En el sector tecnológico hablamos mucho de diversidad. Pero cuando bajamos al proceso de selección… muchas veces seguimos haciendo lo mismo de siempre.
Hablar de diversidad no significa “cumplir una cuota”. Se trata de diseñar procesos de selección más inteligentes, más inclusivos y, sobre todo, más efectivos para atraer talento.
Además, cada vez hay más evidencia de que la diversidad tiene un impacto real en el negocio. Diferentes estudios muestran que los equipos diversos suelen tener mejor rendimiento financiero, menor rotación y un clima laboral más positivo.
Construir equipos diversos (en edad, género, origen o trayectoria profesional) es un proyecto estratégico que empieza desde el primer paso: la búsqueda y selección de talento. A continuación, te contamos cómo hacerlo de forma práctica.
Redacción inclusiva de job descriptions
La descripción de un puesto es muchas veces el primer punto de contacto con el talento. Y, sin darnos cuenta, podemos estar excluyendo candidatos antes incluso de que decidan aplicar.
Algunos errores comunes:
- Usar lenguaje excesivamente masculino o competitivo (“rockstar”, “ninja”, “crack”).
- Incluir listas interminables de requisitos “nice to have” como si fueran obligatorios.
- Exigir años de experiencia que no son realmente necesarios.
- Priorizar universidades o empresas “élite” sin una justificación clara.
Según datos de LinkedIn, las mujeres tienden a aplicar a un puesto solo cuando cumplen casi el 100% de los requisitos, mientras que muchos hombres lo hacen cumpliendo aproximadamente el 60%.
¿Qué podemos hacer para mejorar?
- Utilizar lenguaje claro y neutro.
- Diferenciar bien entre requisitos obligatorios y deseables.
- Enfocar la descripción en el impacto del rol y las responsabilidades, no solo en las tecnologías.
- Hablar de flexibilidad, desarrollo profesional y cultura de aprendizaje.
Y una pregunta clave al redactar una oferta:
¿Estoy buscando a la persona perfecta o a alguien con potencial para crecer en el rol?
Eliminación de sesgos inconscientes
Un sesgo cognitivo es una interpretación inconsciente que puede distorsionar nuestra percepción y nuestras decisiones.
Un ejemplo sencillo: imagina que vas a conocer a la profesora de infantil de tu hija y te encuentras con Jorge, un profesor. Si tu primera reacción es sorpresa, probablemente estabas proyectando una expectativa previa. Eso es un sesgo.
Todos tenemos sesgos. Es algo humano. Lo importante es ser conscientes de ellos y diseñar procesos que los reduzcan.
En selección tech, algunos de los más comunes son:
- Sesgo de afinidad: “me recuerda a mí cuando empecé”.
- Sesgo de confirmación: buscar información que confirme nuestra primera impresión.
- Sesgo de prestigio: valorar más ciertos nombres de empresas o universidades.
- Sesgos de género o edad.
Investigaciones de McKinsey & Company muestran que las organizaciones con equipos más diversos suelen tomar mejores decisiones y obtener mejores resultados financieros.
Algunas buenas prácticas para reducir sesgos:
- Estandarizar las preguntas para todos los candidatos.
- Definir criterios de evaluación antes de empezar las entrevistas.
- Evitar decisiones basadas únicamente en el “feeling”.
- Realizar evaluaciones individuales antes de discutirlas en grupo.
En resumen, se trata de pasar de opiniones a evidencia.
Evaluaciones basadas en habilidades
En tecnología, el talento no siempre sigue un único camino. Hoy encontramos profesionales que llegan desde bootcamps, formación autodidacta, cambios de sector o cursos online.
Si seguimos filtrando únicamente por empresa anterior o título universitario, corremos el riesgo de dejar fuera a perfiles muy valiosos.
¿Cómo evaluar mejor el talento?
- Diseñar pruebas técnicas realistas, relacionadas con el día a día del rol.
- Plantear casos prácticos en lugar de exámenes teóricos complejos.
- Evaluar capacidad de resolución de problemas y pensamiento crítico.
- Realizar revisiones técnicas anónimas cuando sea posible.
Durante años, comunidades como Stack Overflow han demostrado que las habilidades técnicas no siempre están ligadas a una trayectoria profesional tradicional.
Contratar basándose en skills amplía el acceso al talento sin bajar el nivel de exigencia.
Paneles de entrevista diversos
Cuando todas las personas que participan en el proceso de entrevista tienen perfiles similares, es más probable que terminen seleccionando candidatos parecidos a ellos.
Contar con un panel de entrevistas diverso ayuda a:
- Reducir sesgos.
- Incorporar diferentes perspectivas.
- Mejorar la experiencia del candidato.
- Reforzar la marca empleadora.
La diversidad no se limita al género. También puede incluir seniority, background técnico, nacionalidad o experiencia profesional.
Y algo importante: preparar al panel es tan importante como elegirlo. Por eso es recomendable que los equipos de talento y RRHH ofrezcan formación en entrevistas, diversidad y buenas prácticas a las personas que participan en el proceso.
Conclusión
La diversidad y la inclusión no son un “extra”. Hoy son un factor estratégico para que las empresas crezcan y compitan en el mercado tecnológico.
Un proceso de selección inclusivo no solo mejora la diversidad del equipo. También ayuda a:
- Ampliar el pipeline de talento
- Tomar mejores decisiones de contratación
- Mejorar la retención de empleados
- Fortalecer la reputación de la empresa
En un mercado tecnológico cada vez más competitivo, la forma en la que contratamos marca la diferencia.
Si estás buscando apoyo para atraer talento tecnológico y optimizar tus procesos de selección, estaremos encantados de ayudarte.
Join us for our London Meet & Greet – and find out more about opportunities for Construction Jobs in Ireland
Date: Friday 13th March, 2026
Location: E-Frontiers Office, Tower 42, 25 Old Broad Street, EC2N 1HN
We are hosting an informal meet-and-greet in London for Irish construction professionals interested in exploring construction jobs in Ireland and returning home to work on major projects across the country.
Led by Colm Costello and Mark Kelly, this event aims to connect experienced professionals currently working in the UK with opportunities in Ireland’s growing construction sector. With strong demand for skilled talent across residential, commercial, civil, and large-scale infrastructure projects, this is an opportunity to gain direct insight into the Irish market.
