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Que tendências marcam o recrutamento IT
𝙹𝚊́ 𝚊 𝚌𝚘𝚖𝚙𝚊𝚛𝚊𝚖 𝚊 𝚞𝚖𝚊 𝚐𝚞𝚎𝚛𝚛𝚊 𝚎 𝚎𝚗𝚝𝚎𝚗𝚍𝚎𝚖𝚘𝚜 𝚙𝚘𝚛𝚚𝚞𝚎̂. 𝙰𝚙𝚎𝚜𝚊𝚛 𝚍𝚎 𝚗𝚘𝚜 𝚖𝚞𝚗𝚒𝚛𝚖𝚘𝚜 𝚍𝚘 𝚙𝚘𝚜𝚜𝚒́𝚟𝚎𝚕 (𝚌𝚘𝚗𝚏𝚒𝚗𝚊𝚖𝚎𝚗𝚝𝚘 𝚎 𝚍𝚒𝚜𝚝𝚊𝚗𝚌𝚒𝚊𝚖𝚎𝚗𝚝𝚘 𝚜𝚘𝚌𝚒𝚊𝚕; 𝚛𝚎𝚏𝚘𝚛𝚌̧𝚘 𝚍𝚊𝚜 𝚎𝚚𝚞𝚒𝚙𝚊𝚜 𝚍𝚎 𝚜𝚊𝚞́𝚍𝚎 𝚎 𝚜𝚎𝚞𝚜 𝚖𝚊𝚝𝚎𝚛𝚒𝚊𝚒𝚜; 𝚏𝚘𝚛𝚖𝚞𝚕𝚊𝚌̧𝚘̃𝚎𝚜 𝚍𝚎 𝚊𝚙𝚘𝚒𝚘𝚜 𝚒𝚗𝚜𝚞𝚏𝚒𝚌𝚒𝚎𝚗𝚝𝚎𝚜 𝚊𝚘𝚜 𝚟𝚊́𝚛𝚒𝚘𝚜 𝚜𝚎𝚝𝚘𝚛𝚎𝚜 𝚎𝚌𝚘𝚗𝚘́𝚖𝚒𝚌𝚘𝚜...), 𝚊 𝚍𝚒𝚕𝚞𝚒𝚌̧𝚊̃𝚘 𝚍𝚎 𝚙𝚘𝚜𝚝𝚘𝚜 𝚍𝚎 𝚝𝚛𝚊𝚋𝚊𝚕𝚑𝚘 𝚝𝚘𝚛𝚗𝚊-𝚜𝚎 𝚞𝚖𝚊 𝚛𝚎𝚊𝚕𝚒𝚍𝚊𝚍𝚎 𝚌𝚊𝚍𝚊 𝚟𝚎𝚣 𝚖𝚊𝚒𝚜 𝚙𝚛𝚎𝚘𝚌𝚞𝚙𝚊𝚗𝚝𝚎 𝚗𝚘 𝚙𝚊𝚒́𝚜, 𝚌𝚘𝚖 𝚊 𝙾𝙲𝙳𝙴 𝚊 𝚙𝚛𝚘𝚓𝚎𝚝𝚊𝚛 𝚞𝚖𝚊 𝚜𝚞𝚋𝚒𝚍𝚊 𝚍𝚊 𝚝𝚊𝚡𝚊 𝚍𝚎 𝚍𝚎𝚜𝚎𝚖𝚙𝚛𝚎𝚐𝚘 𝚙𝚊𝚛𝚊 𝚘𝚜 𝟿,𝟻% 𝚎𝚖 𝟸𝟶𝟸𝟷. 