Carles Font: “The successful Headhunter is the one who tells the truth very well.”

Carles Font Talent Q-tech

We interview Carles Font, CEO and Partner at Q-tech, a recruiting company that specializes in selecting IT professionals with over twenty years of experience to talk about candidates, attracting talent, how the talent market is changing and what is currently the role of salary in attracting talent.

What should all the candidates you are looking for have?

Technical knowledge is very important when making technology, it is obvious, but it is worth saying. However, if we set aside the technical conditions, which in the end are or are not, there is a factor that we could define as the personal skills of the individual which is crucial. Being focused on doing things with desire and quality is very important in our lives, not just in the technological realm.

A person who is motivated to do their job, who has a predisposition to get things done right and improve, is the raw material to grow. In the end, technology can be taught, but skills and aptitudes are something you have to put yourself as a candidate.”

“A person who is motivated to do their job, who has a predisposition to get things done right and improve, is the raw material to grow.”

What’s the biggest difficulty you encounter when it comes to attracting talent?

Today in the technology sector there is brutal pressure on the labor market. There are many companies looking for and very little supply of professionals. So much so that nowadays, on many occasions, professionals are sought who are even happily working. There is a very high need inflation and therefore very high wage inflation and a growing recruitment dynamic that is limited to filling positions very quickly. 

Faced with this scenario, the companies dedicated to hiring tech profiles find it difficult to understand which positions have a long-term projection, which are the interesting projects, and which is not to plug a hole very quickly. Once this has been discerned, the right candidates must be found for the profiles, transmitting the information to them and trying to convince them in a very sincere way how these offers fit into their personal and professional trajectories. The successful Headhunter is not the one who cheats very well but the one who tells the truth very well.

“The successful Headhunter is not the one who cheats very well but the one who tells the truth very well.”

The talent market seems to have changed a lot in recent times. What changes have you noticed recently?

At this time there has been a change in trend in terms of what companies and candidates offer and demand. Most companies are currently offering a hybrid model of part-time work with three days of telework and two face-to-face or vice versa. This was unthinkable two years ago and now this has become a requirement.

On the other hand, the remote sheet is also being implemented strongly and it seems that it could have between 20% or 30% presence in the market. For example, there are many companies that are currently based in Barcelona, ​​Bilbao, Madrid, London, New York, or Amsterdam and are recruiting remotely inside and outside their country. This has put more pressure on senior profiles who are already independent and ready to work autonomously and at the same time slowing down the evolution of junior profiles who may not have all the skills to work remotely.

To all this, we must add the international offer. For example, several companies in New York, San Francisco, London, Amsterdam, and Berlin ask us for people with specific abilities, difficult to find. These positions to be filled elsewhere are remunerated with more than 30% of the salary they would pay, for example, in Barcelona. The market is changing very quickly.

“The remote sheet is also being implemented strongly and it seems that it could have between 20% or 30% presence in the market.”

In this changing landscape, what is the role of salary in attracting digital talent?

Salary about ten years ago was the most important thing in motivating a decision making. However, for some time now, salaries, without losing importance, have shared prominence with aspects such as social benefits, flexibility of hours, the projects they will work on, the equipment, or the technology to be used. With the advent of the remote, the growing competition between companies for the digital talent market, and the increasing digital presence and digitization that has led to a greater demand for engineers, the salary seems to have been the undisputed protagonist again. 

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