We are particularly interested in speaking with:
Site Engineers
Project Managers
Site Managers
Quantity Surveyors
Contract Managers
Finishing Foremen
Ireland’s construction industry continues to expand, with skills shortages across several key areas. This London event is designed to help experienced Irish professionals understand the opportunities available, current salary levels, project pipelines, and what a move home could look like in practical terms.
If you are considering returning to Ireland for construction career opportunities, register your interest to receive full event details.
If you’ve worked in construction or engineering in Ireland for any length of time, chances are you’ve crossed paths with Colm Costello. With over 25 years experience in construction recruitment, he’s seen the market change, grow, slow down, and ramp back up again. Here’s Colm, in his own words, on what he does, how E-Frontiers supports clients and candidates, and what he’s seeing in the market as we head into 2026.
Colm, for anyone who doesn’t know you, can you tell us a bit about your background and what you do at E-Frontiers?
I currently lead the Construction & Engineering desk at E-Frontiers Recruitment, alongside my colleague Mark Kelly. Our focus is on building and driving a recruitment function that supports clients across Ireland’s construction and engineering sectors.
My role covers client relationship management, business development, market research, talent strategy, and mentoring recruitment consultants. Alongside all of that, I remain as hands-on as possible for both candidates and clients with general recruitment, which is something I’ve always felt is hugely important.
You’ve been in construction recruitment a long time – how did you get started, and what’s shaped your approach over the years?”
I bring over 25 years of industry experience, having started my career on the labour and trades side of construction recruitment before moving into the more white-collar, professional services side of the sector. Prior to joining E-Frontiers, I spent almost 17 years as Director of Brightpath Recruitment, specialising exclusively in construction and engineering roles across Ireland.
Before that, I held a Senior Commercial Manager role with O’Neill & Brennan. This was effectively a business development role and gave me first-hand exposure to senior commercial and operational construction professionals, the people making daily and weekly decisions that directly impacted delivery on their sites.
What kinds of roles and professionals have you worked with throughout your career?
Throughout my recruitment career, I’ve worked on key roles including Project Managers, Site Managers, Supervisors and Forepersons, Setting Out Engineers, Quantity Surveyors, Estimators, Health & Safety Officers, Mechanical and Electrical Engineers, BIM Coordinators, and Site and Office Administrators, among many other site- and office-based construction professionals.
That background allows me to advise both clients and candidates with a practical, market-led perspective, rather than taking a purely transactional approach to recruitment.
How would you describe the Construction & Engineering offering at E-Frontiers?
The Construction & Engineering offering we’ve built at E-Frontiers is centred around long-term partnerships rather than short-term placements. We work closely with clients to understand their project pipelines, workforce challenges, and future growth plans. This allows us to deliver informed hiring solutions, rather than reactive recruitment.
From a client’s point of view, how do you actually support companies with their hiring?
For clients, this includes talent mapping, salary benchmarking, and market insight to support strategic decision-making.
And on the candidate side, what can people expect when they work with you and the team?
For candidates, it means a professional and confidential service, guiding them through the recruitment process and helping them secure roles that align with their career goals, lifestyle considerations, and long-term progression within the construction and engineering sector.
When does Executive Search come into play, and how does that process work?
At E-Frontiers, we also offer an Executive Search service. These searches are targeted, consultative recruitment processes, typically used to hire senior leaders within an organisation, but also, on occasion, to source highly experienced candidates in key areas of a business.
As specialists in Executive Search, we map the market, discreetly approach high-calibre passive candidates, and rigorously assess them against both the role requirements and fit with company culture. We manage the entire process from shortlist and interviews, through to offer and onboarding. It’s a thorough and confidential process designed to find the right long-term fit.
Looking ahead to 2026, what trends or challenges stand out to you?
Looking ahead to 2026, the Irish construction market remains highly competitive for experienced professionals, particularly across engineering, commercial, and site management roles. Skills shortages are most evident at mid-to-senior level, with demand remaining high.
This demand is being driven by buoyancy across several key areas: residential development, due to the ongoing shortage of accommodation nationwide; infrastructure projects, including the Metro project on the horizon; and continued investment in data centres and life sciences projects, which have been central to the industry’s growth in recent years. We’re also seeing clients place increasing importance on adaptability, leadership capability, and candidates who can operate effectively across multiple project types. Retention, succession planning, and employer branding are becoming just as critical as recruitment itself.
How has the construction recruitment landscape changed over the years?
One of the biggest changes over the years is how informed and selective candidates have become. While salary is still high on the list, factors such as project location, work-life balance, travel requirements, and company culture are now playing a much bigger role in decision-making.
From a client perspective, recruitment has evolved into a far more strategic function. Companies that engage early, move efficiently, and partner closely with specialist recruiters are consistently more successful in securing and retaining top talent in what is now a very candidate-driven market.
What advice would you give to construction professionals thinking about their next move?
If you’re working in construction or engineering and thinking about your next move, or if you’re simply curious to find out more about what the construction market looks like right now, I’m always happy to have a chat. No pressure, no hard sell – just an honest conversation about where you’re at and where you want to go.
So, if someone is considering a move or just wants a bit of honest market insight, what should they do next?
Clients and candidates can contact me at any time for a chat, through LinkedIn, or via email/phone.
Colm Costello | Head of Recruitment | Construction`& Engineering
Email: colm.costello@e-frontiers.ie
Phone: 00 353 87 2294001
Si eres un entusiasta de la tecnología, emprendedor, programador o simplemente un apasionado por la innovación, este año estará repleto de eventos tecnológicos que no puedes perderte. Os traemos un listado con Eventos Tecnológicos en España 2026, donde la inteligencia artificial, la transformación digital, el emprendimiento y el desarrollo de software serán protagonistas.
*Fechas y lugares pueden estar sujetos a cambios, por eso os dejamos el link directo a la página web para obtener más información.
Primer trimestre
EmpleaTECH 2026
Transfiere 2026
💡Temática: Tecnología y Big Data
Un foro europeo de ciencia, tecnología e innovación donde empresas, investigadores y administraciones públicas se reúnen para impulsar el desarrollo y la transferencia del conocimiento.
