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Search Salaries > Nodejs Developer > Zagreb
Job Description

How much does a Nodejs Developer in Zagreb make?

The base salary for a Nodejs Developer in Zagreb is 34,700
Also known as: software developer, software specialist, software developers, programmer, application software developer, software engineer, solutions developer, applications engineer, developer of software, application programmer, battery software developer, soft developer, application developer, software developer.

34,700

Median Base Salary (Percentile 50)
35 observations
(Updated: 15 Dec 2024)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Nodejs Developer earns a median base salary of 34,700 in Zagreb, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Nodejs Developer in Zagreb usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

82%

Female

18%

Benefits

There are statutory benefits associated with a Nodejs Developer in Zagreb according to ...

Most Common Benefits

Competitive advantages associated with a Nodejs Developer in Zagreb
Companies in Croatia often offer professional development opportunities such as workshops, seminars, and courses to enhance employee skills and career growth. This benefit not only aids personal growth but also improves job satisfaction and productivity, making it a valuable advantage for both employees and employers.
Access to cutting-edge technology allows employees to utilize the latest tools and resources, enhancing efficiency and creativity. This benefit helps teams stay ahead of industry trends and produce high-quality work, fostering an innovative and competitive work environment.

Side Benefits to attract & retain talent

Additional perks for a Nodejs Developer in Zagreb
Flat Hierarchy
Cutting Edge Technology
Casual Dress Code
Flexible Spending Account
Diversity
Equal Opportunity Employer

Statutory Benefits

Mandatory benefits in Zagreb
Employee Income Tax rates range from 15.00% to 35.40% depending on the income bracket.
The monthly minimum wage is 700.00 HRK.
Salaries are paid monthly and no later than the 15th of the following month.
Employee Payroll Contributions include 15.00% for Generation Solidarity including pension (pillar I) and 5.00% for Individual Capital including pension (Pillar II).
The standard workweek is 5 days and consists of a maximum of 40 hours. Overtime is regulated by the employment contract or collective bargaining agreements.
Employers may offer remote work or work from home options, subject to agreements between the employer and employee.
Employer Payroll Contributions include 16.50% for Health Insurance and Total Employment Cost.
Pregnant employees are entitled to 28 days of paid maternity leave before the due date and 70 days after the birth of a child.
Paternity leave consists of 10 working days of paid leave per child, increasing to 15 days for twins or multiples.
Employees are entitled to a minimum of four weeks (20 working days) of paid vacation each year following completion of six months of employment.
Employees are entitled to 14 public holidays per year. Employees who work on public holidays are entitled to extra pay.
An employee receives up to 42 days of sick leave per year paid by the employer at 70% of the regular salary. Sickness exceeding 42 days is reimbursed by Croatia’s health insurance fund.
Each parent can take 4 months per child for the first two kids and 15 months for any subsequent children or twins.
The probation period cannot be longer than 6 months and can be prolonged if the employee is absent during the originally agreed period.
The termination process is standard with notice periods required unless an employer provides sufficient cause for dismissal without notice.
Severance pay for employees with two or more years of employment is 1/3 of the employee’s average salary for the last 3 months of employment for each year of service.