𝙴𝚒𝚜 𝚚𝚞𝚎 𝚜𝚞𝚛𝚐𝚎 𝚞𝚖𝚊 𝚍𝚒𝚌𝚘𝚝𝚘𝚖𝚒𝚊 𝚒𝚗𝚝𝚛𝚒𝚐𝚊𝚗𝚝𝚎: 𝚗𝚊̃𝚘 𝚘𝚋𝚜𝚝𝚊𝚗𝚝𝚎 𝚊 𝚊𝚋𝚞𝚗𝚍𝚊̂𝚗𝚌𝚒𝚊 𝚍𝚎 𝚘𝚙𝚘𝚛𝚝𝚞𝚗𝚒𝚍𝚊𝚍𝚎𝚜 𝚛𝚎𝚜𝚒𝚍𝚎𝚗𝚝𝚎𝚜 𝚗𝚊𝚜 𝚃𝚎𝚌𝚗𝚘𝚕𝚘𝚐𝚒𝚊𝚜 𝚍𝚎 𝙸𝚗𝚏𝚘𝚛𝚖𝚊𝚌̧𝚊̃𝚘 𝚎 𝙲𝚘𝚖𝚞𝚗𝚒𝚌𝚊𝚌̧𝚊̃𝚘 (𝚃𝙸𝙲), 𝚜𝚘́ 𝚎𝚖 𝟸𝟶𝟷𝟾, 𝚊 𝙿𝚘𝚛𝚍𝚊𝚝𝚊 𝚛𝚎𝚐𝚒𝚜𝚝𝚘𝚞 𝟽𝟻.𝟶𝟶𝟶 𝚙𝚛𝚘𝚏𝚒𝚜𝚜𝚒𝚘𝚗𝚊𝚒𝚜 𝚎𝚖 𝚏𝚊𝚕𝚝𝚊 𝚗𝚊 𝚊́𝚛𝚎𝚊 𝚎𝚖 𝙿𝚘𝚛𝚝𝚞𝚐𝚊𝚕, 𝚘𝚗𝚍𝚎 𝚊 𝚊́𝚟𝚒𝚍𝚊 𝚙𝚛𝚘𝚌𝚞𝚛𝚊 𝚍𝚎 𝚝𝚊𝚕𝚎𝚗𝚝𝚘 𝚙𝚛𝚘𝚓𝚎𝚝𝚊 𝚊𝚜 𝚛𝚎𝚖𝚞𝚗𝚎𝚛𝚊𝚌̧𝚘̃𝚎𝚜 𝚊𝚗𝚞𝚊𝚒𝚜 𝚋𝚛𝚞𝚝𝚊𝚜 𝚙𝚊𝚛𝚊 𝚘𝚜 €𝟷𝟶𝟶.𝟶𝟶𝟶, 𝚜𝚎𝚐𝚞𝚗𝚍𝚘 𝚞𝚖 𝚎𝚜𝚝𝚞𝚍𝚘 𝚛𝚎𝚌𝚎𝚗𝚝𝚎 𝚍𝚊 𝙼𝚒𝚌𝚑𝚊𝚎𝚕 𝙿𝚊𝚐𝚎. 𝙰𝚚𝚞𝚒, 𝚍𝚎𝚜𝚍𝚎 𝚕𝚘𝚐𝚘, 𝚛𝚎𝚌𝚘𝚗𝚑𝚎𝚌𝚎𝚖𝚘𝚜 𝚊 𝚛𝚎𝚌𝚘𝚗𝚟𝚎𝚛𝚜𝚊̃𝚘 𝚍𝚎 𝚌𝚊𝚛𝚛𝚎𝚒𝚛𝚊 𝚌𝚘𝚖𝚘 "𝚊" 𝚝𝚎𝚗𝚍𝚎̂𝚗𝚌𝚒𝚊 𝚙𝚊𝚛𝚊 𝚘 𝚏𝚞𝚝𝚞𝚛𝚘; 𝚘 𝚜𝚎𝚐𝚛𝚎𝚍𝚘 𝚎𝚜𝚝𝚊𝚛𝚊́, 𝚙𝚘𝚛𝚎́𝚖, 𝚎𝚖 𝚎𝚗𝚝𝚎𝚗𝚍𝚎𝚛 𝚚𝚞𝚊𝚒𝚜 𝚘𝚜 𝚌𝚊𝚖𝚒𝚗𝚑𝚘𝚜 𝚖𝚊𝚒𝚜 𝚏𝚊𝚟𝚘𝚛𝚊́𝚟𝚎𝚒𝚜 𝚙𝚊𝚛𝚊 𝚍𝚎𝚜𝚋𝚛𝚊𝚟𝚊́-𝚕𝚊 𝚛𝚞𝚖𝚘 𝚊̀𝚜 𝚙𝚘𝚜𝚜𝚒𝚋𝚒𝚕𝚒𝚍𝚊𝚍𝚎𝚜 𝚍𝚎 𝚞𝚖 𝚜𝚎𝚝𝚘𝚛 𝚌𝚞𝚓𝚊𝚜 𝚗𝚎𝚌𝚎𝚜𝚜𝚒𝚍𝚊𝚍𝚎𝚜 𝚝𝚊𝚖𝚋𝚎́𝚖 𝚎𝚜𝚝𝚊̃𝚘 𝚎𝚖 𝚙𝚛𝚘𝚏𝚞𝚗𝚍𝚊 𝚖𝚞𝚝𝚊𝚌̧𝚊̃𝚘.