SICUR
💡 Temática: Seguridad General
Un evento organizado en IFEMA entorno a la seguridad en todos los ámbitos incluyendo ciberseguridad.
Digital Summit Latam 2026
💡 Temática: Mundo Digital, Inteligencia Artificial (IA)
Este evento reúne a expertos de América Latina y Europa para discutir los desafíos y oportunidades en la regulación de la IA, inversión en infraestructura digital y el futuro de la tecnología.
TechFest
💡 Temática: Tecnología en general
T3chFest es un festival gratuito que explora desde computación en la nube hasta inteligencia artificial, desarrollo móvil y mucho más. Es una excelente oportunidad para aprender y hacer networking con otros apasionados de la tecnología.
4 Years From Now (4YFN)
💡 Temática: Startups y emprendimiento
El evento de startups del MWC donde emprendedores pueden conectar con inversores y corporaciones tecnológicas para potenciar sus proyectos.
Mobile World Congress (MWC)
💡 Temática: Tecnología móvil
Uno de los eventos más importantes del mundo en cuanto a innovación móvil. Empresas líderes presentan sus últimas novedades en dispositivos, redes y conectividad.
ASLAN
💡 Temática: Inteligencia Artificial, ciberseguridad, redes y conectividad, gestión de datos, cloud y transformación digital
El Congreso & EXPO ASLAN es el mayor evento anual de referencia en España para la industria de la innovación digital, la infraestructura tecnológica y la ciberseguridad.
Segundo trimestre
Codemotion Madrid 2026
💡 Temática: Desarrollo de software
Un evento clave para desarrolladores, con charlas sobre backend, frontend, DevOps e inteligencia artificial.
Net Zero Tech 2026
💡Temática: Energía y sostenibilidad
Un evento clave para el sector energético, enfocado en la transición hacia una economía de carbono cero mediante la innovación tecnológica.
South Summit 2026
💡 Temática: Emprendimiento e innovación
Reúne a startups, inversores y corporaciones con el objetivo de fomentar la innovación y el crecimiento empresarial.
Digital Enterprise Show (DES)
💡 Temática: Transformación digital e inteligencia artificial
Evento enfocado en la digitalización empresarial y las nuevas tendencias en tecnología e IA.
VDS – Valencia
📅 Fecha: 20, 21 y 22 de octubre 2026
📍Ubicación: Valencia
💡 Más información: https://vds.tech/
💡 Temática: Tecnología e innovación
VDS es uno de los principales eventos internacionales de tecnología en Europa, una plataforma que posiciona a Valencia como un hub global de innovación y un puente de negocio entre Europa, América Latina y Estados Unidos.
PyCon España 2026
📅 Fecha: 6, 7 y 8 de noviembre 2026
📍Ubicación: Barcelona
💡 Más información:
💡 Temática: Todo sobre Python
La mayor conferencia nacional de Python, donde cientos de entusiastas, profesionales y empresas se reúnen para compartir conocimientos, inspirarse y hacer comunidad. Habrá: Charlas de alto nivel, talleres prácticos y networking con los mejores del sector.
Madrid Tech Show
💡 Temática: Tecnología en general
Conferencias y exposiciones sobre cloud, ciberseguridad, big data, IA y más. Un evento imprescindible para profesionales del sector tecnológico.
Smart City Expo World Congress
💡 Temática: Tecnología y Ciudades inteligentes
Descubre como la tecnología va a cambiar el futuro de las ciudades donde vivimos.
Eventos concluidos 2025
Mujeres en el mundo tecnológico: E-Frontiers X Women In Tech
📅Fecha: 5 de junio, 16:00 hora peninsultar
📍Ubicación: Online
🔗Más información: Más info y regístrate aquí
💡Temática: DE&I, Mujeres en el sector IT.
Accede a la grabación aquí: Mujeres en el mundo Tech: E-Frontiers X Women in Tech
Durante las últimas semanas, hemos estado organizando junto a Women in Tech® Spain un evento online pensado para abrir conversaciones (tan necesarias!) sobre el papel de la mujer en el sector STEM, compartir experiencias reales y avanzar hacia una industria más inclusiva y diversa.
El 2026 será un año lleno de oportunidades para explorar nuevas tecnologías, hacer networking y aprender de los mejores expertos en diversos sectores. Si estás interesado en la inteligencia artificial, el desarrollo de software, la transformación digital o el emprendimiento, estos eventos son para ti.
El equipo de E-Frontiers Spain estará este primer trimestre en el TechFest y
ASLAN y SICUR para ponerse al día de las tendencias en el mundo digital. Esperamos coincidir con vosotros.
Conoce a los autores de este artículo aquí:
Ernesto Fabbri – Technical Recruiter
Cristina Rafael – Marketing
En la actualidad, las empresas del sector tecnológico se enfrentan a un mercado altamente competitivo y en constante evolución. Para responder a estas demandas, algunas empresas apuestan por contratar personal freelance en el sector IT como una solución estratégica que aporta flexibilidad, eficiencia y acceso a talento especializado.
¿Por qué contratar freelancers en el sector IT?
La contratación de freelancers en el sector IT se ha convertido en una tendencia clave para empresas que buscan adaptarse rápidamente a nuevos proyectos, tecnologías y necesidades del mercado sin asumir compromisos a largo plazo.
Acceso a talento IT especializado
Uno de los principales beneficios de contratar freelancers IT es el acceso inmediato a profesionales altamente cualificados. Desarrolladores, ingenieros de software, especialistas en ciberseguridad, cloud, data o QA pueden incorporarse a proyectos específicos aportando experiencia técnica muy concreta.
Rapidez en los procesos de contratación
En el sector IT, el tiempo es clave. La contratación de freelancers permite reducir significativamente los tiempos de selección e incorporación, asegurando que los proyectos no se retrasen por falta de recursos técnicos.
Flexibilidad y escalabilidad de los equipos
El modelo freelance permite a las empresas IT escalar sus equipos según la carga de trabajo. Esto resulta ideal para proyectos temporales, picos de demanda o fases críticas de desarrollo, sin necesidad de ampliar plantilla de forma permanente.
