People-Driven Recruitment in Fintech: Interview with André Sousa and Miguel Teixeira 

The Devexperts vibe is created by its people. Our team is proud of the friendly, supportive, and cooperative atmosphere that inspires our colleagues to grow and develop. And for each new team member, the journey starts with the recruitment process. 

Today we’re talking to Miguel Teixeira and André Sousa, our Portugal-based Recruitment Specialists and Brand Ambassadors. In this interview, they will share their view on the hiring craft in the fintech industry, give their perspective on people-driven recruitment, and provide tips for those considering tech recruitment a career.

What led you to a career in tech recruitment? How did you know Devexperts would be a good fit? 

Miguel (M): Honestly, it just clicked by chance. I was finishing my master’s degree at university but was still unsure what I wanted to do after, so I was trying to figure it out. I was offered an internship in tech recruitment and accepted it, even though I knew nothing about it. I thought technology was the future, and I could learn about it from the inside, so why not? I immediately decided to give it a try.

After working in the industry for a while, I joined Devexperts and immediately felt warm and welcomed. The people I met there didn’t just want to know my professional skills and what I could bring to the company. They wanted to know me. I guess that was the first time I realized I’d fit in.

André (A): Miguel and I have very similar paths. After finishing school, I found a job at a recruitment agency. I’ve never considered recruitment my career, but I accepted it anyway. In the process, I realized that I loved the people part of recruitment: meeting and connecting with individuals worldwide and helping them find jobs.

Working for a recruitment agency and not in-house recruitment, the recruiter doesn’t see what happens to the candidates after hiring. So, I didn’t get to onboard people or see their progress, which I didn’t like. That was the main reason why I decided to interview at Devexperts when I had the opportunity. The recruitment process was thought-provoking, immediately drawing me to the company. Still, I definitely stayed for its culture, mentality, and the opportunity to give back to the people after hiring them.

What are the biggest challenges of working as a tech recruiter? 

M: The tech industry is extremely competitive, not just in Portugal but around the world. People in this field are constantly bombarded with messages from recruiters daily, and they are tired, making our job harder.

We must put in the effort to show talented people that Devexperts is an amazing company, engaging them the first time we interact. Grabbing attention from people whose inboxes are full of similar messages is one of our biggest challenges.

A: The technology industry constantly changes, so we must always be on top of its new requirements and positions. It’s not a one-time chore where you learn everything in one sitting, but something you have to do every once in a while. If you are as passionate about tech as we are, that will not be a problem.

Despite the challenges, there are also some great benefits. Firstly, you develop terrific sales and communication skills, which come in handy in life. Secondly, we get to meet and talk to incredibly talented people from around the world and sometimes make friends with them, no matter if they join the company or not.  

Recruiters are responsible for the first impression of the company. How do you communicate its values to candidates and manage their perceptions?  

M: In a way, we’re presenting the company to candidates and trying to do it as transparently as possible. If you’ve ever been to our office in Porto, you know that our office walls are also transparent, which is a sort of metaphor. 

Our culture is based on mutual support, and we tell our candidates about it. On our team, people share ideas and offer a helping hand to each other when they face problems to grow together. It’s not just our gatherings and events, even though they are wholesome. It’s about the community and atmosphere where people feel comfortable asking for help and are worried about each other. 

Whenever we let candidates know about the company, we do it as openly as possible. It’s easy to “sell” a product that we love, so there’s no need for gimmicks.  

What skills do you consider necessary to succeed as a recruiter, and what is your advice for anyone looking to start a career in recruitment? 

M: The number one skill to have is good communication. Being a good salesperson can also be helpful since you must show people that your company is the best company to work for, showing its best sides.

Another essential aspect isn’t a skill but a personality trait: a recruiter must be people-driven. The candidates you’ll meet along the way aren’t just your KPI metrics, they are actual humans that want to grow and develop, and you should strive to help them. 

A: A good recruiter supports the candidate no matter the outcome. From time to time, some candidates don’t reach the offer stage, and our job is to give them constructive feedback and advice on improving their skills. It’s not rare when the same people apply for our vacancies again after some time and become part of our team!

In addition, if you want to start a career in tech recruitment, you should also be interested in tech and learning about it. You don’t have to learn how to code, but you should know its principles or at least be eager to learn about them. 

What is the most rewarding aspect of being a recruiter? 

A: The most rewarding part of the job is helping other people find the best match or project for them, even if it’s not in our company. Of course, when candidates join the company, we help onboard them and see their progress. It’s also very fulfilling. At the end of the day, the most rewarding aspect of the job is helping others. 

What attracts most candidates to Devexperts? 

M: In general, fintech is getting more complex, and people are attracted to the challenges. Our company offers challenging tasks that push IT specialists to learn and evolve. We believe that creates a buzz in people’s minds when they think of Devexperts, attracting them.

A: The challenge is not the only reason, though. People stay because of the company’s friendly atmosphere and amiable culture. As we said before, our people are very focused on collective growth, which means embracing mistakes and learning from them, collaborating on projects, and, of course, meeting for a couple of beers after work.

Apart from these wonderful perks, each Devexperts R&D center offers a unique package of benefits. Find out more about our open jobs, discover your options, and join the vibe!