Our first 10 years doing recruitment in Spain 

This year marks a decade since E-Frontiers took a significant step by expanding its operations to Spain. With a clear focus and defined mission, it arrived in Madrid with the firm conviction of providing effective solutions to both companies and candidates across the country. Today, looking back, we take pride in how our recruitment in Spain has transformed lives, advanced careers, and helped companies find the talent they need to thrive.

recruitment in spain

First conversations with E-Frontiers

My relationship with E-Frontiers goes back a long way. Even before working here, I had connections with its employees and some of its directors. Why? Because I knew that their team had a perfect understanding of the Spanish IT market; because their people were present at all the key tech events, and most importantly, because I knew they worked differently. Where other companies struggled to find qualified talent in a competitive market, the people at E-Frontiers were able to help their clients build highly qualified teams. 

I remember one of my first conversations with one of the founders of E-Frontiers. While I was telling him about how I did my job at a large company in the sector, sharing data about how many interviews I conducted and how many hires I made, none of this seemed to impress him. What he said to me was: 

 “Pino, for us, the important thing here is the candidate and our clients. It’s quality, not quantity. The most important thing is to support individuals throughout their journey, whether they are candidates or hiring managers. For candidates, this means preparing them for interviews and ensuring they find a job where they truly fit and feel happy. For hiring managers, it involves leveraging our expertise to introduce them to strong candidates who will positively impact their teams”  

It didn’t take long for me to realize that E-Frontiers really works differently. Their teams not only have great expertise in the market, but they also understand technology, the labor world, and they truly know how to prepare a candidate to achieve the desired job. 

How we work

Our success in Spain is measured not only by the number of placements made but by the quality and impact of our solutions. Every company we collaborate with receives a personalized service tailored to their specific needs. We strive to deeply understand each client’s corporate culture, goals, and challenges. This understanding allows us to find the right talent—people who not only meet the technical requirements but also fit perfectly into the work environment and share the company’s vision. 

However, our true passion and commitment are focused on the candidates. We know that job hunting can be an overwhelming and sometimes discouraging experience. That’s why we dedicate ourselves to accompanying each candidate on their journey, providing them with support, guidance, and life-changing opportunities. 

From the first contact, our goal is to establish a relationship of trust with eachn individual. With candidates, we listen to their aspirations, understand their strengths, and work to find the perfect opportunity that allows them to develop both professionally and personally. It’s not just about finding a job; it’s about building a career and realizing dreams. 

Success Stories

Over these ten years, we have witnessed countless success stories. From young graduates who found their first job to experienced professionals who discovered new opportunities and challenges that revitalized their careers. Each story is a testament to our commitment to the well-being and development of people. 

I remember the case of Marta, a talented engineer who, after months of unsuccessful job searching, came to our agency feeling discouraged. After getting to know her skills and aspirations, we found her a position at a growing tech company. Today, Marta has not only advanced professionally but also leads innovative projects and has become an inspiration to others. 

Another example of a client success story involves a mid-sized tech company struggling to find experienced software developers with experience with a new and unusual programming language. Despite numerous efforts, they were unable to attract the right candidates. After partnering with E-Frontiers, we conducted an in-depth analysis of their needs, culture, and the specific challenges they faced. We then leveraged our extensive network and market knowledge to identify and attract top talent. Within a few months, the company had successfully hired several highly skilled developers who not only met the technical requirements but also integrated seamlessly into the team, significantly boosting their productivity and project success rates. 

Continued Growth – Recruitment in Portugal

We have recently expanded into the Portuguese market, supporting clients from Spain, Ireland and the UK as they grow in Portugal. Our goal is to deliver our quality service in this promising and expanding market. 

Our mission 

As we celebrate our tenth anniversary in Spain, we renew our commitment to excellence and dedication to our clients and candidates. We are more motivated than ever to continue providing effective and humane solutions to the labor market. Our mission remains clear: to connect people with opportunities that allow them to reach their full potential. 

Thank you to everyone who has trusted us and been part of this story. We look forward to celebrating many more decades with all of you. 

