Gabriela Moraes started her career as a backend developer before discovering her passion for recruitment, people, and hiring strategies. Today, as a Senior Talent Acquisition Specialist, she blends her technical background with recruitment expertise to build exceptional teams.

Who is Gabi? How did you get into tech recruitment?

If you had told me years ago that I’d go from writing code as a software engineer to analyzing hiring trends and optimizing recruitment strategies, I probably wouldn’t have believed you. But here I am, combining my technical background with my passion for people, helping companies navigate the ever-evolving job market.

I started my career as a software engineer, working hands-on with technology. Over time, I became more interested in the people behind the tech—how teams are built, what makes a great hire, and how companies can attract the right talent. That led me into recruitment, where I’ve had the chance to work with fast-growing startups and global companies, helping them build strong, diverse teams.

Lately, I’ve been diving deep into AI-driven recruitment and prompt engineering, exploring how technology can make hiring smarter. Whether it’s optimizing candidate sourcing through AI or crafting the right prompts to improve AI-driven hiring tools, I love blending my technical expertise with recruitment to create better hiring experiences.

As someone with a strong background in recruitment, what do you consider to be the key traits or skills a tech recruiter needs to succeed?

Being a tech recruiter is a bit like debugging code—you need to understand the system, identify the gaps, and find the right solution. But instead of fixing software, you’re connecting people to opportunities.

6 skills a tech recruiter needs to be successful

1- Know the tech (at least a little) – You don’t need to write code, but you should know the difference between Java and JavaScript. If a hiring manager asks for a backend engineer with Kubernetes experience, you should understand why that matters. This helps you have better conversations with both candidates and hiring teams.

2- Use data, not just instincts – Recruitment today is more than just “having a good eye for talent.” AI tools can scan thousands of resumes in seconds, and hiring trends change fast. Knowing how to use data to improve sourcing, outreach, and hiring decisions is a game-changer.

3- Adapt fast – One day, everyone wants remote work. Next, companies are pushing return-to-office policies. Tech moves quickly, and so do hiring trends. A good recruiter stays ahead of these shifts and helps companies adjust.

4- Be human – The best recruiters don’t just send job descriptions and hope for the best. They understand what candidates are looking for and build real connections. In a competitive job market, small things—like personalising a message or giving honest feedback—make a huge difference.

5- Think outside the job board – Sometimes, the best candidates aren’t actively looking. Maybe they’re building cool side projects on GitHub or answering tough questions on Stack Overflow. Finding talent isn’t always about LinkedIn searches—it’s about knowing where to look and how to spark interest.

6- Use AI (but don’t rely on it too much) – AI is great for automating parts of the hiring process, but it’s not perfect. It can miss great candidates or reinforce biases. The best recruiters know when to use AI tools—and when to trust their own judgment.

At the end of the day, recruiting is about connecting the right people to the right opportunities. And just like debugging, it takes patience, strategy, and a little creativity to get it right.

What do you think are the most significant recruitment trends in the tech industry for 2025?

The hiring landscape is shifting. While companies have more control in the current job market, attracting top tech talent still requires more than just a competitive salary. Candidates are increasingly looking for purpose, flexibility, and a strong company culture—factors that can make a real difference in securing the best hires.

AI is also shaking things up. Companies are using machine learning to filter resumes, predict employee retention, and even conduct initial interviews. But with that comes the challenge of bias, accuracy, and ensuring a fair process. As someone working at the intersection of AI and recruitment, I see this as a huge opportunity to refine how we use technology while keeping the human element at the forefront. It also means we have to adapt. AI and automation are changing how we work, but the essence of recruitment remains the same—finding the right people and making meaningful connections. 

My role now isn’t just about filling roles; it’s about understanding how technology can enhance hiring, ensuring AI is used responsibly, and continuously learning as the landscape evolves. Recruitment today is part science, part art. And that’s what makes it so exciting.

Conclusion

The world of tech recruitment is constantly evolving, and staying ahead means embracing both technology and the human element. From understanding technical roles to leveraging AI responsibly, successful recruiters balance data-driven strategies with personal connections.

As we move into 2025, one thing remains clear: hiring isn’t just about filling roles—it’s about building the right teams, creating meaningful relationships, and adapting to new challenges.

What do you think the future of tech recruitment looks like? And what are your thoughts on Gabriela Moraes’ tips?