hiring Archives - usatoday24

Tech companies don’t want new graduates because they believe that AI is going to annihilate them. IBM is hiring non-stop

February 16, 2026 by usatoday24

The business world is so terrified of AI that recent graduate hiring is in crisis. However, there is a company that is just going in the opposite direction: IBM not only has not frozen these hirings, but is tripling them. And his argument is powerful. IBM wants new graduates. “We are tripling our hiring of junior positions,” explained Nickle LaMoreaux, IBM’s top human resources officer, in a interview at Charter. In fact, he highlighted, those positions they are filling “are for software developers and for all those jobs that they tell us AI can do.” It is a surprising statement, especially considering that the market trend is just the opposite. Unemployment among recent graduates—and among young people—is at record levels in the last decade in the United States. Source: Federal Reserve Bank of New York. The problem of unemployment in Gen Z. The young people of the generation Z (Born between 1997-2012 approximately) face one of the most complex times when looking for a first job. In the United States, the unemployment rate for recent graduates is at 5.6%, the highest in the decade except for the time of the pandemic. Managers of technology companies have been warning for some time that AI is going to greatly impact work, and especially in the field of programming. Junior profiles with a new focuseither. While competitors appear to show growing interest in replacing entry-level positions with automation — 37% plan to do so according to Korn Ferry—, IBM is changing the mentality. Newbie software engineers won’t spend their days chipping away at routine code that an AI can generate. Instead, they will focus on interacting with clients and monitoring model results. AI no longer replaces the junior, but forces him to be more strategic from day one. IBM is not the only one to think this way. Although it seems that the trend towards automation is clear, IBM is not alone in this flight forward. Dropbox is doing the same, and its head of human resources, Melanie Rosenwasser, believes that Gen Z has a fundamental advantage: they are better prepared to work with AI than veterans. According to her, “it’s as if (the young people of Gen Z) were on their bikes in the Tour de France while the rest of us are on training wheels,” she said. on Bloomberg. But. IBM’s move is not without a certain cynicism. The company made this announcement a week after carry out a mass layoff to focus on growth areas. It is as if they have created a revolving door in which they have removed expensive seniority to let in cheaper youth. AI as an amplifier. Be that as it may, the CEO of IBM, Arvind Krishna, defends this strategy – logical – indicating that AI is not a substitute for human capacity, but rather an amplifier. The speech, whether we believe it or not, represents a unique commitment, especially now that companies seem to propose that they will do the same with many fewer employees. For IBM, the bet is on loyalty and knowledge cultivated from the base instead of subordinating everything to algorithms. “Developers, developers, developers!”. At the .NET event that Microsoft organized in 1999, the famous viral moment occurred in which an overexcited and sweaty Ballmer sang that from “Developers, developers, developers!” non-stop. The company was trying to attract talent again with that speech, but in reality that work had been intense years before. Hiring recent graduates worked very well for Microsoft. Steven Sinofsky, who led the development of Windows 7, told on Twitter how Microsoft became what it was thanks to its strategy of hiring recent graduates—even if they had not completed their degree. The development of Office, for example, was especially nourished by these young people, but that strategy was stopped. As Sinofsky explains, “The ‘dark times’ were accentuated by a forced pause in hiring recent graduates, and the consequences were felt five years later.” In Xataka | “They are much more daring”: Gen Z is overturning all labor consensus in its massive entry into work

The fashion among Spanish operators is the ERE. Meanwhile, Digi is hiring more than anyone else

