Brazil trains more than 50,000 information technology professionals per year. On the other hand, companies from various economic activities are increasingly demanding this highly qualified workforce. How to establish this connection between the two sides? A startup from Curitiba is giving a little help, contributing to eliminate this bottleneck in the innovation area, and reducing selection process costs by 80%.
Founded in 2019, Koud has in its portfolio more than 200 companies from various parts of Brazil that have already used tech recruitment, tech placement, and RPO (recruitment process outsourcing) services – loosely translated as "talent hunting," recruitment, and placing these talents in the market. Koud goes in search of professionals based on each client's specific demand.
This is what explains the founder and CEO of the startup, Frederico Sieck, founder and CEO of Koud. With the shortage of innovation professionals in the market—estimates suggest that the deficit in Brazil will exceed 500,000 by 2029—the demand, competition, and rivalry for opportunities are fierce. Therefore, the search must be thorough and precise.
In this sense, although the first step for this bridge is through technology, the entire subsequent process is humanized, led by a team of specialists responsible for precise research and recruitment. "The first step for Koud is to approach the professional who has the qualities sought by their clients, based on the analysis of their resume, skills, and interests," explains Sieck.
The candidate does not necessarily have to be someone available on the market, looking for a job. On the contrary. Depending on the specificity of the position, it is possible to seek professionals who are employed. If there is interest from them, there is an initial conversation with the candidate, in which we present the hiring company and identify a possible cultural fit (affinity, compatibility of values) between both parties.
With the candidate's interest confirmed and acceptance given, Koud forwards the professional to the company requesting the hire. From then on, she continues the process. "We give a three-month guarantee to the company, and if there is a termination during this period, KOUD re-enters the market and makes a new recommendation free of charge," emphasizes the startup's CEO.
In the allocation service provided by Koud, the procedure is similar. "The difference is that, in this case, we handle the hiring and allocate the professional to the client company. After one year of contract, the company can then directly hire this professional," explains Sieck. This speeds up the hiring process, reduces turnover, and increases the accuracy of the professionals who will join the company's staff, as they already enter aligned both technically and culturally.
Another important advantage: for the company seeking professionals, the service provided by the specialized startup reduces recruitment costs by up to 80% – that is, from job postings and candidate searches, through all recruitment procedures, to hiring. Talent pool and principles of inclusion and diversity are assured by Koud in the provision of the services themselves.