Mayor enfoque en resultados y productividad
Los freelancers suelen trabajar por objetivos y entregables concretos, lo que fomenta una cultura orientada a resultados y una mayor productividad.
Reducción y optimización de costes
Contratar personal freelance ayuda a optimizar costes operativos, ya que se eliminan gastos asociados a contrataciones permanentes como beneficios sociales, formación continua o procesos administrativos complejos. Las empresas pagan únicamente por los servicios necesarios.
Innovación y nuevas perspectivas
Al colaborar con diferentes empresas y sectores, los profesionales freelance aportan nuevas ideas, metodologías y mejores prácticas que enriquecen a los equipos internos.
Tabla comparativa de modalidades de contratación.
Si aún no tienes decidido si contratar a un perfil como empleado infinido o como freelancer, te dejamos esta tabla donde comparamos por varios criterios ambas opciones.
¿Cómo puede ayudar E-Frontiers a encontrar talento freelance IT?
En E-Frontiers, somos una agencia de reclutamiento especializada en el sector IT con amplia experiencia conectando empresas con talento tecnológico.
Nuestro enfoque se basa en entender a fondo las necesidades técnicas y de negocio de cada cliente para ofrecer soluciones rápidas y efectivas.
¿Qué aportamos como partner de reclutamiento?
- Acceso a una red consolidada de perfiles IT
- Procesos de selección ágiles y especializados
- Asesoramiento experto sobre modelos de contratación, tarifas de mercado y disponibilidad de talento.
Want to attract and retain great talent? Start with wellbeing. Workplace wellbeing is no longer a trend — it’s a necessity. It not only boosts team productivity but also helps to attract and retain talent, reduce stress, and create a more human work environment.
Yet what to do and how to do it is still a challenge for many Irish employers.
A useful way to think about it is: good wellbeing initiatives reduce the “push” factors (stress, exhaustion, poor line-management) while improving the “pull” factors (culture, meaning, flexibility) that keep employees engaged and productive.
While pay is important, research and employer experience in Ireland show that satisfaction, wellbeing, and the everyday quality of working life are major drivers of whether people stay.
In this article, you’ll find practical tips, an overview of the latest trends, and a look at how we at E-Frontiers promote wellbeing in our day-to-day work.
What the Data shows:
Before diving into trends and recommendations, here are a few figures to highlight the importance of workplace wellbeing:
A 2024 TELUS Health report found that 42% of Irish workers report feeling at high risk of mental health issues — one of the highest levels in Europe.
According to the ESRI (Economic and Social Research Institute), one in three Irish employees experiences high levels of stress linked to work pressure and workload. HR Practices in Ireland 2025 | Report | CIPD
CSO data also show that sickness absence due to stress and burnout has risen steadily since 2021, with workload identified as a leading cause.
A 2025 CIPD Ireland report revealed that wellbeing and flexible working policies are now among the top three factors influencing employee retention in Irish companies.
Mental health challenges are a key factor in workplace absenteeism, with a significant portion of organisations reporting burnout and stress linked to workload, job changes, and insufficient managerial support. Many employers are responding by increasing investment in mental health initiatives and tackling long-hours cultures to support employee wellbeing and maintain productivity.
However, there is still a long road ahead for Irish employers it seems: only half the respondents in this CIPD survey said wellbeing was increasingly on their senior leaders’ agenda.
Trends and Research in Workplace Wellbeing
The world of work is evolving fast — and so is our understanding of wellbeing. Many companies are now taking active steps to support their employees’ mental and physical health. Here are some key trends shaping the workplace
Right to Disconnect
With the rise of remote work during the pandemic, the need to disconnect digitally after working hours became clear. More companies are now enforcing boundaries that protect employees from excessive workloads.
In Ireland, the “Right to Disconnect” Code of Practice was introduced in 2021, giving employees the right to switch off outside working hours and setting out employer obligations to respect work-life balance.
Irish companies that actively promote this culture — through clear communication and manager training — report noticeable improvements in staff satisfaction and retention.
Hybrid Work and Flexibility
Recent studies show that flexible work models increase job satisfaction — provided that communication and routines are clear. Irish research by Ibec and CIPD shows that 76% of employees value hybrid or flexible working as a key reason to stay with their employer.
Many Irish organisations have adopted hybrid setups that balance flexibility with collaboration, contributing to higher retention and wellbeing scores
Investment in Mental Health Programmes
Leading companies now see mental health support as a strategic investment, not an expense. Research shows that for every euro invested in wellbeing, organisations can achieve a fourfold return on productivity.
In Ireland, employers increasingly use initiatives such as Employee Assistance Programmes (EAPs), the HSE’s Minding Your Wellbeing resources, and mental health training for managers to support their teams.
Practical Tips to Improve Wellbeing at Work
Beyond the trends above, here are some simple, effective ideas that can be applied at a team level:
Active 5-minute breaks: Encourage short stretches or breathing exercises every 90 minutes to boost energy and focus.
Encourage digital downtime: Set specific times to check emails and messages – try the “no emails after 6 p.m.” guideline in line with Ireland’s Right to Disconnect.
Promote work-life balance through culture: Irish workplaces are becoming more supportive of flexible hours, family leave, and return-to-work programmes, recognising that caregiving responsibilities can impact stress levels.
Ergonomic workspace: Adjust chair height, screen level, and foot support to reduce strain and muscle pain.
Mindfulness at work: 10 minutes a day of mindfulness practice can improve stress management and mental clarity.
Wellbeing budget: Offer an annual allowance for physical or mental health services — physiotherapy, counselling, or gym membership — a benefit now increasingly common among Irish employers.
Home-office ergonomics budget: Support hybrid and remote employees with an allowance for ergonomic equipment such as chairs, monitors, or laptop stands.
Peer connection spaces: Create opportunities for team bonding — virtual coffee chats, team-building sessions, or casual meetups. This is especially important for remote and hybrid workers.
Variety in projects: Let employees join different initiatives — attending events, leading internal workshops, volunteering, or contributing to a wellbeing committee. These foster learning and belonging.
Some of the Wellbeing Activities We Do at E-Frontiers
Here’s a look at some of the ways we put workplace wellbeing into practice:
Dedicated Wellbeing Team:
A group within E-Frontiers organises team outings, wellbeing talks, and internal activities to stay connected. Social events like lunches, outings, or casual get-togethers are vital for fostering a sense of belonging.
