Tackling Tech’s Gender Gap Requires Collaborative Approach

Q: What differentiates LaPieza from other recruitment platforms?

A: Two factors set us apart. The first is the strength of our team. Many of our employees have grown within the organization, with several starting their careers with us and advancing into leadership roles. The second is our technology. We have developed a highly sophisticated platform that goes beyond the capabilities of a traditional headhunting agency, positioning us as a leader in employability solutions.

Initially, our solution was designed to address talent acquisition, particularly international talent. Over time, we identified new business needs that led us to develop more specialized profiles. We gradually shifted our focus toward the tech sector, driven by the growing demand in Mexico.

A key pillar of our value proposition is our commitment to unbiased recruitment. Our team is highly multicultural, with professionals in over six countries, and we continue to expand our presence through strategic hiring across the region. Our primary objective is to identify the best talent, regardless of location.

Q: How can LaPieza ensure unbiased recruitment practices given the inherent biases of AI?

A: AI is a powerful tool that enhances individuals’ capabilities, particularly in industries like HR, where recruiters often review hundreds of résumés daily. At a certain point, cognitive overload sets in, making it difficult to process information effectively, so AI plays a crucial role in optimizing time and efficiency in this process.

While AI itself is inherently unbiased, its outcomes depend on how it is programmed and directed. We primarily use AI to pre-screen résumés, ensuring that factors such as a candidate’s socioeconomic background are not taken into account. AI helps mitigate these biases. 

We are the only HR recruitment company in Mexico with B Corp certification, which holds us accountable for demonstrating measurable actions toward social impact. We also hold fully free job fairs, and we have hosted events with up to 70,000 registered participants from diverse backgrounds across Latin America. 

Q: What are the main challenges Mexican companies face in their recruitment processes?

A: Many of the positions and skills in demand today did not exist 10 or 15 years ago, and AI is further accelerating this transformation. As a result, there has historically been a limited pool of highly specialized technical professionals. This created an imbalance, where only a small percentage of individuals had access to these opportunities. However, the normalization of remote work has expanded the talent pool beyond geographic limitations.

In Mexico and Latin America, professionals are no longer competing solely within their local markets; they are now competing on a regional and even global scale. A technology specialist in Mexico is vying for the same opportunities as someone in Colombia, Argentina, or Brazil, making talent acquisition more competitive than ever. Additionally, the expectations for professionals have evolved. Those with strong soft skills must also understand relevant tools and platforms, while highly technical professionals gain an edge if they possess communication and leadership abilities.

The increasing competition and demand for comprehensive skill sets make continuous learning essential. Technologies and platforms change rapidly, and what was standard practice two years ago may already be outdated. 

Q: What further actions are necessary to increase female participation in the technology sector?

A: Technology, particularly software development, is traditionally male-dominated, so social dynamics make it even more challenging for women to enter the field. Humans are inherently social beings, and when women enter a space where they are the minority, the experience becomes more taxing. 

Women often face disadvantages in networking, as many key decisions are made in informal settings where they may feel less inclined to participate. These social dynamics are not about capability, knowledge, or access to education, but rather about ingrained habits that discourage women from competing for certain roles. As a result, women continue to gravitate toward fields perceived as more welcoming.

Addressing this imbalance requires greater efforts to normalize women’s presence in tech, build support networks, and highlight female role models who have succeeded in these spaces. Achieving gender balance in technology requires a collective effort from recruiters, candidates, and employers alike. There needs to be more efforts to raise awareness among women about career paths they may not have traditionally considered, but that offer equal opportunities for development. 

Q: What initiatives is LaPieza deploying to increase female participation in technology?

A: LaPieza has a job fair called “She Leads,” which was created to address the gender gap. While both employers and recruiters are interested in increasing female representation, the reality is that most applications come from men. This makes it statistically challenging to achieve balance. Moreover, women’s salaries often grow slower than men’s, largely because women are generally less aggressive in salary negotiations. There needs to be a conscious effort to normalize discussions around fair compensation and to expose women to the full range of career opportunities available to them. 

Q: What balance would you recommend between soft and hard skills as more companies shift toward skills-based hiring?

A: It ultimately depends on each company, as the soft skills they prioritize must align closely with their organizational culture. Soft skills carry significant weight in some areas, and in certain industries, they may even be more important than hard skills.  

For example, if a candidate demonstrates strong communication skills, proactivity, problem-solving abilities, and thorough research skills during a hiring process but lacks proficiency in a specific platform, the company can provide training. They can invest in a course and teach the candidate how to use the tool. While this requires time and a willingness to invest in talent development, hard skills can generally be taught.  

A candidate’s coachability and openness to learning and adapting are some of the most valuable skills an employer can find. 

Q: What are the main changes you have seen in the job market and how is LaPieza adapting to them?

A: The way people search for jobs is evolving. In the past, employers mainly saw applicants as extra hands, not as individuals with skills or potential. That process has changed significantly. Candidates' expectations have also shifted; they now seek job security, career growth, or a healthy work environment. The job market now offers more options, making both employers and employees more selective.

For that reason, our goal is to create a broader employability ecosystem. People will always change jobs and seek growth opportunities, so our approach includes multiple solutions. While we are best known for headhunting, we also operate a job board where companies post vacancies and candidates register their skills. Instead of applying for jobs, we match candidates with suitable openings based on their skills and experience. Our database includes over 500,000 registered candidates.

Beyond recruitment, we offer LaPieza Academy, which helps job seekers refine their skills and improve their job search. Some individuals are highly skilled in their fields but struggle with communication or soft skills, putting them at a disadvantage. Our academy provides coaching and guidance to address this gap. We also offer specialized executive search services and organize job fairs to raise awareness of available opportunities. 

Q: How will LaPieza evolve in the coming years, and what key areas are you prioritizing as you grow?

A: We aim to be the go-to place where individuals and organizations can find tailored solutions for their employment and talent needs. We adapt to the specific needs of each company while maintaining a singular objective: ensuring that clients find a solution that aligns with their goals, whether they seek employment or talent. 

The culture of a company can either build it up or completely break it down, which is why our biggest investment has been in our people. While we may not always be able to meet 100% of their expectations, we can make decisions with a clear understanding of the team’s direction and aspirations.

LaPieza is a recruitment platform designed to help companies hire faster, more efficiently, and at scale. It leverages its experience working with large corporations to develop tools that streamline the hiring process, enabling businesses to find and recruit top talent quickly.