Alejandro Pino Alamillo – Team Lead Recruiter @E-Frontiers Spain

[email protected] 

Do you want to speak with me? Book a slot here

In a recent webinar hosted by Anca Antonica and Paula Coffey from E-Frontiers Recruitment Agency, technology enthusiasts and industry professionals had the privilege of gaining valuable insights from Paul Lynch, the Co-founder of Showtime Analytics. This captivating webinar took participants on a journey through Paul’s extensive career in tech entrepreneurship and his experience in revolutionising the cinema industry through data analytics. Let’s dive into the highlights of this engaging discussion.

tech entrepreneurship is led by passion

Exploring Paul’s career

Paul’s journey in technology began at a young age, influenced by his father’s role as a software developer. Growing up with computers in his household, Paul’s fascination with technology drove him to attend coding schools and develop his skills in building flash games and applications. His early exposure to technology laid a solid foundation for his future endeavours.

Starting his career at Vision, a consultancy firm, Paul gained a wealth of experience working across various industries. He highlighted the advantages of working in consultancy, where he had the opportunity to reinvent himself with each new client. This exposure allowed him to learn from talented individuals and strengthen his technical and business acumen.

Paul’s career path took an exciting turn when he joined Acceleration, a product-focused company within Vision. This experience made him realise his passion for working on innovative products, which led him and his co-founder, Richie, to establish Skupe Net—a global classified ads venture. While the ideas were promising, Paul acknowledged that the company faced challenges in implementation and eventually pivoted to focus on the lucrative motor industry.

Embracing the Value of Failure

During his career journey, Paul had a profound realisation about the importance of embracing failure and learning from it. A job interview that emphasised the need for a “fail fast” approach shaped his perspective. This valuable advice inspired him to constantly assess the value his initiatives provided to customers and iterate accordingly.

The Birth of Showtime Analytics

Paul’s passion for data analytics and an opportunity within his family’s cinema business sparked the birth of Showtime Analytics. Recognizing the data-rich nature of the cinema industry, Paul and his team aimed to provide actionable insights by consolidating and leveraging data assets. Their efforts quickly positioned Showtime Analytics as a leading player in the cinema data realm, working closely with cinemas and now expanding to collaborate with studios.

Paul Lynch’s webinar presentation illuminated the transformative power of data analytics in the cinema industry. His personal journey showcased the importance of early exposure to technology, embracing failure as a catalyst for growth, and the incredible potential of data-driven decision-making. As the co-founder of Showtime Analytics, Paul continues to drive innovation and empower the cinema industry with actionable insights derived from data.

Relationships between Showtime Analytics and E-Frontiers

Paul mentioned the relationship between Showtime Analytics and E-Frontiers recruitment has been mutually beneficial. Showtime Analytics values the screening and recruitment services provided by E-Frontiers, ensuring a more efficient hiring process. Additionally, E-Frontiers’ insights into various markets and their expanding technical talent pool have proven invaluable to Showtime Analytics. This partnership has facilitated the expansion of Showtime Analytics’ QA team in Spain and the exploration of new markets and countries. The collaboration between these two companies has fostered growth and success for both parties. Showtime Analytics expresses gratitude for E-Frontiers’ contributions and acknowledges their positive impact on their operations.

The webinar left participants inspired and eager to explore the limitless possibilities of data analytics in their respective fields. It served as a reminder that by harnessing the power of data, industries can unlock new opportunities, make informed decisions, and stay ahead in the ever-evolving digital landscape.

If you’re seeking growth and need top talent, don’t hesitate to contact us or explore our services as a premier recruitment agency. We operate internationally, with experienced recruitment teams based in Ireland, Spain, the UK, and the US.

The world of recruitment is crowded with jobseekers, job-providers, and the all-important middle-person (yes, that’s us!) whose job it is to fill an open vacancy with the person that is the best fit. This job can certainly seem like somewhat of a mystery to those who are not in the industry. What exactly do we do? how many CVs do we really read? who pays?

In this blog post, Lisa Cappelli, Senior Recruitment consultant (fomer) and Conor Hackett, Senior Recruitment consultant (accounting & finance)  give an insight into a day in the life of a recruitment consultant and some (mis)perceptions of what people think recruiters do vs what recruiters really do.

life of a recruitment consultant

Firstly, the science. Recruiters are responsible for handling all aspects of the recruitment process and need to be well-versed in applicable laws and regulations.