Movement challenges:
Physical activity challenges encourage movement, whether walking, running, or simply getting outdoors at lunchtime.
Professional Growth:
Learning and development are a priority. We provide opportunities such as online courses, workshops, and certifications to help employees grow in their careers.
Recognition:
People thrive when they feel valued. Celebrating achievements through meetings, newsletters, or internal platforms helps us build a culture of recognition and engagement.
Involvement beyond recruitment:
Our team members also engage in community initiatives, industry events, employability workshops, and volunteering opportunities.
Wellbeing surveys and reviews:
We regularly measure how our teams are feeling and adapt our initiatives to their real needs.
.
Final Thoughts
At E-Frontiers, we genuinely believe workplace wellbeing isn’t just about perks — it’s about creating an environment where people can truly thrive.
For Irish employers, wellbeing is becoming a key retention and performance strategy — when your people feel supported, they stay longer, perform better, and contribute more.
When our people grow, we all grow.
For further reference:
https://healthyworkplace.ie/areas/wellbeing-areas/mental-health
https://healthyworkplace.ie/workplace-wellbeing-trends-2025
Nigel Bolger | Commercial Manager | E-Frontiers
Contact: nigel.bolger@e-frontiers.ie
For decades, entry-level jobs in Ireland have been the launchpad for careers – the “training ground” where newcomers learned the ropes, built confidence, and began the climb up the professional ladder. But now, with the growth of AI, the World Economic Forum (WEF) warns, that career ladder is starting to look a little bit different.
“AI is set to reshape the traditional career ladder, with entry-level jobs at risk,” the WEF notes. Across industries like finance, marketing, and journalism, junior staff have historically handled the groundwork – data entry, reporting, coordination, and administrative support. These “first jobs” were once all about learning on the job – but increasingly, AI is taking over some of those tasks.
According to Bloomberg, cited in the WEF’s AI and the Career Ladder feature, AI-powered tools could automate as many roles as they create, particularly white-collar, entry-level ones. The upshot? The job market isn’t shrinking, but the types of roles available are changing fast.
Ireland’s Picture: AI is Changing Work, Not Eliminating it
Ireland’s own data supports this transformation. PwC’s AI Jobs Barometer 2025 reveals just how fast the AI wave is rising:
– 162% increase in job postings for AI-exposed occupations
– 13.9% of AI-related roles are in the ICT sector
– 2.2% of all job ads now require AI-related skills
This doesn’t mean jobs are disappearing — it means they’re evolving.
PwC Ireland highlights that automation can play two roles:
“It can displace people from roles, or it can change the nature of people’s jobs, freeing them from automatable tasks so they can focus on higher value work.”
Encouragingly, right now, Ireland seems to be seeing more of the second effect. Jobs are changing rather than vanishing: data entry clerks are turning into data analysts, admin assistants are shifting into operations roles, and marketing assistants are becoming AI-enabled content coordinators.
The future of work, then, is less about replacement and more about reinvention.
Reshaping Skills: The Irish Workforce in Transition
PwC’s GenAI Business Leaders Survey 2025 underscores just how widespread this change will be.
“73% of Irish business leaders believe AI will require most of their workforce to develop new skills.”
That’s not just a niche concern — it’s happening across industries. AI skills are quickly becoming as important as basic digital literacy. But there’s a silver lining: if you’re willing to learn, there’s opportunity.
Irish CEOs are already optimistic. Half of them — 50% — expect AI to boost profitability within the next 12 months. The AI era, PwC says, is “about value creation with and through workers.” In other words, people are still central – it’s just the way we add value that’s shifting.
What Candidates Can Do Now
So, if entry-level roles are changing shape, how can emerging professionals’ future-proof their careers?
1. Lean into learning – Treat AI as a colleague, not a competitor. Get familiar with the tools used in your field — from data dashboards to workflow automation — and think about how they can make your work easier and more interesting. Check out our blog in upskilling here.
2. Focus on transferable skills – Problem-solving, communication, and critical thinking still matter. AI can handle the numbers, but humans interpret, persuade, and connect.
3. Build adaptability – Career paths aren’t always straight anymore. Sideways moves into analytics, operations, or digital roles can give you new experiences and open doors.
4. Stay curious about business and technology – learn about your industry and how technology is shaping it. Ask questions, read, and find mentors who are embracing AI.
5. Keep growing – AI will keep changing the workplace. Staying open to learning and trying new things will help you stay ahead.
Take Heart: Opportunity Still Outweighs Risk
AI is changing how people start their careers, but it’s not wiping them out. What’s really happening is a shift – some of the old “first jobs” are disappearing, but new roles are opening up, blending human skills with tech.
PwC points out that many roles won’t vanish; they’ll just look different. A data entry clerk might become a data analyst. An admin assistant might focus more on coordination, analysis, or digital tools. The key is to be ready to move with these changes.
For candidates starting out on their career pathways, that means being curious, flexible, and willing to pick up new skills. Irish employers are still looking for people who are keen, reliable, and can work well with technology.
The career ladder might not be as straightforward as it once was, but there are still plenty of ways to climb – you just need to be willing to take a few new paths to get there.
At E-Frontiers, we can help you figure out your next steps – whether that’s finding the right role, building your skills, or understanding how your strengths fit into the changing market. Contact us today www.e-frontiers.ie and on LinkedIn
The Return Home: Could now be the right time?
If you’re an Irish professional living abroad and thinking about moving home, you’re not alone.
More and more people are making the same decision — bringing back global experience, new perspectives, and a renewed desire to settle and grow their careers in Ireland.
Driven by family ties, better opportunities at home, and the rising cost of living overseas, thousands of Irish professionals are returning each year.
And with demand for skilled people higher than ever, the timing has never been better to make your move.
TOP STATS YOU SHOULD KNOW:
The Numbers Behind the Trend
The Returners
– Over 30,000 Irish nationals returned home in the year to April 2024 – a 17% year-on-year increase (CSO Ireland).
– Returners are typically in their 30s, bringing 10+ years of international experience across sectors like construction, engineering, tech, and finance.