𝙽𝚞𝚖𝚊 𝚙𝚛𝚒𝚖𝚎𝚒𝚛𝚊 𝚒𝚗𝚜𝚝𝚊̂𝚗𝚌𝚒𝚊, 𝚗𝚘𝚝𝚎-𝚜𝚎 𝚚𝚞𝚎 𝚊 𝚙𝚛𝚘𝚌𝚞𝚛𝚊 𝚗𝚘 𝚛𝚊𝚖𝚘 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚘 𝚜𝚎 𝚝𝚘𝚛𝚗𝚊 𝚌𝚊𝚍𝚊 𝚟𝚎𝚣 𝚖𝚊𝚒𝚜 𝚎𝚜𝚙𝚎𝚌𝚒𝚊𝚕𝚒𝚣𝚊𝚍𝚊. 𝙾 𝚜𝚞𝚙𝚛𝚊𝚖𝚎𝚗𝚌𝚒𝚘𝚗𝚊𝚍𝚘 𝚎𝚜𝚝𝚞𝚍𝚘 𝚍𝚊 𝙼𝚒𝚌𝚑𝚊𝚎𝚕 𝙿𝚊𝚐𝚎 𝚊𝚙𝚘𝚗𝚝𝚊 𝚙𝚊𝚛𝚊 𝚘𝚜 𝚌𝚒𝚗𝚌𝚘 𝚖𝚘𝚜𝚚𝚞𝚎𝚝𝚎𝚒𝚛𝚘𝚜 𝚊 𝚌𝚘𝚗𝚚𝚞𝚒𝚜𝚝𝚊𝚛 𝚊 𝚖𝚊𝚒𝚘𝚛𝚒𝚊 𝚍𝚊𝚜 𝚟𝚊𝚐𝚊𝚜 𝚗𝚊𝚜 𝚎𝚖𝚙𝚛𝚎𝚜𝚊𝚜 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚊𝚜, 𝚎𝚖 𝟸𝟶𝟸𝟷: 𝙲𝚢𝚋𝚎𝚛 𝚂𝚎𝚌𝚞𝚛𝚒𝚝𝚢, 𝙸𝚘𝚃 (𝙸𝚗𝚝𝚎𝚛𝚗𝚎𝚝 𝚘𝚏 𝚃𝚑𝚒𝚗𝚐𝚜), 𝙲𝚕𝚘𝚞𝚍, 𝙼𝚊𝚌𝚑𝚒𝚗𝚎 𝙻𝚎𝚊𝚛𝚗𝚒𝚗𝚐 𝚎 𝙱𝚒𝚐 𝙳𝚊𝚝𝚊. 𝙳𝚎 𝚏𝚊𝚌𝚝𝚘, 𝚊 𝚎𝚡𝚒𝚐𝚎̂𝚗𝚌𝚒𝚊 𝚍𝚘𝚜 𝚍𝚎𝚜𝚊𝚏𝚒𝚘𝚜 𝚊𝚝𝚞𝚊𝚒𝚜 𝚖𝚘𝚋𝚒𝚕𝚒𝚣𝚊 𝚘𝚜 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚍𝚘𝚛𝚎𝚜 𝚙𝚊𝚛𝚊 𝚞𝚖𝚊 𝚖𝚊𝚒𝚘𝚛 𝚎𝚜𝚙𝚎𝚌𝚒𝚏𝚒𝚌𝚒𝚍𝚊𝚍𝚎 𝚎, 𝚊𝚘 𝚚𝚞𝚎 𝚝𝚞𝚍𝚘 𝚒𝚗𝚍𝚒𝚌𝚊, 𝚎𝚜𝚝𝚎𝚜 𝚌𝚒𝚗𝚌𝚘 𝚟𝚎𝚝𝚘𝚛𝚎𝚜 𝚝𝚎̂𝚖 𝚝𝚞𝚍𝚘 𝚙𝚊𝚛𝚊 𝚙𝚛𝚎𝚙𝚘𝚗𝚍𝚎𝚛𝚊𝚛 𝚗𝚊𝚜 𝚎𝚜𝚌𝚘𝚕𝚑𝚊𝚜 𝚍𝚘𝚜 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚍𝚘𝚛𝚎𝚜 - 𝚎 𝚘𝚜 𝚖𝚘𝚝𝚒𝚟𝚘𝚜 𝚗𝚊̃𝚘 𝚜𝚊̃𝚘 𝚘𝚋𝚜𝚌𝚞𝚛𝚘𝚜. 