How BrazilDesk Recruits IT Professionals in Brazil
Many clients come to BrazilDesk looking for IT professionals, from technical and network support all the way up to senior developers.
Even though Brazil is a country known for these professionals, finding the right one for our client is a meticulous task, though an effective one.
Today, we’re going to share a bit about how we find the best IT professionals in Brazil for international companies.
Understanding What the Client Actually Needs
The first step is digging into the brief and understanding the requirements of the role, while staying focused on the essentials rather than the small details.
For example, our IT-focused recruiter can tell the difference between front-end concepts (React, Vue, Angular), back-end (Node.js, Java, Python, Go), and full-stack, and also understands what an ecosystem is, with its frameworks, databases, cloud, and so on.
When we talk to the client, we try to pin down the core skills the developer actually needs to have, and we build the process around that.
It’s common in development roles, for example, for companies to require a massive list of tools when the employee won’t necessarily use all of them. Usually you use 10% of one, 80% of another, and knowing that difference makes all the difference when looking for developers in Brazil.
Because you can lose excellent candidates who don’t have experience in one thing listed in the job description, something that isn’t all that important or shouldn’t even be there in the first place.
Active Hunting for Senior Tech Talent
Depending on the professional, especially senior developers, posting the job on LinkedIn isn’t enough.
We go after profiles directly and ask for recommendations in some of the developer communities we’re part of, because depending on the level of the professional, they’re already employed, but may be open to a genuinely interesting role.
The more specific the demand for that candidate, the more direct our approach becomes.
Practical Technical Validation That Actually Works
This is the part where we really identify the right IT professional. It’s where we run a video interview with a technical recruiter who evaluates the candidate’s practical knowledge, and we apply a few tests.
About the tests, we always talk with the client to keep them practical and moderate, focused on identifying the candidate’s real ability in a few areas that matter most for the role.
We avoid tests with trick questions or highly complex reasoning puzzles, and we build every question or task to simulate the day-to-day at the company the candidate will be working for. That’s why it’s so important for us to understand the role really well. We also focus on agile processes.
The idea behind our selection process is to almost create a thematic process. What do we mean by that? We bring as much of the role as possible, what’s really done day to day, into the process, from the job posting all the way to the final interviews.
Why do we do it this way? Because it’s more functional.
A very simple example: if you need an employee to use Gmail only to send and reply to messages, they don’t need to know advanced settings if they’ll rarely have to do that. So in a selection process, we’re not going to focus on how to configure an alias, a secondary email over SMTP, and so on. We’re going to focus on sending and receiving messages.
This entire approach is obviously discussed with our client. It’s something we suggest because we see excellent results running selection processes in Brazil this way.
Matching English Level to the Role
Every role depends on a different level of English. Generally, clients ask for technical and professional English, enough to do the work and communicate with the team without much trouble.
Depending on the role, the client may ask for a level of fluency close to a native speaker, and that’s not a problem. What matters most is making sure the candidate meets the requirements.
I recently wrote an entire article on this topic, and you can go deeper into it here.
Transparency and Aligned Expectations
This is the most important point.
We ask the client for as much information as possible about salary, working hours and schedule, who the team members are that this employee will work with day-to-day, how onboarding is done, whether there’s already training material ready and, if so, whether we can take a look at it.
After that, we align with the client on the number of candidates in the shortlist we’ll send over and all the requirements they need to meet.
Best of all, when a recruitment project in Brazil is very well aligned, we rarely run into problems during or after the process.
The Bottom Line on Hiring IT Talent in Brazil
Good IT recruitment isn’t about finding the candidate who matches the longest list of technologies. It’s about finding the candidate who can actually perform the job.
That’s the approach we use at BrazilDesk when recruiting IT professionals in Brazil for international companies.
Looking for IT Professionals in Brazil?
If you need developers, support technicians, or tech specialists who can actually do the job, talk to BrazilDesk.