– Economist John FitzGerald, Irish Times, notes a common pattern: “Many young Irish people emigrate in their twenties and return in their thirties. Returnees often bring with them valuable international experience, enhanced skill sets, and a strong desire to settle and progress their careers in Ireland” (Irish Times).
– Returners typically earn 10% more than those who never left, reflecting the value of international experience.
The Market
– Ireland is near full employment (CSO). Unemployment stands at just 4.0%, well below the EU average of 6.1%.
– Shortages are most acute in Construction, Nursing, Engineering, Accounting, and Software Development
(Labour Market Monitor Q2 2025).
– 13% of Irish job seeker interest came from abroad in 2024(Indeed). This is a record high. Applications for work permits also hit a record high last year, with 39,390 permits issued (+27% yoy). 6,500 of these permits were in the IT and Comms tech area.
SPOTLIGHT ON:
Finance & Accounting: A Global Edge at Home
In forecasting trends for 2025, the IFSC.ie expects a sustained influx of expats returning to Ireland.
In finance, returners bring a competitive edge through:
– Exposure to global regulatory environments (London, North America).
– Expertise in financial planning, audit, risk, compliance, and reporting.
– The ambition to join growing Irish firms and contribute long-term.
With mid-to-senior roles in high demand, your international background could allow you to step in quickly, minimise training time, and make an immediate impact.
Why Are People Coming Back?
From our conversations with candidates (and backed by market data), four motivators consistently come up:
1. Family & Lifestyle – raising children closer to extended family, enjoying a better balance at home.
2. Rising Costs Abroad – high housing and childcare costs in cities like London, Sydney, and San Francisco are driving decisions to return.
3. Improved Opportunities in Ireland – Ireland’s economy is strong, with competitive salaries and growing career prospects across sectors.
4. Remote & Hybrid Work – flexibility makes the transition easier and opens more doors for returners.
Construction: Skills Gaps Meet Global Experience
Ireland’s construction sector is facing a major shortage of skilled professionals. That means an opportunity for returners with global project experience.
We’re seeing strong demand for:
– Engineers and Quantity Surveyors returning from the UK, Australia, Canada, and the Middle East.
– Site Managers and Safety Officers with large-scale project expertise.
– Civil and Structural Engineers looking to return for family and quality-of-life reasons.
If you have international construction experience, your skills are highly valued. Employers are eager to hire professionals who can lead and deliver from day one.
Poll Results: Why Our Community Says They’re Returning
We asked our LinkedIn network: What’s the main reason you (or others you know) are choosing to return home to Ireland for work?
👨👩👧 Family & friends – 41%
💼 Career opportunities – 26%
🌍 Quality of life – 20%
💻 Remote/hybrid – 13%
These results reflect what we hear in conversations with candidates every week – that family comes first, but career prospects and lifestyle are also major factors in the decision. Interestingly, while only 13% said remote/hybrid was the main driver, it often acts as an enabler for those motivated by family or lifestyle, making the move feel more achievable and sustainable.
WHAT THE RETURNERS ARE SAYING:
Anca Antonica, Principal Consultant – IT:
“Family and quality of life are the biggest motivators, and remote work has made the move home more practical. Candidates bring back international experience and adaptability. Employers offering hybrid work, relocation support, and clear career progression are the ones standing out.”
Conor Hackett, Principal Consultant – Accounting & Finance:
“Family is the main driver, often starting families or wanting to be closer to home. Opportunities and pay in Ireland don’t always compare to London, but employers are beginning to adapt – offering flexibility and stronger branding. That’s what helps attract returners.”
Paula Coffey, Principal Consultant – Sales & Marketing:
“Many returners come from countries like Australia with excellent work-life balance. Employers here are learning that flexibility is key to making Ireland attractive again.”
Mark Kelly, Senior Consultant – Construction & Engineering
“We’ve seen more construction professionals returning to Ireland this year, drawn by a strong pipeline of housing, commercial, pharma, and tech-driven projects. Many are motivated by family, long-term stability, and the chance to contribute to Ireland’s growing infrastructure.
Returnees bring valuable international experience, having worked on complex builds abroad, exposure to high safety standards, and adaptability to diverse teams – skills that make them immediately effective in Irish projects. Hybrid work can help in roles like design or project management, but on-site work remains key.
If you’re considering a move back, look for employers who highlight clear project pipelines, structured onboarding, competitive packages, and short-term relocation or accommodation support. These factors can make your transition smoother and help you settle quickly into a rewarding career in Ireland’s construction sector.”
Next Steps
Ireland is at full employment, employers are actively looking for skills, and demand is especially strong in construction, finance, engineering, and IT. If you’ve been thinking about moving home, this is a great time to take the next step.
At E-Frontiers, we work every day with Irish professionals planning their return from London, Sydney, Toronto, New York, and beyond. We’d love to help make your move smoother and connect you with opportunities where your skills will be valued.
👉 Thinking of returning? Get in touch — your next career move could be waiting in Ireland.
Contact us today for advice – Alexandra Pop – Recruitment Operations Manager – alexandra.pop@e-frontiers.ie
Need help finding skilled returners for your business?
E-Frontiers is actively working with Irish candidates planning their move back home and has recruiters on the ground across the UK, EU, and the USA.
The Return Home: Why Returning Irish Emigrants Are a Hidden Talent Advantage for Employers
As the demand for skilled professionals intensifies across Ireland, especially in engineering, construction, and finance, one often underutilised talent pool stands out: Irish professionals returning home.
Driven by family ties, improved career opportunities in Ireland, and the rising cost of living in other countries, thousands of Irish professionals are coming back with international experience, mature skill sets, and a strong desire to settle and grow their careers here.
For employers competing in tight talent markets, this group represents a smart, culturally aligned talent pool.
Top Stats You Should Know
The Returners
– Over 30,000 Irish nationals returned home in the year to April 2024 – a 17% year-on-year increase (CSO Ireland).
– Returnees are typically in their 30s, bringing 10+ years of international experience across sectors like construction, engineering, tech, and finance.
– Economist John FitzGerald, Irish Times, notes a common pattern: “Many young Irish people emigrate in their twenties and return in their thirties. Returnees often bring with them valuable international experience, enhanced skill sets, and a strong desire to settle and progress their careers in Ireland” (Irish Times).