𝙿𝚘𝚛 𝚞𝚖 𝚕𝚊𝚍𝚘, 𝚍𝚎 𝚊𝚌𝚘𝚛𝚍𝚘 𝚌𝚘𝚖 𝚞𝚖 𝚎𝚜𝚝𝚞𝚍𝚘 𝚛𝚎𝚌𝚎𝚗𝚝𝚎 𝚍𝚊 𝚎𝚜𝚙𝚎𝚌𝚒𝚊𝚕𝚒𝚜𝚝𝚊 𝚎𝚖 𝚜𝚎𝚐𝚞𝚛𝚊𝚗𝚌̧𝚊 𝚍𝚒𝚐𝚒𝚝𝚊𝚕 𝙳𝚊𝚜𝚑𝚕𝚊𝚗𝚎, 𝚊 𝚖𝚊𝚒𝚘𝚛 𝚍𝚎𝚙𝚎𝚗𝚍𝚎̂𝚗𝚌𝚒𝚊 𝚍𝚎 𝚜𝚎𝚛𝚟𝚒𝚌̧𝚘𝚜 𝙲𝚕𝚘𝚞𝚍 𝚎 𝚒𝚗𝚟𝚎𝚜𝚝𝚒𝚖𝚎𝚗𝚝𝚘 𝚎𝚖 𝚗𝚘𝚟𝚊𝚜 𝚏𝚎𝚛𝚛𝚊𝚖𝚎𝚗𝚝𝚊𝚜 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚊𝚜 (𝚊𝚝𝚛𝚊𝚟𝚎́𝚜 𝚍𝚎 𝙼𝚊𝚌𝚑𝚒𝚗𝚎 𝙻𝚎𝚊𝚛𝚗𝚒𝚗𝚐, 𝙱𝚒𝚐 𝙳𝚊𝚝𝚊, 𝚎 𝚊𝚙𝚕𝚒𝚌𝚊𝚌̧𝚘̃𝚎𝚜 𝚕𝚒𝚐𝚊𝚍𝚊𝚜 𝚊̀ 𝙸𝚘𝚃, 𝚒𝚜𝚝𝚘 𝚎́, 𝚊̀ 𝚌𝚘𝚗𝚎𝚌𝚝𝚒𝚟𝚒𝚍𝚊𝚍𝚎 𝚎𝚗𝚝𝚛𝚎 𝚘𝚋𝚓𝚎𝚝𝚘𝚜 𝚏𝚒́𝚜𝚒𝚌𝚘𝚜 𝚟𝚒𝚊 𝙸𝚗𝚝𝚎𝚛𝚗𝚎𝚝), 𝚝𝚛𝚊𝚣𝚒𝚍𝚊 𝚙𝚎𝚕𝚊 𝚐𝚎𝚗𝚎𝚛𝚊𝚕𝚒𝚣𝚊𝚌̧𝚊̃𝚘 𝚍𝚘 𝚝𝚎𝚕𝚎𝚝𝚛𝚊𝚋𝚊𝚕𝚑𝚘, 𝚍𝚎𝚜𝚙𝚘𝚕𝚎𝚝𝚊𝚛𝚊́ 𝚎𝚜𝚝𝚎 𝚊𝚞𝚖𝚎𝚗𝚝𝚘 𝚍𝚊 𝚙𝚛𝚘𝚌𝚞𝚛𝚊 𝚍𝚎 𝚙𝚛𝚘𝚏𝚒𝚜𝚜𝚒𝚘𝚗𝚊𝚒𝚜 𝚙𝚊𝚛𝚊 𝚊𝚜 𝚚𝚞𝚊𝚝𝚛𝚘 𝚊́𝚛𝚎𝚊𝚜 𝚖𝚎𝚗𝚌𝚒𝚘𝚗𝚊𝚍𝚊𝚜. 𝙿𝚘𝚛 𝚘𝚞𝚝𝚛𝚘 𝚕𝚊𝚍𝚘, 𝚊 𝚖𝚘𝚋𝚒𝚕𝚒𝚣𝚊𝚌̧𝚊̃𝚘 𝚖𝚊𝚜𝚜𝚒𝚟𝚊 𝚍𝚊𝚜 𝚘𝚙𝚎𝚛𝚊𝚌̧𝚘̃𝚎𝚜 𝚙𝚊𝚛𝚊 𝚘 𝚙𝚕𝚊𝚗𝚘 𝚍𝚒𝚐𝚒𝚝𝚊𝚕 𝚊𝚖𝚙𝚕𝚒𝚊 𝚊 𝚚𝚞𝚊𝚗𝚝𝚒𝚍𝚊𝚍𝚎 𝚍𝚎 𝚍𝚊𝚍𝚘𝚜 𝚍𝚘𝚜 𝚌𝚕𝚒𝚎𝚗𝚝𝚎𝚜 𝚛𝚎𝚞𝚗𝚒𝚍𝚊 𝚙𝚎𝚕𝚊𝚜 𝚎𝚖𝚙𝚛𝚎𝚜𝚊𝚜, 𝚘 𝚚𝚞𝚎 𝚝𝚛𝚊𝚣 𝚞𝚖𝚊 𝚖𝚊𝚒𝚘𝚛 𝚎𝚡𝚙𝚘𝚜𝚒𝚌̧𝚊̃𝚘 𝚊𝚘 𝚌𝚊𝚍𝚊 𝚟𝚎𝚣 𝚖𝚊𝚒𝚜 𝚜𝚘𝚏𝚒𝚜𝚝𝚒𝚌𝚊𝚍𝚘 𝚌𝚛𝚒𝚖𝚎 𝚌𝚒𝚋𝚎𝚛𝚗𝚎́𝚝𝚒𝚌𝚘 - 𝚍𝚊𝚒́ 𝚚𝚞𝚎, 𝚌𝚘𝚗𝚏𝚘𝚛𝚖𝚎 𝚊 𝙳𝚊𝚜𝚑𝚕𝚊𝚗𝚎 𝚒𝚗𝚍𝚒𝚌𝚊, 𝚊 𝙲𝚢𝚋𝚎𝚛 𝚂𝚎𝚌𝚞𝚛𝚒𝚝𝚢 𝚜𝚎 𝚝𝚘𝚛𝚗𝚎, 𝚊𝚐𝚘𝚛𝚊, 𝚞𝚖𝚊 𝚚𝚞𝚎𝚜𝚝𝚊̃𝚘 𝚙𝚛𝚒𝚘𝚛𝚒𝚝𝚊́𝚛𝚒𝚊 𝚙𝚊𝚛𝚊 𝚊𝚜 𝚎𝚖𝚙𝚛𝚎𝚜𝚊𝚜, 𝚜𝚎𝚗𝚍𝚘 𝚘 𝚚𝚞𝚒𝚗𝚝𝚘 𝚎𝚕𝚎𝚖𝚎𝚗𝚝𝚘 𝚍𝚎 𝚍𝚎𝚜𝚝𝚊𝚚𝚞𝚎 𝚗𝚘 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚖𝚎𝚗𝚝𝚘 𝚎𝚖 𝚃𝙸𝙲, 𝚎𝚖 𝟸𝟶𝟸𝟷.
