Authenticity over Mass Outreach: Insights from “Christian Pfannhauser & Lisa-Marie Barth von Computer Futures” on Tech Recruiting in Austria

What we heard and why it matters

In the session “Christian Pfannhauser & Lisa-Marie Barth von Computer Futures,” the message lands with precision: meaningful hiring in Austria’s IT scene is built on technical depth, honesty, and a truly candidate-centered process. Computer Futures has been matching talent and companies since 1986. In Austria, the team has been active for over six years, deeply rooted in the local IT ecosystem while being well positioned internationally. The duo’s emphasis is consistent throughout: help you get to your next career step by understanding your tech preferences and providing unfiltered insight into roles and teams.

Rather than sending generic job blasts, Christian Pfannhauser and Lisa-Marie Barth focus on understanding you as an engineer and translating that into concrete opportunities that fit you technically and personally. As they put it themselves, “We’re often nerds, often IT experts,” and they use this to raise the bar in recruiting.

Who Computer Futures is—and the ground they cover

• Operating since 1986, Computer Futures matches candidates and companies with a stated goal: support your next career step.
• In Austria for over six years, “very strongly rooted in the IT world in Austria” and “internationally well positioned.”
• Broad IT coverage: software development, cloud, big data, DevOps and infrastructure, IT project management—“to name a few.” Their network spans a bit of everything across industries.

A defining feature is how the team blends technical literacy and recruiting craft. Each consultant specializes. As Lisa-Marie Barth highlights, she focuses on software development in the Java stack. That specialization is not incidental—it’s central to how they advise and match.

Why technical literacy changes the match

Recruiting breaks down when roles and candidate wishes are reduced to keyword alignment. This session sketches out a different path: when recruiters grasp technologies, toolchains, and working environments, match quality improves dramatically.

Practically, that implies:

• You’re speaking with people who can interpret Java, cloud, big data, or DevOps beyond buzzwords.
• The focus shifts from “Can you do X?” to “In what environment do you want to do X—and what do you need to perform well?”
• As a result, the match emphasizes context, team dynamics, and delivery style—factors that underpin long-term satisfaction.

The holistic approach: One bridge for candidates and hiring teams

This dual role is a differentiator. Computer Futures acts as a single conduit in both directions: toward you and toward the hiring manager or team. The goal is no filters and no glossing over: they aim to secure an “unfiltered impression.”

This realism prevents mismatched expectations. In IT in particular—where autonomy, tooling, on-call expectations, and delivery tempo vary widely—knowing the truth upfront matters.

Beyond finding “a job”: advisory, negotiation, and the long view

The team distinguishes strongly between mere access to openings and real, sustained support:

In practice, that means:

• