:root{
\n –hit-primary:#00376f;
\n –hit-accent:#0284c7;
\n –hit-text:#1e293b;
\n –hit-muted:#64748b;
\n –hit-bg-soft:#f8fafc;
\n –hit-border:#e2e8f0;
\n –hit-radius:16px;
\n}
\n.hit-sec{max-width:1120px;margin:0 auto;padding:48px 20px}
\n.hit-sec–soft{background:var(–hit-bg-soft);border-radius:24px;margin-top:24px;margin-bottom:24px}
\n.hit-sec h2{color:var(–hit-primary);font-size:clamp(1.6rem,3vw,2.2rem);line-height:1.25;font-weight:900;margin:0 0 16px}
\n.hit-sec h3{color:var(–hit-primary);font-size:1.2rem;font-weight:800;margin:0 0 10px}
\n.hit-sec p{color:var(–hit-text);line-height:1.75;margin:0 0 16px}
\n.hit-lead{color:var(–hit-muted);font-size:1.05rem;max-width:75ch;margin-bottom:32px}
\n.hit-grid{display:grid;gap:24px}
\n.hit-grid–2{grid-template-columns:repeat(auto-fit,minmax(320px,1fr))}
\n.hit-grid–3{grid-template-columns:repeat(auto-fit,minmax(280px,1fr))}
\n.hit-grid–4{grid-template-columns:repeat(auto-fit,minmax(220px,1fr))}
\n.hit-card{background:#fff;border:1px solid var(–hit-border);border-radius:var(–hit-radius);padding:28px;box-shadow:0 4px 12px rgba(0,0,0,0.03)}
\n.hit-card__ico{font-size:1.8rem;line-height:1;margin-bottom:14px;display:block}
\n.hit-card p{color:var(–hit-muted);font-size:.97rem;margin:0}
\n.hit-card__link{display:inline-block;margin-top:16px;color:var(–hit-accent);font-weight:700;text-decoration:none}
\n.hit-card__link:hover{text-decoration:underline}
\n.hit-linklist{list-style:none;padding:0;margin:0;display:grid;gap:12px;grid-template-columns:repeat(auto-fit,minmax(300px,1fr))}
\n.hit-linklist a{display:block;padding:16px 20px;background:#fff;border:1px solid var(–hit-border);
\n border-left:4px solid var(–hit-accent);border-radius:12px;color:var(–hit-primary);
\n text-decoration:none;font-weight:600;transition:.18s}
\n.hit-linklist a:hover{background:var(–hit-bg-soft);transform:translateX(4px)}
\n.hit-faq{border-bottom:1px solid var(–hit-border);padding:24px 0}
\n.hit-faq:last-child{border-bottom:none}
\n.hit-faq h3{margin-bottom:10px;font-size:1.15rem;color:var(–hit-primary);font-weight:800}
\n.hit-faq p{color:var(–hit-muted);margin:0;line-height:1.7}<\/p>\n
<\/p>\n \n Hiring in tech isn’t about filling a seat \u2014 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.\n <\/p>\n <\/p>\n <\/p>\n Every company that has hired tech through a generalist HR team knows the script: the recruiter filters r\u00e9sum\u00e9s 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.<\/p>\n \n The problem isn’t lack of effort. It’s that tech recruitment requires understanding what you are evaluating.<\/span>\n <\/p>\n Most strong technology professionals are employed and content. They don’t respond to job ads \u2014 they have to be found, approached, and convinced. That’s active hunting, not screening a r\u00e9sum\u00e9 database.<\/p>\n<\/p><\/div>\n 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 \u2014 and the cost of the mistake lands on your technical team.<\/p>\n<\/p><\/div>\n 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 r\u00e9sum\u00e9.<\/p>\n<\/p><\/div>\n 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 \u2014 it’s a hiring requirement.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n <\/p>\n HUNT IT doesn’t have a generic “IT recruiter.” It has squads separated by area of expertise:<\/p>\n \u2192 See every area and technology we cover<\/a><\/p>\n 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 \u2014 it isn’t billed as an add-on service.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n <\/p>\n 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).<\/p>\n<\/p><\/div>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n Active sourcing with personalized outreach. The message that attracts a senior data engineer is not the one that attracts a mobile developer.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n In-depth interviews on hard skills, soft skills, and cultural fit. We screen candidates out before they cost your technical team time.