Specialized Tech Recruitment
Hiring in tech isn’t about filling a seat — it’s about getting the stack, the level, and the fit right the first time. HUNT IT does active hunting, technically validates every candidate, and delivers a shortlist in 5 to 15 business days. Fifteen years recruiting exclusively for technology.
Why generalist recruitment fails in technology
Every company that has hired tech through a generalist HR team knows the script: the recruiter filters résumés by keyword, sends ten profiles, the technical team rejects nine, and the process starts over. Three months later the role is still open and the project is still behind.
The problem isn’t lack of effort. It’s that tech recruitment requires understanding what you are evaluating.
The people with the skill aren’t job hunting
Most strong technology professionals are employed and content. They don’t respond to job ads — they have to be found, approached, and convinced. That’s active hunting, not screening a résumé database.
A similar stack is not an equivalent stack
Java with Spring Boot and microservices on AWS is one professional. Legacy Java on an on-premise monolith is another. A recruiter who doesn’t understand that difference delivers both as if they were the same profile — and the cost of the mistake lands on your technical team.
Seniority in tech isn’t measured in years served
There are mid-level engineers who solve problems better than a senior who spent ten years repeating the same task. Without real technical assessment, seniority is just a line on a résumé.
The market moves fast and good candidates are in a hurry
A senior developer in a process typically has other offers in play. A process that takes four weeks loses the candidate to whoever closed in one. Speed isn’t a convenience — it’s a hiring requirement.
What HUNT IT does differently
Recruiters organized by technical vertical
HUNT IT doesn’t have a generic “IT recruiter.” It has squads separated by area of expertise:
→ See every area and technology we cover
Active hunting, not job ads
The search happens where the professionals actually are: our proprietary database, LinkedIn, GitHub, technical communities, and a referral network built over 15 years. Hunting is included — it isn’t billed as an add-on service.
Technical validation before they reach you
Every shortlisted candidate goes through an in-depth technical interview and a cultural fit assessment. You receive an assessment per candidate, covering strengths, risks, and aligned salary expectations. Your technical team interviews to decide, not to filter.
AI to accelerate, people to decide
We use artificial intelligence for mapping, profile matching, and organizing our database, which cuts down search time. Assessing seniority and fit is still done by a specialist recruiter.
The HUNT methodology: how it works in practice
Technical briefing and alignment
A meeting with the technical manager, not only with HR. We define the required versus desirable stack, the real level, the market salary range, the contracting model (CLT or PJ), and the format (on-site, hybrid, remote).
Market mapping
We identify who and where the professionals matching your profile are, at which companies, and in what salary range. You get that read before the first interview.
Active hunting and outreach
Active sourcing with personalized outreach. The message that attracts a senior data engineer is not the one that attracts a mobile developer.
Technical and behavioral assessment
In-depth interviews on hard skills, soft skills, and cultural fit. We screen candidates out before they cost your technical team time.
Shortlist with assessment
The strongest profiles delivered in 5 to 15 business days, each with a dossier: background, technical validation, salary expectation, availability, and our recommendation.
Closing and follow-up (90-day guarantee)
Support negotiating the offer and follow-up through onboarding. A 90-day guarantee with a free replacement if the professional doesn’t work out.
How you can engage us
Not every technology need is solved the same way. Choose the format based on the volume and urgency of your hiring.
One-off Recruitment and Selection
For companies with one or a few specific roles. You pay per position filled. Ideal for critical hires, with no cost for the search or the interviews.
More about R&S →RPO — Recruitment Process Outsourcing
For companies hiring tech continuously. HUNT IT operates as an extension of your HR team, with a dedicated recruiter, a defined SLA, and a cost per volume that is more efficient than the one-off model.
More about RPO →Market Mapping
Not every need starts with a hire. If you need to know what it costs to build a team, where the talent is, or whether your salary range is competitive, market mapping delivers that diagnosis on its own.
More about Market Mapping →Where we operate
Our own offices in São Paulo (Av. Paulista, 575) and Porto Alegre (Av. Mostardeiro, 322), recruiting across all of Brazil and working remotely with international clients.
For companies based outside Brazil, we run the full process remotely and handle the local context — contracting models, salary benchmarks, and timezone alignment — so your team only deals with the shortlist.
Resources for companies hiring in Brazil
We publish our criteria and our market reading openly. If you want to understand the landscape before hiring — with or without us:
- The complete guide to hiring tech talent in Brazil
- Nearshore vs. offshore: why US companies choose Brazil
- How much does it cost to hire a Brazilian developer?
- PJ vs. CLT: how hiring actually works in Brazil
- Timezone advantage: Brazil vs. Asian outsourcing
- Remote hiring in Brazil: a step-by-step guide
- Brazilian tech culture: what to know before hiring
Results
Real hires led by HUNT IT, with measured timelines and outcomes.
Frequently asked questions
What is specialized tech recruitment?
It is recruitment led by professionals who work exclusively in the technology market and know its stacks, roles, and salary ranges. The practical difference from generalist recruitment is the ability to assess a candidate technically before presenting them, and to actively source professionals who are not applying to job ads.
How long does it take to receive the first candidates?
The shortlist is delivered 5 to 15 business days after the technical briefing. Leadership roles or very rare stacks can take longer, and in those cases the timeline is agreed at the start of the process.
How does pricing work?
In the one-off model, you pay per position filled, with no cost for the search, the mapping, or the interviews. In the RPO model, pricing is based on contracted volume. Hunting is always included.
Is there a guarantee if the professional doesn’t work out?
Yes. A 90-day guarantee: if the hired professional leaves or doesn’t adapt within that period, HUNT IT replaces the hire at no additional cost.
Do you recruit for remote roles and across all of Brazil?
Yes. We have offices in São Paulo and Porto Alegre and run remote, hybrid, and on-site processes throughout the country.
Can you work with companies based outside Brazil?
Yes. We work with international companies building tech teams in Brazil, running the entire process remotely and advising on the contracting model that fits your structure.
Do you hire under CLT and PJ?
We work with both models. During the briefing we assess which one best fits the profile and the intended salary range, taking into account the impact on the total cost of the hire.
What is the difference between HUNT IT and HUNT RH?
HUNT IT is the division dedicated exclusively to technology. HUNT RH covers the other areas, such as executive search, engineering, legal, supply chain, sales, and HR.
Do you work with startups or only large companies?
Both. A startup scaling a squad usually benefits from the RPO model; an established company with a critical opening tends to use one-off recruitment and selection.
Need to hire technology with technical precision?
Talk to a HUNT IT specialist. We reply within the same business day, and the technical briefing can be scheduled this week.
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