𝙰𝚜𝚜𝚒𝚖, 𝚙𝚊𝚛𝚎𝚌𝚎 𝚘𝚙𝚎𝚛𝚊𝚛-𝚜𝚎 𝚞𝚖𝚊 𝚌𝚘𝚗𝚟𝚎𝚛𝚐𝚎̂𝚗𝚌𝚒𝚊 𝚍𝚎𝚜𝚎𝚓𝚊́𝚟𝚎𝚕, 𝚊𝚒𝚗𝚍𝚊 𝚚𝚞𝚎 𝚌𝚘𝚖𝚙𝚕𝚎𝚡𝚊: 𝚊 𝚖𝚊𝚒𝚘𝚛 𝚙𝚛𝚘𝚌𝚞𝚛𝚊 𝚍𝚎 𝚙𝚛𝚘𝚏𝚒𝚜𝚜𝚒𝚘𝚗𝚊𝚒𝚜 𝚎𝚜𝚙𝚎𝚌𝚒𝚊𝚕𝚒𝚣𝚊𝚍𝚘𝚜 𝚎𝚖 𝚝𝚎𝚌𝚗𝚘𝚕𝚘𝚐𝚒𝚊 𝚊𝚕𝚒𝚗𝚑𝚊-𝚜𝚎 𝚌𝚘𝚖 𝚊 𝚗𝚎𝚌𝚎𝚜𝚜𝚒𝚍𝚊𝚍𝚎 𝚍𝚎 𝚘𝚙𝚘𝚛𝚝𝚞𝚗𝚒𝚍𝚊𝚍𝚎𝚜 𝚍𝚎 𝚛𝚎𝚒𝚗𝚝𝚎𝚐𝚛𝚊𝚌̧𝚊̃𝚘 𝚍𝚎 𝚙𝚛𝚘𝚏𝚒𝚜𝚜𝚒𝚘𝚗𝚊𝚒𝚜 𝚚𝚞𝚎 𝚑𝚘𝚓𝚎 𝚙𝚎𝚛𝚍𝚎𝚖 𝚘𝚜 𝚜𝚎𝚞𝚜 𝚝𝚛𝚊𝚋𝚊𝚕𝚑𝚘𝚜. 𝙸𝚖𝚙𝚘𝚛𝚝𝚊 𝚛𝚎𝚌𝚘𝚗𝚑𝚎𝚌𝚎𝚛, 𝚙𝚘𝚛𝚎́𝚖, 𝚚𝚞𝚎 𝚊𝚙𝚛𝚘𝚟𝚎𝚒𝚝𝚊𝚛 𝚎𝚜𝚜𝚊 𝚌𝚘𝚗𝚟𝚎𝚛𝚐𝚎̂𝚗𝚌𝚒𝚊 𝚎𝚡𝚒𝚐𝚎 𝚞𝚖𝚊 𝚌𝚘𝚖𝚙𝚛𝚎𝚎𝚗𝚜𝚊̃𝚘 𝚕𝚞́𝚌𝚒𝚍𝚊 𝚍𝚊 𝚌𝚘𝚗𝚓𝚞𝚗𝚝𝚞𝚛𝚊 𝚊𝚝𝚞𝚊𝚕: 𝚊𝚜 𝚎𝚖𝚙𝚛𝚎𝚜𝚊𝚜, 𝚙𝚊𝚛𝚝𝚒𝚌𝚞𝚕𝚊𝚛𝚖𝚎𝚗𝚝𝚎 𝚒𝚗𝚝𝚎𝚛𝚎𝚜𝚜𝚊𝚍𝚊𝚜 𝚎𝚖 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚛 𝚗𝚊𝚜 𝚌𝚒𝚗𝚌𝚘 𝚊́𝚛𝚎𝚊𝚜 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚊𝚜 𝚎𝚗𝚞𝚖𝚎𝚛𝚊𝚍𝚊𝚜, 𝚍𝚎𝚟𝚎𝚛𝚊̃𝚘 𝚊𝚍𝚊𝚙𝚝𝚊𝚛 𝚘 𝚜𝚎𝚞 𝚙𝚛𝚘𝚌𝚎𝚜𝚜𝚘 𝚍𝚎 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚖𝚎𝚗𝚝𝚘 𝚙𝚊𝚛𝚊 𝚊𝚝𝚛𝚊𝚒𝚛 𝚝𝚊𝚕𝚎𝚗𝚝𝚘 𝚎𝚜𝚙𝚎𝚌𝚒𝚊𝚕𝚒𝚣𝚊𝚍𝚘 