min. readI’m Magui Gaona, from Paraguay. I’m 33 years old and have been working in recruitment for about six years. I started out hiring senior profiles for local companies until I discovered the world of tech. Since then, I’ve focused on connecting talented people with IT roles and learning everything I can about this industry.
At Abstra, we use AI tools and a structured approach to make each search clear, agile, and human. What I enjoy most is that this work never stands still. There’s always something new to learn, and that keeps me motivated every day.
Yes, recruiting has evolved. Today, job hunting is more precise and effective, and we’ve seen that transformation up close. When I first started, I relied on a few social platforms to find candidates. That was my main toolkit. Now that AI is part of the process, we see it as an opportunity to make searches faster, more organized, and a lot more complete.
We want to share how we use AI at Abstra to help clients feel confident that we’re putting the right people in front of them, not just anyone who checks out a few boxes.
Why We Trust AI as a Starting Point
At Abstra, we use AI-powered platforms that help us search thousands of profiles in seconds. We can enter exactly what we’re looking for, like a developer with Python, C#, and API experience in high-growth companies. The technology maps and ranks candidates across multiple sources.
What makes this effective is how it goes beyond the surface. Instead of only matching keywords, it analyzes profiles in detail to find relevant projects, skills, and industries. For us, this means we start with a shortlist that already feels aligned to the role, instead of spending hours filtering manually.
These tools don’t replace our work. They give us more time to focus on understanding whether someone is genuinely a fit for the team and the culture.
Looking Past Job Titles
One thing we always explain to clients is that titles rarely tell the whole story. Just because someone calls themselves a “Senior Developer” doesn’t mean they have the depth or perspective the role needs.
That’s why we never rely only on what AI finds. We look closely at each candidate’s experience, what they’ve contributed to, the environments they’ve worked in, and whether they feel ready for the next challenge. This is the part of the process where human judgment matters most.
When we look at AI-generated profiles, what stands out most is the detail about what candidates have actually done in each role. We don’t just rely on job titles. We focus on specific responsibilities, skills applied, and the types of projects they led or contributed to. This helps avoid confusion about seniority and shows clearly whether someone is prepared for the challenges of the role.
Why Clients Trust This Approach
We know that trusting an external team to find the right people is a big decision. What gives our clients confidence is seeing how this process works in practice.
- First, AI tools allow us to cover more ground and surface candidates who might not appear in a traditional search. This approach ensures you have access to a much wider pool of talent.
- Second, every profile goes through a structured evaluation. Even when AI suggests a candidate, we personally review their background, experience, and potential fit before making any recommendations.
Clients often ask why they trust this process. We always explain that behind the tools, there is a team with many years of experience doing this work. We know how to evaluate what an AI shortlist means and how to verify it carefully. That combination of technology, human judgment, and proven experience is what makes the process reliable.
One thing that feels unique to how we work at Abstra is that we always start by studying each client’s needs in depth. We take the time to understand their culture, expectations, and what success looks like. From there, we build the process step by step. This way, every search feels tailored, not generic.
Keeping the Process Clear
We understand that some companies worry AI might make recruiting feel too automated. In our experience, it’s the opposite. With the right approach, AI helps us stay clearer and more transparent about how we search and why we recommend specific people.
We always share which tools we’re using, how the filters work, and what steps come after the initial sourcing. When clients understand the method behind every shortlist, it builds trust. They know there is structure and purpose behind every decision.
How We Do Things Differently at Abstra
Every project we work on looks different. Some clients want to move quickly to roles where the competition is intense. Others need help finding talent in more specialized areas. That’s why we don’t follow a fixed formula. We have the flexibility to adapt to the processes clients prefer to follow, and we also know how to guide them when they’re not sure where to start. If a client needs help building a hiring process from scratch, we can offer that support and make sure it feels clear and manageable.
At Abstra, we combine AI tools with LinkedIn, professional communities, and direct outreach. We also spend time connecting with people who may not be actively searching but could be the perfect fit. Over time, this approach has taught us a lot, especially in soft skills. From the beginning, we’ve felt trusted to keep learning and improving, which motivates us to grow both personally and professionally.
We’ve also learned that staying curious and open makes a big difference. Even when there’s a lot to juggle, we tackle each challenge one step at a time. This mix of technology, personal connection, and continuous learning helps us deliver results clients can feel confident about.
Magui Gaona at Abstra
Magui joined Abstra in October 2023 and focuses on tech talent recruitment. She guides clients through every stage of the hiring process, from sourcing to selection. Outside of work, she loves reading Latin American literature by women, skating, and spending time with her dog Kimchi.