The job really does require excellent communication skills and negotiating abilities.

We devise campaigns and strategies to reach and engage with talent, screen candidates for suitability, and do background checks.

We work with our clients to define and refine job descriptions. We play an active role in advising at the interview stage, and the job negotiations phase and we assist with making a final offer. That seems like a lot of work, right?

At E-Frontiers, we have great flexibility with a hybrid working arrangement. We work in teams with an Account Manager for a more collaborative approach. Our main aim is to build a strong rapport and relationship with our candidates and to get to a stage where we are their career ally, in their corner, and always on the lookout for new opportunities for them. Communication and listening skills are key!

Popular misperception 1

Recruiters are seen as salespeople, someone to avoid for fear of a relentless sales pitch, with unsolicited emails and calls going on for months.


recruiters are only interested in making the perfect match between client and candidate. We have no interest in trying to twist the arms of candidates to apply for a position. It’s in our best interests to put forward the best candidates for consideration to the client and the candidates that are most likely to succeed. And critically, it must be someone who wants the job.

Popular misperception 2

The candidate will somehow be liable for payment- that must be how recruiters make their money.


Candidates do not pay a penny for the services of a recruiter. The fee is paid entirely by the client. So, a candidate will get expert advice and interview prep, an in-depth knowledge of the market they work in, and hopefully land their dream job- all for free!

Our work day

In truth, there is no typical workday for a recruitment consultant because every day is a new challenge depending on the open roles. Finding the perfect person in the talent pool for a client can sometimes be like finding a needle in a haystack. There can be days of full-on researching for candidates through databases, connections, and social media, screening those who are suitable for the role, and then engaging with the candidates on interview prep.

Our morning may be filled with screening CVs for new roles and reaching out to potential candidates to schedule interviews. Then, we might be responding to emails, setting up phone screenings, and reviewing job descriptions to make sure that we understand exactly what our clients are looking for.

In the afternoon, we might find ourselves in screening interviews, evaluating candidates for their technical skills and cultural fit. We will also check in with hiring managers to give updates on our progress with candidates and to discuss potential next steps. The priority is to ensure the candidate is a good fit for the company culture as well as the job requirements.

Before the workday comes to an end, we will update our candidate database and send follow-up emails to candidates we’ve recently spoken with. Then we make a plan for the next day and head for home.

Occasionally, we may spend some time networking with potential clients or attending industry events. We also have regular in-house training and upskilling sessions.

The recruitment process can tend to get some bad press. But good recruiters truly care about the candidate, the client and achieving the right fit between the two.

As a company, some of our core values include winning together, responsiveness, and respect, and we really do bring these values into play through our work daily.

The job is demanding and fast-paced, but exciting and full of opportunities to meet interesting people and help connect them with their dream jobs. Overall, for us, being recruiters is a challenging and rewarding job.

If you would like to discuss the next step in your career, please contact us and we will be more than happy to help.

DevOps & QA

The DevOps and QA Engineering fields have been evolving at a rapid pace with significant growth and change over the past few years and this trend is expected to continue in the coming years. In this blog post, we will discuss some of the trends in these fields and the emerging skills gap. We will also suggest some ways in which candidates can upskill, stand out and future-proof themselves for success in this area.


Emerging Trends

The world of DevOps, Cloud, and QA engineering is rapidly evolving, with new technologies and tools emerging almost daily. As a result, the market for these IT jobs has become highly competitive in Ireland and other regions, with difficulties in finding qualified candidates. This has led to an increase in demand for these jobs, and the need for organisations to hire professionals who can help them stay ahead of the curve.


One of the most significant trends in DevOps is the increasing adoption of cloud technologies, such as Amazon Web Services (AWS), Microsoft Azure, and Google Cloud Platform (GCP). This trend is expected to continue as more and more organisations move their applications and infrastructure to the cloud. Another trend in DevOps is the use of automation tools for testing, deployment, and monitoring. Automation tools like Jenkins, Ansible, and Puppet are becoming increasingly popular and are expected to continue to be widely used.