𝚊𝚐𝚒𝚕𝚒𝚣𝚊𝚗𝚍𝚘 𝚊 𝚊𝚝𝚞𝚊𝚕𝚒𝚣𝚊𝚌̧𝚊̃𝚘 𝚍𝚊𝚜 𝚑𝚊𝚛𝚍 𝚜𝚔𝚒𝚕𝚕𝚜 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚊𝚜 𝚍𝚘𝚜 𝚜𝚎𝚞𝚜 𝚌𝚘𝚕𝚊𝚋𝚘𝚛𝚊𝚍𝚘𝚛𝚎𝚜; 𝚓𝚊́ 𝚎𝚜𝚝𝚎𝚜 𝚋𝚎𝚗𝚎𝚏𝚒𝚌𝚒𝚊𝚛𝚊̃𝚘, 𝚎𝚖 𝚐𝚛𝚊𝚗𝚍𝚎 𝚗𝚞́𝚖𝚎𝚛𝚘, 𝚍𝚎 𝚞𝚖𝚊 𝚛𝚎𝚌𝚘𝚗𝚏𝚒𝚐𝚞𝚛𝚊𝚌̧𝚊̃𝚘 𝚍𝚎 𝚜𝚔𝚒𝚕𝚕 𝚜𝚎𝚝𝚜 𝚘𝚞 𝚖𝚎𝚜𝚖𝚘 𝚍𝚎 𝚞𝚖𝚊 𝚛𝚎𝚌𝚘𝚗𝚟𝚎𝚛𝚜𝚊̃𝚘 𝚍𝚎 𝚌𝚊𝚛𝚛𝚎𝚒𝚛𝚊, 𝚎𝚜𝚌𝚊𝚕𝚊𝚗𝚍𝚘 𝚘 𝚜𝚎𝚞 𝚙𝚘𝚝𝚎𝚗𝚌𝚒𝚊𝚕 𝚍𝚎 𝚛𝚎𝚒𝚗𝚝𝚎𝚐𝚛𝚊𝚌̧𝚊̃𝚘 𝚎 𝚙𝚛𝚘𝚐𝚛𝚎𝚜𝚜𝚊̃𝚘 𝚗𝚘 𝚖𝚎𝚛𝚌𝚊𝚍𝚘 𝚕𝚊𝚋𝚘𝚛𝚊𝚕 𝚗𝚘 𝚖𝚎́𝚍𝚒𝚘/𝚕𝚘𝚗𝚐𝚘 𝚙𝚛𝚊𝚣𝚘, 𝚓𝚊́ 𝚚𝚞𝚎 𝚍𝚒𝚏𝚒𝚌𝚒𝚕𝚖𝚎𝚗𝚝𝚎 𝚜𝚎 𝚛𝚎𝚌𝚞𝚊𝚛𝚊́ 𝚗𝚊 𝚍𝚒𝚐𝚒𝚝𝚊𝚕𝚒𝚣𝚊𝚌̧𝚊̃𝚘 𝚍𝚊 𝚎𝚌𝚘𝚗𝚘𝚖𝚒𝚊.
𝙽𝚎𝚜𝚝𝚎 𝚌𝚘𝚗𝚝𝚎𝚡𝚝𝚘, 𝚞𝚖 𝚎𝚗𝚜𝚒𝚗𝚘 𝚍𝚒𝚜𝚛𝚞𝚙𝚝𝚒𝚟𝚘 𝚎́ 𝚌𝚛𝚞𝚌𝚒𝚊𝚕 𝚙𝚊𝚛𝚊 𝚊 𝚜𝚒𝚗𝚎𝚛𝚐𝚒𝚊 𝚍𝚎𝚜𝚎𝚓𝚊𝚍𝚊. 𝙰𝚜 𝚞𝚗𝚒𝚟𝚎𝚛𝚜𝚒𝚍𝚊𝚍𝚎𝚜 𝚓𝚊́ 𝚎𝚜𝚝𝚊̃𝚘 𝚊 𝚊𝚍𝚊𝚙𝚝𝚊𝚛 𝚊𝚜 𝚜𝚞𝚊𝚜 𝚙𝚛𝚘𝚙𝚘𝚜𝚝𝚊𝚜, 𝚌𝚘𝚖 𝚌𝚞𝚛𝚜𝚘𝚜 𝚎 𝚞𝚗𝚒𝚍𝚊𝚍𝚎𝚜 𝚌𝚞𝚛𝚛𝚒𝚌𝚞𝚕𝚊𝚛𝚎𝚜 𝚍𝚎 𝚊𝚌𝚘𝚛𝚍𝚘 𝚌𝚘𝚖 𝚘 𝚚𝚞𝚎 𝚘 𝚖𝚎𝚛𝚌𝚊𝚍𝚘 𝚎𝚜𝚝𝚊́ 𝚊 𝚛𝚎𝚚𝚞𝚎𝚛𝚎𝚛 - 𝚎́ 𝚘 𝚌𝚊𝚜𝚘 𝚍𝚊 𝙽𝙾𝚅𝙰 𝚂𝙱𝙴, 𝚌𝚘𝚖 𝚘 𝚜𝚎𝚞 𝚛𝚎𝚌𝚎𝚗𝚝𝚎 𝚙𝚛𝚘𝚐𝚛𝚊𝚖𝚊 𝚍𝚎 𝚕𝚒𝚝𝚎𝚛𝚊𝚌𝚒𝚊 𝚙𝚊𝚛𝚊 𝚊 𝚝𝚛𝚊𝚗𝚜𝚏𝚘𝚛𝚖𝚊𝚌̧𝚊̃𝚘 𝚍𝚒𝚐𝚒𝚝𝚊𝚕, 𝚝𝚛𝚊𝚗𝚜𝚟𝚎𝚛𝚜𝚊𝚕 𝚊 𝚙𝚛𝚘𝚏𝚒𝚜𝚜𝚒𝚘𝚗𝚊𝚒𝚜 𝚎 𝚎𝚖𝚙𝚛𝚎𝚜𝚊𝚜. 