January 13, 2026 by usatoday24

DIGI’s ambition has not been enough to become one of the three largest operators in the country. It also wants to be one of the main job refuges in the national telecom sector. In a context of uncertainty and restructuring, the Romanian operator is close to tripling its workforce while the rest adjust their workforce. Closing 2025. Digi closed last year with 10,200 direct employees in Spain. Data that is better understood if we put it in context. Against the current. While the telecommunications industry shrinks its workforce, destroying more than 14,000 jobs together, Digi does just the opposite: grow in customers and employment. One of the pillars that cements this stage of growth for the company is its first national agreement, signed last November. In it, the conditions of its employees are homogenized and progressive salary increases linked to performance are proposed. what’s happening. Digi’s strategy collides head-on with a classic among large telecos: outsourcing. The Romanian operator has opted for an internalization strategy: While the three large operators in the country have been focused for years on increasing income per customer, Digi is doing just the opposite: taking away customer volume, sacrificing profitability per user. No changes in the short term. Digi’s strategy seems clear: volume over margin and commitment to not outsourcing its services. The plan to become the third operator nationwide continues from strength to strength: In 2022 it managed to take over 60% of portability in Spain. It is currently the fourth national operator, behind Vodafone. While the rest raises prices, Digi maintains them or adjusts them even more. It is on track to become the third largest operator in fiber lines if it maintains its growth in 2026. The big question. Whether or not Telefónica will end up taking over Digi is the big question. The Spanish giant neither confirms nor rules out future purchases and mergers in its growth plan until 2030. For the moment, Digi is an ally: the Romanian operator uses Movistar coverage and infrastructure and will continue to do so for at least 16 years. Image | Digi In Xataka | All teleoperators plan to raise prices in Spain from 2026. All? No: DIGI still resists

The chaos that AI has generated in personnel hiring has revealed a type of hidden talent: “invisible developers”

December 4, 2025 by usatoday24

For years it has been repeated that to have a good work in technology It was necessary to cultivate a good public personal brand and maintain an updated and complete professional profile. However, more and more voices within the technology sector are dismantling that idea, ensuring that many of the most valued developers They don’t do any of that. They are not going to apply to dozens of job offers or optimize their visibility. “Invisible developers” are simply brilliant at their job. This invisibility is something that was put on the table Gergely Oroszengineer, analyst and author of ‘The Software Engineer’s Guidebook’ in a recent message in his X profile, in which he pointed out that this profile of “invisible developers” flies under the radar “the only way to find them is through references and specific searches”, assured the expert Candidates with AI have broken everything. The increase in responses generated by AI to job offers has completely broken the hiring system. They explained it perfectly from the Manfred technological employment platform, where a few years ago they received between 20 and 50 applications a day for each job offer, and now they receive more than 500. Various recruiters they explained on Reddit that this saturation of applications lowers the average quality of the applications and makes it difficult to detect real talent through this route. The situation is so extreme that, as Orosz indicated in an analysis from the tech job market posted on his blog, “many companies hire most engineers through contacts and referrals.” Internal recommendations matter more than ever. In this saturated scenario in which true talent goes unnoticed, word of mouth has become the most reliable hiring filter. It is estimated that around 80% of existing job offers are not made public and are filled internally or through references and recommendations from the employees themselves. In fact, many companies use referral incentives among their employees so that, when a vacancy opens, they recommend their former colleagues and acquaintances as candidates. As Orosz details in his analysis, recruiters increasingly look for candidates more among the pages of their agenda than among the applications that come to them. The myth of the hypervisible developer. Public attention usually focuses on profiles with a lot of activity on networks or with highly visible projects. However, different examples and testimonies reveal the rising trend of “invisible developers”: brilliant workers at their job with little or no activity on their public profiles. A clear example is found in the message published by Max Spero, co-founder of the AI company Pangram, in which he compares the GitHub contribution profile of an unemployed 22-year-old developer, full of activity and contributions, and that of a prominent Google engineer, with a practically empty history. In response to that post, Konstantin K, a software developer from San Francisco, confirmed Spero’s message. “The top 1% of engineers I’ve worked with over the past 10 years didn’t have GitHub, LinkedIn or LeetCode, they don’t speak at conferences or publish podcasts. But they built systems that no one else can,” he wrote. Trust networks between colleagues. Other testimonialsamong which Orosz is also foundreinforce this idea of ”invisible developers” and agree that the most effective way to open job doors in the future is to be valuable to colleagues in the present. “From the outside you cannot know how good an engineer this person is until you ask former colleagues. There are many cases like this,” wrote Orosz in X. Even academic research suggest that internal networks—those formed by real collaborations, not superficial digital connections—have a direct impact on career opportunities. In other words, the professional prestige that these “invisible” employees generate within the teams in which they participate weighs more than any public presence and their colleagues become their guarantors to obtain a job in the future. Real contact in a digital setting. It is still paradoxical that, faced with the saturation of digital channels and the implementation of AI-based systems, the technology sector is returning to a classic model: relying on real recommendations to reduce uncertainty. Research reveals that recruiters prefer to spend time on references validated by employees or former colleagues, rather than analyzing hundreds of clone resumes generated with AI. In Xataka | Job interviews have always been a game of cunning: AI is just taking things to another level Image | Unsplash (Vitaly Gariev)

