My name is Diogo Peres, and I’m the Talent Acquisition Manager at Empa-T. My work focuses on specialized recruitment in the technology and consulting sectors, identifying and attracting talent for national and international projects in areas such as Software Development, Data, Artificial Intelligence, Cloud, SAP, Cybersecurity, and Application Support, among many others.
At Empa-T, we believe that recruitment is much more than just filling open positions. We work every day to connect people with projects, building relationships based on trust, transparency, and empathy. In fact, empathy is reflected in our very name and is one of the pillars of our approach to the market.
Recruitment in the consulting industry goes far beyond identifying technical skills. It’s not just about finding someone who masters a specific technology or tool. The real challenge lies in understanding the projects, grasping the business objectives, and, above all, getting to know the people. Only then can we create connections that generate value for everyone involved: candidates, clients, and consulting firms.
The Myth of the Perfect Candidate
We live in an increasingly competitive and demanding market. Often, clients are looking for what I usually call a “unicorn”: a professional with all the necessary technical skills, experience in multiple areas, immediate availability, excellent communication skills, fluency in several languages, and the ability to be physically present in the office several times a week.
Reality, however, does not always live up to these expectations.
In a world where remote and hybrid work have become the norm for many tech roles, candidates have also come to value factors beyond just salary. They seek flexibility, purpose, professional growth, work-life balance, and projects that make sense for their careers.
That’s why the role of the recruiter has become more strategic than ever.
There’s no shortage of talent—there’s a lack of alignment.
Throughout my career, I’ve come to a simple conclusion: there isn’t necessarily a shortage of talent in the market. More often than not, however, there’s a lack of alignment between what companies are looking for and what professionals have to offer.
This is precisely where consulting firms play a key role.
We’re not just intermediaries. We’re partners. It’s our job to understand our clients’ needs, but also to champion candidates’ potential. Often, we’re the ones who help a company realize that the best professional for a project isn’t necessarily the one who meets 100% of the technical requirements listed on a checklist.
The ability to learn, adaptability, communication skills, motivation, and a desire to grow can be equally important factors in the success of a hire.
That’s why a significant part of our work involves building bridges and helping both sides find common ground.
The Importance of Communication
In a market where professionals receive countless approaches every week, standing out inevitably comes down to how we communicate.
Candidates value clear processes, transparent feedback, prompt responses, and consistent communication throughout the entire process. Regardless of whether or not they move forward with an opportunity, they want to feel that their time was respected and that their participation was valued.
At Empa-T, that’s exactly what we strive for: to create a positive experience for everyone who interacts with us. We don’t always have the answer a candidate would like to hear, but we believe that honesty and transparency are essential for building lasting relationships.
An interview is a two-way street.
One of the biggest misconceptions that still exists is viewing the interview as a one-sided evaluation process.
In my opinion, an interview should be seen as a mutual alignment and a collaborative conversation.
During those 30, 40, or 60 minutes, both parties are evaluating each other. From the recruiter’s perspective, we seek to understand the candidate’s background, skills, motivations, and goals. From the candidate’s perspective, the quality of the information provided, the knowledge demonstrated about the project, the transparency of the process, and—often—the company’s culture itself are also being evaluated.
That’s why listening remains one of the most important skills we can develop as recruiters.
The Future of Recruitment
Organizations are increasingly moving toward competency-based hiring, but I believe that the evolution of recruitment will involve a more balanced view of people.
Technical skills will continue to be important, but factors such as communication, the ability to learn, adaptability, problem-solving, emotional intelligence, and a results-oriented mindset will carry increasing weight.
In a constantly changing environment, companies need more than just professionals who know how to perform tasks. They need people who are capable of evolving, learning, and contributing to the growth of their teams.
More Than Just Recruitment: Human Relationships
At Empa-T, we believe that success isn’t measured solely by the number of placements made or projects completed. It’s measured by the quality of the relationships we build along the way.
Every day, we work with professionals seeking new challenges and with organizations looking to grow their businesses by bringing in the right people. Our role is to bring these two worlds together, creating opportunities that make sense for everyone.
Because, at the end of the day, recruitment isn’t just about technology, processes, or resumes.
It’s, above all, about people.