𝙿𝚘𝚛𝚎́𝚖, 𝚞𝚖 𝚎𝚗𝚘𝚛𝚖𝚎 𝚟𝚊𝚕𝚘𝚛 𝚊𝚌𝚛𝚎𝚜𝚌𝚎𝚗𝚝𝚊𝚍𝚘 𝚛𝚎𝚜𝚒𝚍𝚎 𝚗𝚊𝚜 𝚎𝚜𝚌𝚘𝚕𝚊𝚜 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚊𝚜 𝚖𝚊𝚒𝚜 𝚛𝚎𝚌𝚎𝚗𝚝𝚎𝚜, 𝚌𝚘𝚖 𝚙𝚛𝚘𝚐𝚛𝚊𝚖𝚊𝚜 𝚒𝚗𝚝𝚎𝚗𝚜𝚒𝚟𝚘𝚜 𝚏𝚘𝚌𝚊𝚍𝚘𝚜 𝚎𝚖 𝚊́𝚛𝚎𝚊𝚜-𝚌𝚑𝚊𝚟𝚎 𝚗𝚘 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚖𝚎𝚗𝚝𝚘 𝚎𝚖 𝚃𝙸𝙲 - 𝚌𝚘𝚖𝚘 𝚘 𝚋𝚘𝚘𝚝𝚌𝚊𝚖𝚙 𝚍𝚎 𝙲𝚢𝚋𝚎𝚛 𝚂𝚎𝚌𝚞𝚛𝚒𝚝𝚢 𝚍𝚊 𝙸𝚛𝚘𝚗𝚑𝚊𝚌𝚔, 𝚙𝚘𝚛 𝚎𝚡𝚎𝚖𝚙𝚕𝚘 - 𝚘𝚙𝚌̧𝚘̃𝚎𝚜 𝚊𝚒𝚗𝚍𝚊 𝚙𝚘𝚞𝚌𝚘 𝚎𝚡𝚙𝚕𝚘𝚛𝚊𝚍𝚊𝚜 𝚎 𝚌𝚘𝚗𝚑𝚎𝚌𝚒𝚍𝚊𝚜 𝚙𝚘𝚛 𝚎𝚜𝚝𝚞𝚍𝚊𝚗𝚝𝚎𝚜, 𝚎𝚖𝚙𝚛𝚎𝚜𝚊𝚜 𝚎 𝚙𝚛𝚘𝚏𝚒𝚜𝚜𝚒𝚘𝚗𝚊𝚒𝚜 𝚍𝚎 𝚊́𝚛𝚎𝚊𝚜 𝚗𝚊̃𝚘 𝚝𝚎𝚌𝚗𝚘𝚕𝚘́𝚐𝚒𝚌𝚊𝚜 𝚚𝚞𝚎 𝚙𝚎𝚛𝚖𝚒𝚝𝚎𝚖, 𝚒𝚗𝚍𝚎𝚙𝚎𝚗𝚍𝚎𝚗𝚝𝚎𝚖𝚎𝚗𝚝𝚎 𝚍𝚘 𝚋𝚊𝚌𝚔𝚐𝚛𝚘𝚞𝚗𝚍 𝚍𝚘𝚜 𝚒𝚗𝚜𝚌𝚛𝚒𝚝𝚘𝚜, 𝚞𝚖 𝚊𝚌𝚎𝚜𝚜𝚘 𝚖𝚊𝚒𝚜 𝚌𝚎́𝚕𝚎𝚛𝚎 𝚊 𝚘𝚏𝚎𝚛𝚝𝚊𝚜 𝚍𝚎 𝚝𝚛𝚊𝚋𝚊𝚕𝚑𝚘 𝚊𝚝𝚛𝚊𝚝𝚒𝚟𝚊𝚜 𝚎𝚖 𝚙𝚘𝚝𝚎𝚗𝚌𝚒𝚊𝚕 𝚍𝚎 𝚙𝚛𝚘𝚐𝚛𝚎𝚜𝚜𝚊̃𝚘 𝚍𝚎 𝚌𝚊𝚛𝚛𝚎𝚒𝚛𝚊 𝚎 𝚛𝚎𝚖𝚞𝚗𝚎𝚛𝚊𝚌̧𝚊̃𝚘.