QA Engineering

In the field of QA Engineering, one of the biggest trends is the adoption of Agile and DevOps methodologies. These methodologies emphasise collaboration, continuous integration, and testing, and are being widely adopted by organisations. Another trend in QA Engineering is the increasing use of Artificial Intelligence (AI) and Machine Learning (ML) for testing. AI and ML can help automate repetitive tasks, increase efficiency, and thus reduce errors in testing.

Skills Gaps

One of the biggest challenges in the market is the skills gap. Many companies are struggling to find qualified candidates with the necessary skills and expertise. Candidates need to find ways to stand out from the crowd and demonstrate their skills and experience. DevOps and QA engineers need to demonstrate a broad range of skills, including coding, testing, and automation. They also need to have good communication and collaboration skills to work effectively with different teams.

Candidates can achieve stand out by showcasing any relevant projects or open-source contributions that they have made. This can demonstrate their practical experience and ability to work with others in a collaborative environment. Additionally, candidates should ensure that their CVs are tailored to the specific job they are applying for, highlighting their relevant skills and experiences.

Upskill and Future Proof

To upskill and future-proof their careers, candidates can take courses and certifications in cloud technologies, Agile and DevOps methodologies, and automation tools. Candidates should highlight any relevant certifications or training that they have received. These can show that a candidate is committed to staying up to date with the latest technologies and practices. They can also participate in online communities, attend conferences and meetups, and read blogs and articles to stay updated on the latest trends and technologies. By following these strategies, candidates can increase their chances of landing their dream job in these exciting and in-demand fields.

For further careers advice and to find out about exciting DevOps and QA job opportunities in this area:

Contact John Ryan(Ireland) or Alfonso(Spain)

[email protected]

[email protected]

Open Doors Initiative 

At E-Frontiers Recruitment, we have always recognised the importance of looking beyond our Recruitment agency business and considering the wider impact we can have on society and the environment. It is part of who we are and what we stand for – we want to have a positive influence and make a difference in a real way that benefits the wider community.

We have planned and implemented corporate social responsibility (CSR) programs for many years with the aim of involving E-Frontiers in meaningful activities within our society. Within the sporting arena, we are the main sponsors of Thurles Sarsfield GAA club. We also have a partnership with the Red Cross.

In 2018 we became the 15th member of the Open Doors Initiative, which now has over 100 members. Our director, Patrick Doyle is a director and Board Member of Open Doors.

open doors and E-Frontiers Recruitment

So what is Open Doors Initiative and why did we join?

The Open Doors Initiative provides opportunities to marginalised members of our society, creating pathways to work through training, education, employment, and entrepreneurship.

Some of the people we work with include refugees, asylum seekers and migrants, people with disabilities and disadvantaged youth.

Becoming a member of the Open Doors Initiative was a very natural choice for E-Frontiers. Our staff come from a wide range of backgrounds just like the demographic that the ODI aims to help. Our commitment to the ODI is to help those in need on their journey to try and enter employment. As a career support company, we will do our best to make a positive change in their lives and thus in their communities.

But it is for sure a reciprocal relationship. ODI has helped us become better and be better. We lean on them to educate ourselves and upskill our team on awareness, inclusion and diversity. We strive to ingrain an ethos within our recruitment agency of giving all people a chance and we carry this ODI ethos with us, within our day-to-day work.

Corporate Social Responsibility
Open Door - E-Frontiers

E-Frontiers contribution, as a Recruitment Agency

We have over 16 years of experience helping companies and candidates within the IT, Business and Financial sectors. At Open Doors Initiative, E-Frontiers is a key member in supporting the organisation in their work, listening and helping as required. There is a role to play in helping candidates with CVs, job applications and interviews as they embark on their employment journey. There is also a wider education and awareness role which is hugely important. We speak with our clients about inclusion and ensuring their business is open to a diverse range of candidates. On a practical level, we consider the clients open roles and encourage a different thought process whereby all types of candidates from all backgrounds will be considered. We are strong advocates for this initiative as we continue to spread the word through our clients, partners, and connections.

What help is available?