– Returnees typically earn 10% more than stay-at-homes, indicating high-skilled and high-value talent returning home.
The Market
– Ireland is near full employment (CSO). Unemployment stands at just 4.0%, well below the EU average of 6.1%.
– The skills gap remains acute. The most recent Labour Market Monitor report Q2, 2025, from ERI/IPSOS B&A, identifies shortages in Construction, Nursing, Engineering, Accounting, and Software Development.
– This report also notes a growing sense of risk aversion to move among candidates already in jobs, leading to longer tenures in roles compared to even as recent as 2022, making it harder for employers to attract good talent.
– 13% of Irish job seeker interest came from abroad in 2024(Indeed). This is a record high. Applications for work permits also hit a record high last year, with 39,390 permits issued (+27% yoy). 6,500 of these permits were in the IT and Comms tech area.
SPOTLIGHT ON:
Finance & Accounting: Returning with International Edge
In forecasting trends for 2025, the IFSC.ie expects a sustained influx of expats returning to Ireland. In finance, returners offer a competitive edge through:
– Exposure to global regulatory environments (especially from London and North America).
– Strong experience in financial planning, audit, risk, compliance, and reporting.
– Ambition to join growing Irish firms and contribute long-term.
With talent shortages in mid to senior finance roles, returning professionals can often step in quickly, minimising training time and adding value from day one.
Conor Hackett, Principal Consultant – Accounting & Finance:
“We are seeing an increase in Irish professionals returning, mainly from London, Australia, and Canada. Family is the main driver, often starting families or wanting to be closer to home. However, opportunities and pay in Ireland don’t always compare to London, so some professionals are splitting time – commuting weekly from Dublin to London. Employers could do more by widening their advertising and social media focus, strengthening employer branding, and offering greater flexibility in the hiring process.”
Construction: Skills Gaps Meet Global Experience
Ireland’s construction sector is facing a well-documented labour shortage. From housing to data centres and infrastructure, projects are ramping up, but skilled professionals are in very short supply. For employers, this means that competition for returners with construction expertise will only intensify as project pipelines grow.
We’re seeing strong interest from:
– Engineers and Quantity Surveyors returning from the UK, Australia, Canada, and the Middle East.
– Site Managers and Safety Officers with experience on large-scale international projects.
– Civil and Structural Engineers motivated to return for family and quality-of-life reasons.
Mark Kelly, Senior Consultant – Construction & Engineering:
“We’ve seen a noticeable increase in construction professionals returning, though numbers are still limited due to housing availability and rising living costs. Candidates are drawn by Ireland’s strong project pipeline and long-term stability. Family and career progression remain key motivators.
– Returnees bring international experience delivering complex builds, exposure to high safety standards, and adaptability to diverse teams – allowing them to contribute quickly on-site. Employers can attract and retain this talent by highlighting project pipelines, structured onboarding, competitive packages, and short-term relocation or accommodation support.
– For employers looking to hire in the next 6–12 months, plan ahead: showcase long-term growth, move quickly in the hiring process, and provide reassurance on career stability and practical support, such as accommodation assistance, to secure these highly skilled candidates.”
Paula Coffey, Principal Consultant – Sales & Marketing:
“The number returning is still small, but the UK and Australia are the most common locations. Again, family is the consistent theme. For employers, flexibility is key – many returners come from places like Australia with excellent work-life balance. Offering flexible schedules or hybrid arrangements can make Ireland more attractive.”
Anca Antonica, Principal Consultant – Information Technology:
“I’ve noticed a steady increase in Irish professionals returning, mainly from the UK, the Middle East, and the US. Family ties and quality of life are the strongest motivators, with the added benefit that remote and hybrid work makes the move home more feasible. These candidates bring not only international experience but also diverse perspectives, adaptability, and often valuable language and cultural skills.
While some employers are starting to adapt, more could highlight flexible arrangements – for example, hybrid models with limited office days, relocation support, and clear career progression – to truly appeal to returnees. From my conversations, flexibility is the real differentiator. Clients who offer competitive packages alongside strong career development pathways will stand out against global opportunities and be best positioned to secure this talent.”
Poll Results: Why Are Irish Professionals Coming Home?
We asked our LinkedIn community: What is the main reason you (or others you know) are choosing to return home to Ireland for work?
👨👩👧 Family & friends, including schooling for children – 41%
💼 Career opportunities – 26%
🌍 Quality of life – 20%
💻 Remote/hybrid – 13%
This aligns with what our consultants hear daily: family first, but opportunity and lifestyle matter too. This mirrors broader research, reinforcing that while family is the emotional driver, career progression and workplace flexibility are often the deciding factors.
To Recap:
Why Are They Coming Back?
As mentioned by our Principal Consultants, our conversations with returning candidates, backed by market data, show four consistent motivators:
1. Family & Lifestyle: Raising children closer to extended family, schooling considerations, and enjoying a better work-life balance in Ireland.
2. Rising Costs Abroad: Higher living costs abroad make Ireland more attractive again. Housing and childcare costs in London, Sydney, and San Francisco are considerations encouraging Irish professionals to reassess long-term career plans.
3. Improved Local Opportunities: Ireland’s economy is strong with growth across construction, finance, engineering, and tech.
4. Remote & Hybrid Work: Flexibility makes the move easier to plan and sustain.
What Employers Can Do
To tap into this growing group of skilled returners:
– Use returner-friendly messaging: e.g., “We welcome applications from Irish professionals currently abroad.”
– Streamline your hiring process: Offer remote interviews, flexible scheduling across time zones, and clear, timely feedback to keep returning candidates engaged. Many are still employed abroad and planning logistics around family moves – so a smooth process can set your role apart from the others.
– Highlight flexible onboarding options: From relocation support to phased or flexible start dates, helping candidates manage the logistics of an international move.
– Speak to recruiters connected to the Irish abroad: Many of our candidates come to us in the early stages of planning a move back. E-Frontiers is in regular contact with returners actively planning moves in Q3-25 and Q4-25 through our international offices in London, Madrid, and New York.
– Consider offering ‘soft landing’ roles: Contract or project-based roles can be a useful bridge for returners to transition smoothly back into the Irish market.