Big Tech do not stop saying goodbye to their engineers. In parallel, they have stepped on the accelerator in the hiring

September 3, 2025 by usatoday24

The labor market for software engineers in 2025 is going through A disconcerting phase. While many companies are running Great rounds of layoffs And vacancies take longer to cover themselves, the great technological have stepped on the accelerator in their hiring registering a moderate increase in recent months. With the aim of understanding this phenomenon, Gergely Oroszengineer, analyst and author of ‘The Software Engineer’s Guidebook’ has crossed data from different technological employment platforms to offer a detailed analysis of the labor market in 2025. The result shows a panorama in transformation, in which traditional rules seem to have changed and Big Tech movements point to a future very marked by AI. Boom in layoffs, but also in hiring. Just check quickly The newspaper library recent to discover that technology companies are executing Dismissal rounds In his templates. According to dataFrom the Trueup platform, in what we have been counted about 141,000 dismissals Among the great technology. The estimates are that 2025 closure with 210,000 layoffs that, despite being many, are below the 430,000 layoffs that were recorded in 2023 or 239,000 of 2024. Dismissal figures in the technology sector However, those same companies are the ones that are most hiring in recent months, registering a Mild up rising trend in the total of new offers in the labor market. The reason: these layoffs are not due to economic difficulties, but because companies have changed their business goals and are reorieting their templates. Companies such as Apple (2,177 vacancies), IBM (1,924 vacancies), Amazon (1,794 vacancies) and Oracle (1,394 vacancies) are the ones that have registered the most vacancies, according to the data revealed by Orosz. Zuckerberg has taken the wallet. In case the latest movements of Millionaire signings in AI They leave a doubt, goal is the company that is hiring the most engineers, with an increase of 19% compared to its 2022 template.Google and Apple show a somewhat more leisurely rhythm in hiring, although they increase their templates with new hiring at a rate of 16% and 13% respectively with respect to 2022. Amazon and Microsoft later began their Pivotage to AIand their figures are maintained below 8%, although the last restructuring movements Of both companies, they point out that, in the face of the last quarter, that percentage will tend up. Who is hired. Big Tech are immersed In a race For immediate profitable Investments in AI. So the profile that is being demanded most is the IA engineer profile that, According to data In Trueup, it has increased by 278.5% since its lowest point in 2023 and currently has 24,957 vacancies open. The hiring data also reveal that the profile most demand IA -oriented specialtiesbut they are the engineers who already have a certain experience (with 27,864 vacancies available) or already with a senior profile (with 22,477 published employment offers). Orosz’s analysis data reveal that the seniors engineers of ia will cover those vacancies, They will leave Big Tech Consolidated such as Google, Meta, Apple or Microsoft, joining projects in the new heavyweights of AI such as OpenAi, Anthropic or XAI, as well as other emerging unicorns. The AI recover the work remote and sacrifices the bosses. According to data published by Orosz, the volume of offers of remote employment has fallenRegarding the previous year. However, the exception of the brand again the engineering of AI, where the urgency to recruit talent causes a relatively high number of vacancies to be maintained with the possibility of remote work. In parallel, the leadership positions in engineering are seen increasingly limited. Amazon has significantly reduced the engineering managers roles. For its part, almost all Big Tech – with the exception of Apple— They have trimmed the creation of positions of director or intermediate positions. This adjustment responds to a reorganization of internal structures, such as the one that has launched Googlethat prioritize smaller and agile equipment. In Xataka | Google Deepmind has made possible the dream of some employees: charging without working Image | Flikr (Village Global). Goal, Wikimedia Commons (EESAN1969), Trueup