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n The strongest profiles delivered in 5 to 15 business days, each with a dossier: background, technical validation, salary expectation, availability, and our recommendation.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n Support negotiating the offer and follow-up through onboarding. A 90-day guarantee with a free replacement if the professional doesn’t work out.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n <\/p>\n Not every technology need is solved the same way. Choose the format based on the volume and urgency of your hiring.<\/p>\n 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.<\/p>\n More about R&S \u2192<\/a>\n <\/div>\n 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.<\/p>\n More about RPO \u2192<\/a>\n <\/div>\n 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.<\/p>\n More about Market Mapping \u2192<\/a>\n <\/div>\n<\/p><\/div>\n<\/section>\n <\/p>\n Our own offices in S\u00e3o Paulo (Av. Paulista, 575)<\/strong> and Porto Alegre (Av. Mostardeiro, 322)<\/strong>, recruiting across all of Brazil and working remotely with international clients.<\/p>\n For companies based outside Brazil, we run the full process remotely and handle the local context \u2014 contracting models, salary benchmarks, and timezone alignment \u2014 so your team only deals with the shortlist.<\/p>\n \u2192 Read the complete guide to hiring tech talent in Brazil<\/a><\/p>\n<\/section>\n <\/p>\n We publish our criteria and our market reading openly. If you want to understand the landscape before hiring \u2014 with or without us:<\/p>\n <\/p>\n Real hires led by HUNT IT, with measured timelines and outcomes.<\/p>\n See all case studies \u2192<\/a><\/p>\n<\/section>\n <\/p>\n 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.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n Yes. We have offices in S\u00e3o Paulo and Porto Alegre and run remote, hybrid, and on-site processes throughout the country.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n HUNT IT is the division dedicated exclusively to technology. HUNT RH<\/a> covers the other areas, such as executive search, engineering, legal, supply chain, sales, and HR.<\/p>\n<\/p><\/div>\n 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.<\/p>\n<\/p><\/div>\n<\/section>\nSpecialized Tech Recruitment<\/h1>\n
\n See the Methodology \u2193<\/a>\n <\/div>\nWhy generalist recruitment fails in technology<\/h2>\n
The people with the skill aren’t job hunting<\/h3>\n
A similar stack is not an equivalent stack<\/h3>\n
Seniority in tech isn’t measured in years served<\/h3>\n
The market moves fast and good candidates are in a hurry<\/h3>\n
What HUNT IT does differently<\/h2>\n
Recruiters organized by technical vertical<\/h3>\n
Active hunting, not job ads<\/h3>\n
Technical validation before they reach you<\/h3>\n
AI to accelerate, people to decide<\/h3>\n
The HUNT methodology: how it works in practice<\/h2>\n
Technical briefing and alignment<\/h3>\n
Market mapping<\/h3>\n
Active hunting and outreach<\/h3>\n
Technical and behavioral assessment<\/h3>\n
Shortlist with assessment<\/h3>\n
Closing and follow-up (90-day guarantee)<\/h3>\n
How you can engage us<\/h2>\n
One-off Recruitment and Selection<\/h3>\n
RPO \u2014 Recruitment Process Outsourcing<\/h3>\n
Market Mapping<\/h3>\n
Where we operate<\/h2>\n
Resources for companies hiring in Brazil<\/h2>\n
\n
Results<\/h2>\n
Frequently asked questions<\/h2>\n
What is specialized tech recruitment?<\/h3>\n
How long does it take to receive the first candidates?<\/h3>\n
How does pricing work?<\/h3>\n
Is there a guarantee if the professional doesn’t work out?<\/h3>\n
Do you recruit for remote roles and across all of Brazil?<\/h3>\n
Can you work with companies based outside Brazil?<\/h3>\n
Do you hire under CLT and PJ?<\/h3>\n
What is the difference between HUNT IT and HUNT RH?<\/h3>\n
Do you work with startups or only large companies?<\/h3>\n