In an increasingly digital and competitive world, where technological talent has become one of the most valuable assets, the question is no longer whether a company needs to invest in attracting developers, testing specialists or data engineers, but rather how to do it in a sustainable, authentic and distinctive way. That ‘how’ not only defines who decides to join your team but also who stays, contributes and grows with you.
By Verónica Mendes, ERNI Spain
When we talk about employer branding, I’m not just referring to attractive social media campaigns or a polished corporate website. I mean a strategy that honestly reflects what a company truly is, not what it wants to appear to be. Knowing how to attract and build loyalty with talent through tailored value propositions for each profile is key to standing out and winning over the new generations.
At ERNI, we have committed to a clear approach: authenticity, the real employee experience and a culture of collaboration that is lived daily, not just expressed in a slogan. This consistency allows us to attract not only technical skills but also interpersonal abilities such as proactivity, adaptability and a commitment to continuous improvement.
Beyond perks
Today, tangible benefits alone are no longer enough. New generations of professionals are looking for more than a good salary, flexible hours or a modern office. They want to feel part of something, have the freedom to share ideas, receive feedback and develop not only as technologists but also as individuals. Our proposal stems from that conviction: we focus on offering them a growth journey tailored to their role and needs, helping them discover how far they can go if they choose to stay. Continuous training, soft skills programmes, leadership development, and creative thinking initiatives are all part of a proposition where learning a new programming language is just as important as building communication, collaboration and leadership skills.
The power of first days
A common mistake in many organisations is to think that onboarding ends with the signing of a contract. For us, that’s only the beginning. A well-structured onboarding makes all the difference. Those first days set expectations, build trust and create a sense of belonging. That’s why we pay special attention to offering mentors, introductory training and personalised support from day one. The initial experience defines how a person will adapt, how long it will take them to contribute effectively and whether they will truly feel valued.
From attraction to retention
That said, attracting talent is only half the challenge: the real difficulty lies in fostering long-term commitment. Building loyalty depends on providing real development opportunities, not empty promises. Professionals need to see a clear learning path, feel heard, work on projects that allow them to grow, and be part of something meaningful. At ERNI, we focus on building personalised growth plans. We cover technical training, finance postgraduate and executive programs up to 80%, and offer flexibility, remote work and holistic wellbeing support. But beyond conditions, what truly strengthens loyalty is the feeling that you are not stagnating – that your development goes beyond words and is backed by tangible actions.
AI, talent and the next big challenge
The future brings even greater challenges. AI is no longer an add-on but a tool that must be integrated effectively and responsibly into every technological project. Companies that know how to leverage it and train their people in its use will lead the next decade. At the same time, the shortage of specialised talent will continue to intensify, and competition will become increasingly fierce. This means that the deciding factor will not only be financial compensation but also the ability to build a solid corporate identity with purpose and real opportunities for growth. And that cannot be improvised or easily copied.
Conclusion
I am convinced that a talent strategy must be long-term, targeted and consistent with day-to-day reality. Launching one-off campaigns may be useful at times, but what truly matters is cultivating an environment where learning and growth are the norm, where wellbeing is not an afterthought and where the projects we deliver are not only technically stimulating but also create real impact. The best professionals are not just looking to write great code; they want to do it with purpose, with the certainty that what they build makes things better, adds value and leaves a mark. Being authentic, adapting quickly to new realities, offering support from day one and providing real development plans and guidance are all part of our vision at ERNI. Winning talent requires transparency, consistency and above all, a value proposition that integrates both technical and interpersonal growth.
If you are eager to find out more about who we are and what we offer, visit our Careers page.