The rent has risen so much in Galicia that its beaches have problems hiring something fundamental: lifeguards

June 9, 2025 by usatoday24

The tourism industry has faced for a long time A worrying dilemma In Spain (as in other countries): as its main destinations grow and gain attractive, The price goes up of the accommodation, which makes things more and more difficult for workers who support the sector. We have seen it In Tenerifewhere there are hoteliers who are forced to Sleep in caravans For the high cost of rentals. And we see it now In Galiciawhere housing is affecting an even more sensitive group: lifeguards. Although in the official registry of the community there are registered Thousands of lifeguards Prepared to monitor the beaches, some locations are costing to sign them. And one of the reasons is the high price of rentals on the coast. Costs. The news He has revealed it The Galician mail: Although the official registration of the Xunta has more than 4,500 inscribed lifeguards, a record that exceeds 13% to those accounted for in 2024, there are areas of Galicia in which it is not easy to “sign” professionals. It is not a general something. In fact there are municipalities that have covered their vacancies well. But there are certain points in the region in which not even this abundance assures them to find vigilantes. And what is the reason? There are several factors at stake. Input, how the population is distributed. Not all municipalities have the same bag of inhabitants and, therefore, of neighbors with the lifeguard title willing to cover sand sands that remain close to their homes. Another key is working conditions. The salaries are around 1,200 euros per month, according to Precise The Galician mailand they are hired for very short periods, from two to three months. These circumstances lead to professionals who choose to move to other more southern or warm destinations, such as the Canary Islands or Andalusia, in which they can opt for six -month jobs or for full years. To solve it there are those who even has raised The possibility of betting on “a permanent body” of lifeguards who cover the heat months, more extensive. Another handicap that affects the sector is the bureaucracy: the longer the aid takes, the greater the risk that the lifeguards have sought alternatives. Housing slopes. The above are, together with the regulatory issues of the sector, the factors that have marked the guild in Galicia in recent years and explain that the region has suffered shortage of lifeguards. Now one more factor comes into play. The mail assures that this summer the consistors are proving easier to sign vigilants, but where the reason has been found with difficulties is another: the housing price, In full climb. The general price increase in Galicia as a whole, 7.1% in the last year According to idealistadded to the high seasonal demand of coastal destinations during the summer months, Galician lifeguards who have to leave their locality and rent a floor. In practice that hinders hiring in localities that have to ‘import’ lifeguards out. Is the house so expensive? A few days ago Technitas published A report in which he points out that an 85 m2 apartment on Riazor beach (A Coruña) reaches € 1,400 per week, one hundred more than last year. In Vicedo (Lugo) a 65 m2 floor costs 650 euros, one hundred more than a year ago, and in O Grove (Pontevedra) a 75 m2 house requires a disbursement of 950 euros per week. The report speaks of vacation leases, but that scenario fully affects seasonal professionals who, like lifeguards, seek accommodation for a few months. Beyond Galicia. It is not a problem that affects only Galicia. Recently Antena3 He spoke With José Luis, a lifeguard who has been in Ibiza for 25 years and who has not left any choice but to buy a caravan to have a place to live. Renting an apartment is discarded, he explains, because it costs more than he earns with his watchman work. Even the caravan option begins to complicate. “Being in a campsite costs me about 1,800 euros per month.” “This is something that happens throughout Spain and the most affected places are the ones with the greatest tourist influx, such as Balearic Islands, Valencian Community and some areas of Andalusia and Catalonia,” Confirm to The mail José Palacios, coordinator of the Research Group in Aquatic Activities and Saporrism and President of DEAC, the entity responsible for granting the blue flags to the sand. Healing in health. To make sure they will have lifeguards there are consistories that directly choose to form them. This is the case of Ribeira, in the Barbanza region, which in 2024 and 2025 He has conducted courses Own who have allowed him to prepare the young people who will be in charge of controlling the sands of the region. Another strategy to prevent them from opting for less seasonal destinations is to expand their work period: instead of hiring them in July, they are incorporated into their positions in June, when many beaches of Galicia begin to fill. Images | Pedro Dias (Flickr) and Carmelo Peciña (Flickr) In Xataka | “Fodechinchos Free”: in a bar in Galicia Tourism Fobia is being redirected against the Spaniards of other regions