𝙲𝚘𝚖𝚘 𝚟𝚎𝚖𝚘𝚜, 𝚌𝚘𝚗𝚑𝚎𝚌𝚎𝚛 𝚊𝚜 𝚊́𝚛𝚎𝚊𝚜 𝚘𝚗𝚍𝚎 𝚘 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚖𝚎𝚗𝚝𝚘 𝚝𝚎𝚗𝚍𝚎 𝚊 𝚙𝚊𝚍𝚛𝚘𝚗𝚒𝚣𝚊𝚛-𝚜𝚎 𝚎𝚖 𝚙𝚎𝚜𝚘 𝚒𝚖𝚙𝚘𝚛𝚝𝚊, 𝚜𝚘𝚋𝚛𝚎𝚝𝚞𝚍𝚘, 𝚙𝚊𝚛𝚊 𝚞𝚖𝚊 𝚖𝚊𝚒𝚘𝚛 𝚊𝚜𝚝𝚞́𝚌𝚒𝚊 𝚊𝚘 𝚝𝚘𝚖𝚊𝚛 𝚍𝚎𝚌𝚒𝚜𝚘̃𝚎𝚜 𝚍𝚎 𝚌𝚊𝚛𝚛𝚎𝚒𝚛𝚊, 𝚗𝚞𝚖 𝚙𝚎𝚛𝚒́𝚘𝚍𝚘 𝚎𝚖 𝚚𝚞𝚎 𝚊 𝚒𝚗𝚌𝚎𝚛𝚝𝚎𝚣𝚊 𝚎́ 𝚊 𝚞́𝚗𝚒𝚌𝚊 𝚌𝚘𝚗𝚜𝚝𝚊𝚗𝚝𝚎. 𝙸𝚐𝚞𝚊𝚕𝚖𝚎𝚗𝚝𝚎, 𝚊𝚜 𝚎𝚚𝚞𝚒𝚙𝚊𝚜 𝚍𝚎 𝚁𝚎𝚌𝚞𝚛𝚜𝚘𝚜 𝙷𝚞𝚖𝚊𝚗𝚘𝚜 𝚋𝚎𝚗𝚎𝚏𝚒𝚌𝚒𝚊𝚛𝚊̃𝚘 𝚍𝚎 𝚞𝚖𝚊 𝚏𝚕𝚎𝚡𝚒𝚋𝚒𝚕𝚒𝚣𝚊𝚌̧𝚊̃𝚘 𝚍𝚘𝚜 𝚌𝚛𝚒𝚝𝚎́𝚛𝚒𝚘𝚜 𝚍𝚎 𝚊𝚟𝚊𝚕𝚒𝚊𝚌̧𝚊̃𝚘 𝚊𝚘 𝚛𝚎𝚌𝚛𝚞𝚝𝚊𝚛, 𝚙𝚛𝚒𝚟𝚒𝚕𝚎𝚐𝚒𝚊𝚗𝚍𝚘 𝚊𝚜 𝚌𝚊𝚙𝚊𝚌𝚒𝚍𝚊𝚍𝚎𝚜 𝚎𝚏𝚎𝚝𝚒𝚟𝚊𝚜 𝚎 𝚗𝚊̃𝚘 𝚝𝚊̃𝚘 𝚊𝚌𝚎𝚛𝚛𝚒𝚖𝚊𝚖𝚎𝚗𝚝𝚎 𝚊 𝚊𝚌𝚊𝚍𝚎𝚖𝚒𝚊. 𝙵𝚒𝚗𝚊𝚕𝚖𝚎𝚗𝚝𝚎, 𝚜𝚎𝚛-𝚗𝚘𝚜-𝚊́ 𝚌𝚛𝚞𝚌𝚒𝚊𝚕 𝚍𝚎𝚜𝚌𝚘𝚖𝚙𝚕𝚒𝚌𝚊𝚛 𝚊𝚜 𝚊𝚋𝚘𝚛𝚍𝚊𝚐𝚎𝚗𝚜, 𝚖𝚘𝚜𝚝𝚛𝚊𝚗𝚍𝚘 𝚊̀ 𝚙𝚘𝚙𝚞𝚕𝚊𝚌̧𝚊̃𝚘 𝚊𝚝𝚒𝚟𝚊 - 𝚍𝚘𝚜 𝚓𝚘𝚟𝚎𝚗𝚜 𝚊̀𝚜 𝚐𝚎𝚛𝚊𝚌̧𝚘̃𝚎𝚜 𝚖𝚊𝚒𝚜 𝚖𝚊𝚍𝚞𝚛𝚊𝚜 - 𝚚𝚞𝚎 𝚊 𝚝𝚎𝚌𝚗𝚘𝚕𝚘𝚐𝚒𝚊 𝚗𝚊̃𝚘 𝚎́ 𝚊𝚕𝚐𝚘 𝚑𝚎𝚛𝚖𝚎́𝚝𝚒𝚌𝚘, 𝚖𝚊𝚜 𝚞𝚖𝚊 𝚌𝚑𝚊𝚟𝚎 𝚙𝚊𝚛𝚊 𝚍𝚎𝚜𝚋𝚛𝚊𝚟𝚊𝚛 𝚌𝚊𝚖𝚒𝚗𝚑𝚘, 𝚚𝚞𝚊𝚗𝚍𝚘 𝚝𝚞𝚍𝚘 𝚙𝚊𝚛𝚎𝚌𝚎 𝚒𝚗𝚍𝚒𝚌𝚊𝚛 𝚞𝚖 𝚋𝚎𝚌𝚘 𝚜𝚎𝚖 𝚜𝚊𝚒́𝚍𝚊.
* Campus Manager da Ironhack Lisboa
IN "DINHEIRO VIVO" - 11/02/21
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