy market. AWS appears in 1,091 postings (7.6%). Python appears in 1,035 postings (7.3%). Salesforce appears in 921 postings (6.5%). Google Cloud appears in 801 postings (5.6%). SQL appears in 733 postings (5.1%). Agile appears in 663 postings (4.6%). LLM appears in 567 postings (4.0%). Azure appears in 526 postings (3.7%). Java appears in 406 postings (2.8%). A/B Testing appears in 402 postings (2.8%). Kubernetes appears in 400 postings (2.8%). Computer Vision appears in 382 postings (2.7%).

The spread says a lot about the shape of the market. Cloud platforms are everywhere, with AWS, Google Cloud, and Azure all appearing often. Data work remains central, with Python and SQL both high on the list. Salesforce is also prominent, which means a large slice of the market is tied to business systems, customer operations, and enterprise tooling rather than only software engineering.

The presence of LLM and Computer Vision shows that employers are not only hiring for standard platform and analytics work. Some are actively looking for people who can work with newer AI-related systems. That does not mean every role is an AI role. It means AI knowledge is no longer niche in this market and can be a useful differentiator in the right posting.

Agile is still common, which tells you that many employers want people who can work in structured delivery teams. If a posting includes Agile alongside AWS or Python, it often points to delivery inside an engineering or product team where collaboration and iteration matter as much as the technical stack. In that setting, your application should show that you have worked in team-based delivery, not only that you know the tools.

If you are choosing which skills to foreground, let the advert lead. A role that mentions AWS, Python, and SQL but not Java does not need a Java-heavy CV. A Salesforce role should not be answered with a broad backend summary. Matching the listed skill pattern is more important than stuffing every possible keyword into the application.

Jobs in the United Kingdom: salary transparency and pay

Pay is still missing from most adverts. 5,196 of 14,269 postings (36.4%) state a salary, while 9,073 of 14,269 postings (63.6%) do not.

That means most applicants will not know the pay before they apply, and many will not know it even after reading the full posting. The practical response is simple: if a salary is not shown, treat the first recruiter call as the time to ask about pay range, level, and whether the role has flexibility. The advert has already told you that salary is absent, so do not wait until late in the process to find out whether the role matches your expectations.

The yearly pay data is split by currency, and the currencies should not be mixed. In GBP, 1,136 postings state yearly pay, with a lower quartile of 42,000 GBP, a median of 70,000 GBP, and an upper quartile of 113,000 GBP. In USD, 126 postings state yearly pay, with a lower quartile of 100,000 USD, a median of 153,000 USD, and an upper quartile of 214,000 USD. In EUR, 55 postings state yearly pay, with a lower quartile of 62,000 EUR, a median of 80,000 EUR, and an upper quartile of 118,000 EUR.

The important point is not to compare those medians directly across currencies. They belong to different pay groups and often different hiring structures. What matters for applicants is that when a salary is shown in GBP, the middle of the stated-pay market sits at 70,000 GBP, and the range stretches well above that for the stronger-paying roles. If you are applying for a role that asks for senior or lead experience, the stated salary distribution suggests there is meaningful spread and that the upper end may be reserved for deeper ownership, rarer skill combinations, or wider scope.

There is another practical reading here. Because so many postings omit salary and so many of the visible roles are senior, an employer may be using the interview process to calibrate both level and pay. That is why a candidate should be ready to explain scope, domain knowledge, and impact clearly. If the employer is deciding between grades, your evidence of ownership will affect which pay band you are placed in.

If a posting shows yearly pay, use it as a signal about where the employer sits in the market, not as a promise. If it does not show yearly pay, ask early and directly. The data says that is the normal experience in this market, not an exception.

Jobs in the United Kingdom: visa sponsorship and work authorization

Visa language is limited in these postings. 167 of 14,269 postings (1.2%) offer visa sponsorship. 102 of 14,269 postings (0.7%) say they will not sponsor a visa. 463 of 14,269 postings (3.2%) say they require work authorization.

This pattern shows that sponsorship is rare in the visible set, while work authorization is more common as a stated requirement. For applicants, that means you should not assume a United Kingdom posting will support sponsorship unless it says so. If you need sponsorship, the posting itself is usually the first filter. If it does not mention it, treat that as uncertainty and verify early.

The requirement for work authorization is especially useful because it tells you that the employer is screening for eligibility from the outset. If your status is clear and you can legally work without sponsorship, mention it early in the process. If you need sponsorship, it is better to know quickly whether the employer is one of the few that offers it than to spend time on a process that cannot move forward.

Jobs in the United Kingdom: what an applicant should do with these counts

These postings point to a market with three clear traits: a lot of remote work, a heavy tilt toward experienced hires, and a salary field that is still missing in most adverts. That combination changes how a job seeker should read every posting.

First, location should never be guessed from the headline. Almost half of the postings do not say where the work happens, so open the advert and read the detail before deciding whether to apply. Second, seniority matters. With senior and lead roles making up the largest stated levels, candidates should show ownership, scope, and business impact rather than only listing tools. Third, pay is often hidden. Since most postings do not state a salary, applicants should be ready to ask about it early instead of waiting for later stages.

The skill list also suggests where the market is leaning. AWS, Python, SQL, Google Cloud, Azure, Salesforce, Agile, and LLM are not fringe requirements here. They are among the most repeated asks in the collected postings. If your background includes those areas, make sure they are easy to find in your CV and in the first lines of your application. If they are not your strongest skills, focus on the overlap you do have and avoid pretending that every role is a fit.

The employer list shows another practical truth: some of the biggest hiring names are also the broadest. A large employer may have many open roles across teams, but that does not mean every role has the same shape or pay. Read the advert as if it were the only one that mattered, because for the candidate it is.