Final Thought
As the Irish economy remains strong and demand for talent continues to grow, returning Irish professionals offer a rare combination of international experience, cultural alignment, and long-term commitment. They’re looking for meaningful work, long-term careers, and a chance to re-establish roots in Ireland – and the right employers will benefit from their skills, commitment, and perspective.
Whether you’re building construction teams or hiring across finance, engineering, software development, and tech, this is a talent pool worth targeting now.
Need help finding skilled returners for your business?
E-Frontiers is actively working with Irish candidates planning their move back home and has recruiters on the ground across the UK, EU, and the USA.
Get in touch to access this talent before your competitors do.
Nigel Bolger – Commercial Manager – nigel.bolger@e-frontiers.ie
Are you a candidate returning to the Irish job market?
Please get in touch for advice – Alexandra Pop – Recruitment Operations Manager – alexandra.pop@e-frontiers.ie
En un mundo donde los datos se han convertido en el motor de la toma de decisiones empresariales, los Recursos Humanos no podían quedarse atrás. Hoy hablamos de People Analytics, una disciplina que está transformando la manera en que las organizaciones gestionan su talento, alinean a sus equipos con los objetivos de negocio y anticipan los desafíos del futuro laboral.
Para profundizar en este tema, entrevistamos a Alejandro Pino, nuestro Manager quién se ha dedicado en los últimos años aprender sobre People Analytics. En este artículo nos comparte su visión sobre el papel actual de la analítica de personas, sus beneficios reales en las empresas, las competencias que requiere este perfil y las tendencias que marcarán el futuro del área.
¿Cómo definirías People Analytics y cuál es su papel actual en las empresas?
People Analytics es un concepto que se ha ganado fuerza en los últimos años. Yo lo definiría como el uso de datos, tecnologías como la IA y metodologías analíticas para entender mejor a las personas dentro de la organización y así tomar decisiones más estratégicas desde recursos humanos. Hoy en día su papel es clave: ayuda a pasar de la intuición a la evidencia, permitiendo gestionar talento, mejorar la experiencia del empleado, predecir rotación o identificar las situaciones más críticas. En un contexto donde hoy en día absolutamente todo genera datos, People Analytics se convierte en una herramienta imprescindible para alinear a las personas con los objetivos de negocio.
¿Qué soluciones nos puede aportar de manera eficaz la incorporación de People Analytics en un departamento de RRHH?
Nos puede aportar soluciones de muchos tipos pero sobre todo soluciones prácticas. Por ejemplo, modelos predictivos de rotación para anticipar riesgos de fuga de talento, análisis de compromiso para detectar factores que afectan al rendimiento, o segmentación de empleados para personalizar políticas de desarrollo y beneficios. También permite optimizar la contratación, midiendo la efectividad de los canales de reclutamiento y mejorando la calidad de las contrataciones.
Desde tu punto de vista, ¿quién debe liderar esta área? ¿Qué formación se requiere?
Depende de la estructura de cada empresa. Debe ser un área liderada desde Recursos Humanos, pero en estrecha colaboración con Data & Analytics. Lo ideal es un perfil híbrido: alguien con conocimiento profundo en RRHH pero también con capacidad de interpretar datos y traducirlos en acciones. Yo creo que ese doble perfil es clave y una oportunidad de futuro para los profesionales de los recursos humanos, que dejan de lado tareas más administrativas para desempeñar roles más estratégicos.
¿Cómo llegaste al mundo de People Analytics? ¿En qué áreas de tu carrera lo estás aplicando?
Llegué de forma natural desde mi rol en Recursos Humanos. Empecé viendo cómo los datos podían ayudarme a justificar decisiones de selección y retención de talento. También empecé a comprender tendencias que los datos te ayudan a predecir y en consecuencia actuar con tiempo. Poco a poco me fui formando en analítica de datos y en IA aplicada a RRHH. Hoy lo aplico en múltiples áreas: desde mejorar los procesos de reclutamiento con métricas de efectividad, hasta el análisis de KPIs. También en los últimos años me he dedicado a la docencia en esta materia, ayudando a otros profesionales de recursos humanos a saber interpretar los datos, usarlos en su beneficio y a un uso responsable y ético de las nuevas tecnologías como la IA.
¿Cómo crees que deben los departamentos de RRHH adaptarse a las nuevas tendencias de People Analytics?
Los departamentos de Recursos Humanos deben adaptarse a los nuevos tiempos y convertirse en áreas mucho más estratégicas dentro de las organizaciones. Eso implica invertir en formación, en herramientas de analítica, y en fomentar una cultura de decisiones que busque el apoyo del dato. También deben reforzar la ética y la gobernanza, porque no se trata solo de usar datos, sino de hacerlo de manera responsable, cuidando la privacidad de los empleados y la transparencia en las decisiones.
¿Cómo piensas que va a avanzar People Analytics en los próximos años? ¿Nuevas aplicaciones?
Creo que People Analytics evolucionará hacia modelos mucho más predictivos y prescriptivos, apoyados en inteligencia artificial. Veremos aplicaciones en personalización de la experiencia del empleado, planes de carrera diseñados con algoritmos, y análisis en tiempo real del bienestar y la productividad. También es importante destacar que cada vez cobra más relevancia la parte ética y regulatoria, asegurando que las decisiones basadas en datos sean justas, inclusivas y transparentes. Sin duda, es y será una herramienta fundamental para que RRHH sea verdaderamente un socio estratégico del negocio.
Alejandro Pino es Recruitment Manager en E-Frontiers y cuenta con una amplia trayectoria en el ámbito de los Recursos Humanos. Su experiencia en empresas privadas y como docente, combinada con una visión estratégica y un enfoque analítico, lo convierten en una voz referente en la intersección entre datos y gestión del talento.
El People Analytics ya no es opcional: es clave para gestionar talento con visión estratégica. Las compañías que lo adopten estarán mejor preparadas para atraer, retener y desarrollar a sus equipos. Si quieres llevar tu estrategia de reclutamiento al siguiente nivel, nuestro equipo de expertos en atracción de talento puede ayudarte a integrar soluciones innovadoras y basadas en datos. Contáctanos y descubre cómo podemos encontrar el mejor talento para tu organización.