Participating companies offer a variety of employability interventions such as:

– Free interactive online training platform

– An internship programme specifically for people with autism to help them secure meaningful employment

– A Mentorship programme

– An employment programme for young people coming from the care system

– Pathways to Progress- Migrant Hub: this a variety of programmes aimed to support refugees and immigrants with pre-employment training, language, and integration.

– Development of access entry routes for school leavers and adults from socio-economically disadvantaged backgrounds and for people with disabilities.

– The establishment of a fund that provides grants to community groups, charities, and NGOs for new projects that support and inspire young people – helping to bridge the divide between education and the workplace

Open Door - E-Frontiers

At E-Frontiers Recruitment, we believe that a small-scale enterprise with big intentions can create a great change in society.

Please come and talk to us and we can share our stories from our involvement in the Open Doors Initiative. Click here to learn more and see Open Doors progress and achievements in 2022.

Open Door - E-Frontiers

Along with the most famous tech hubs in the world such as San Francisco, Tel Aviv, and Beijing, Ireland is also well known as a technically advanced region dubbed the Silicon Valley of Europe. Thanks to the preferential taxation system, the developed infrastructure, and Brexit’s impacts, Ireland has attracted many European headquarters and talent worldwide. Here are some reasons why you should consider moving to Ireland to work as an IT Professional.

1. Working in the IT hub of the EU

There are many leading tech companies placing their headquarters in Ireland like Google, Facebook, Twitter, IBM, Microsoft and etc. To attract talent from all over the world, they offer competitive salaries and compensation for their employees. Furthermore, Ireland boasts some of the most exciting and dynamic tech start-ups within the European Union. Dublin is a great place to develop your career and gain exposure to great opportunities.

Moving to ireland

2. No work permit for the EU

Ireland is a member of the European Union allowing easy access to other member states. Citizens of EEA, Switzerland, and the UK can live and work in Ireland freely without a work permit. If you are not in that category, don’t worry. Ireland always welcomes skilled workers, especially employees working in the IT and financial realms. However, you must apply for a visa and an employment permit to live and work in Ireland.

3. Working in the fast-growing economy in the EU

Ireland has a thriving economy and is the fastest growing in the European Union for the past few consecutive years. Although 2020 was very challenging for the global economy and the domestic economy struggle, the nation’s GDP of Ireland grew by 3.4%.

According to the EY Economic Eye, the economy is predicted to grow by 5% in 2021 and 4.6% in 2022. Moreover, the labour market is expected to recover its peak by late 2023. Ireland is still an ideal country to offer attractive salaries and benefits.

4. Moving to Ireland, the only English-speaking country in the EU

The official language of Ireland is Gaelic. But you don’t have to worry because most of the population still use English more often in daily life, study, and work in Ireland. This is the only country in the EU that uses English as its first language.

5. Multinational culture

Over time, Dublin became an international city attracting senior talent from around the world to work in IT and financial areas. The working environment of companies is far more diverse. The foreign communities live in harmony with local people to develop and contribute to Ireland’s economy.

In addition, Dublin is certainly an LGBT-friendly city. Everyone is welcome to come and work in Ireland. Every June, the annual Dublin Pride Parade takes over the city centre to celebrate diversity too.

6. The world-leading business culture

The Irish Financial Services Centre was established in 1987 which aimed to attract investment sources and build up a centre of internationally traded financial services such as banking, funds, and insurance.

The governments offer business-friendly policies to attract international firms and talent. This helped to develop Dublin’s Docklands to become a new home for many technology and financial companies. Today, the Docklands is home to over 500 companies operating in this area, including more than half the world’s top 50 banks and top 20 insurance companies as well as headquarters to many big technology firms.

7. Friendly people

“There are no strangers here, only friends.”, WB Yeats.

Indeed, you will feel comfortable and charmed by the friendliness of the Irish people. Most people are more than happy to help you overcome any obstacles and support you while you adapt to your new life in Ireland. Interestingly, Galway and Dublin are Europe’s friendliest cities in the Condé Nast Traveller Reader Travel Awards 2020.

What you’ll need to work in IT in Ireland?

A good level of IT expertise.

Good knowledge of working English.

Check our website for available roles or send us your CV.