If the question is what recruiters are set when hiring, a study has given the answer: experience and attitude

January 31, 2025 by usatoday24

Labor trends are changing depending on the needs of companies and, with them, the skills and characteristics that The recruiters look In the new candidates. In the same way that there are warning signs during the selection process that automatically make recruiters Discard candidatesthere are also other characteristics that make them win many points. Take care of your curriculum because they will read it The Sumume Genius Employment Platform has prepared A survey in which he has asked 625 managers and managers of the Human Resources Department in the US. The survey data reveal that, when a candidate’s curriculum reaches his hands (probably after a First filtering by AI) dedicate time to Review knowledge and skills of the candidate. 78% of recruiters and managers claimed to dedicate more than a minute to review each curriculum before moving to another candidate. This time is much higher than the one that was used to employing in large companies, where the candidate’s curriculum was valued In just six seconds. 57% of those responsible for hiring in companies dedicate from one to three minutes for each curriculum. At the ends we find 22% of the recruiters who dedicate less than a minute to discard or accept each curriculum, while 21% takes it easy and dedicated more than three minutes to know the Skills and knowledge of candidates. By age range, they are the most veteran recruiters of the Babyboom generation who spends the most time to Examine each curriculum. 37% of those responsible for hiring this generation claims to dedicate more than three minutes, compared to 24% of generation X recruiters, 19% of the generation or only 16% of generation Z. If the position you postulate is in a technology company, the attention to the curriculum It intensifies. The recruiters of this sector claim to use more time by reviewing the training of candidates and their skills. 51% of these recruiters use between one and three minutes in each curriculum, and the percentage that dedicates more than three minutes amounts to 28% in this sector. More skills and less “titulitis” One of the most important changes in the hiring trend that has occurred in recent years, has been the change in priorities when considering the candidate For a vacancy. While a decade ago The degree was much more taken into account Academic, over time it has been losing ground to leave space to other values such as experience, attitude or soft skills (soft skills). In fact, 48% of respondents claimed not to have hired suitable candidates, but who lacked these skills. Surprisingly, although the sections of “work experience” and “education” still have an important weight in the assessment of candidates, 57% of recruiters affirm that the “hobbies and interest” section is between one of the three sections With more weight of the curriculum. Those responsible for recruiting in this section additional information About personality and values of the candidate, something that is not always conditioned by the academic level. So much so, that 43% of recruiters said not to demand a title of a prestigious institution to consider a candidate, but 54% would not take it into account if they did not have soft skills or a positive attitude during their interview. The commitment to Gene generation values makes 36% of recruiters belonging to this generation give great importance to this section, so it is expected that in future weight in decision making on hiring. 43% of recruiters ensure that for them it is a very good signal appreciate enthusiasm or positive attitude to the position or to the company. On the other hand, 63% believe that detecting that the candidate is lying in his answers, if he uses inappropriate language, or criticizes his previous partners or employers, is sufficient reason for discard it immediately. In Xataka | If your chair holds in a job interview, it is no accident: they are evaluating more than your curriculum Image | Pexels (Sora Shimazaki)

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