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The world of tech recruitment is developing much faster than ever, and staying further means understanding the equipment, and the fundamental changes in the mindset that we rent, maintain and increase talent. These are trends that are already affecting how we attract, assess and maintain IT professionals.
recently Tech hiring community conference In Lisbon, organized by Landing. Jobs, many of these subjects came in fast focus, provide Valuable insight into what is further for the technical talent market.
Pay transparency: A legal obligation becomes a strategic benefit
Payment of European Union transparency instructions, ready to be implemented in 2026, will be one Defect effect on how technical employers manage compensation, equity and trustAway from just being a compliance burden, it is a chance to differentiate through clarity and fairness.
Major changes for employers:
- Mandatory Pay limit disclosure In job advertisement
- Ban on asking candidates Current / Previous Salary
- Right to request salary level for employees And average from gender and role
- obligation Stand the salary interval correct With objective criteria (eg, performance, tenure)
- Prohibition of salary confidentiality segments
- Gender pay differences reporting For companies with 100+ employees, and compulsory audit if difference> 5%
Portugal in focus: Although the reporting model of the country is different, Portuguese employers are not discounts. 12.5% unknowingly with gender pay difference (17.7% in the private sector), IT and communication are among the most affected areas. Companies should work when the authorities are alerted, with corrective plans within 120 days.
action steps:
- Review job architecture and pay structures
- Conduct deep pay equity audit
- Create transparent and consistent communication around salary
Pay makes transparency trusts, the employer strengthens branding, and drives long -term retention.
AI in recruitment: Buzzword to backbone
AI is no longer a future concept in HR Tech. it has become basicFrom screening of CVS to structuring interviews and success, AI equipment in modern technology recruitment is becoming essential infrastructure.
The numbers speak for themselves:
- The AI recruitment market is estimated to hit $ 3.67b by 2033 (compound annual growth rate 15.1%)
- HR tech is widely increasing about 25% annually
- 60%+ candidates and employees already use daily AI Tools
But candidates are also developing. Tools such as Jobscan, Resymatch and Zety help to adapt cvs and cover letters. Google interview warmup and interview. Lazy Apply automates 750 individual job applications per day. It moves the dynamic: Candidates are much better equipped, faster and more data-operated than ever.
What does this mean for the recruitment: Efficiency is no longer a differential: Human-focused value. AI can handle the workflows, but the “human premium” is the one that makes a proposal compelling. Sympathy, story, alignment with team culture, these are new frontline of competitive advantage.
Apciling: A strategic reaction to a shortage of talent
In a competitive landscape, companies cannot rely only on external talent acquisitions. The most clever are construction from within. Apscilling is emerging as a main talent strategyNot only for retention, but also for attraction.
Why do people want to learn:
- career progression
- Salary increment
- Work stability
- A sense of belonging
- Real curiosity
Effective Strategy:
- Microlering For speed and access
- stay, Synchronous session For human skills
- Learning club That foster community and knowledge-sharing
- formal certificate And Bootcamp
- Learn self-book Platform For autonomy
A note on freelancers and contractors: 72% of the US tech companies hired gig workers in 2023. It is fine to upscale this segment, but it should not be ignored. As flexible work increases, the contractor development can become a long-term discrimination.
Tech Talent Trends Report 2025: Evolving IT Landscape of Portugal
Landing. Jobs’ Tech Talent Trends Report 2025Launched at the conference, provides a rich data-driven Snapshot of the current status of technical talent in Portugal.
Highlights include:
- 75%+ professionals have 6+ years of experience
- Full remote roles now represent around 50% of technical jobs
- Women’s representation rose by 21.5%, which is the highest till date
- Average salary increased by 14.4%, with global employers pay 48% more
- Gender salary difference compressed from 36% to 29.4%
What does Tech drives to professionals today?
- Salary (22.4%) and Work-Life Balance (19.1%) are still top priorities
- Getting cultural fit traction
- Surprisingly, there has been a slight decline in the progress of learning and career, a possible sign of fatigue or unmatched expectations
For employers, the message is clear: To remain competitive, companies must treat:
- Appropriate compensation
- Authentic growth path
- A strong, transparent culture
… not as allowances, but in the form of non-coach.
Final consideration: Recruitment is being re -written
From legal reforms to technical changes and cultural changes, take hiring is being redefined. The organizations that flourish will be:
- Embrace transparency As a cultural property
- AI efficiency pairing with human sympathy
- Embed Core continuously learning Talent strategy
The Tech Hiring Community Conference showed us that the future of the work is already here. Now it is time to lead as time.
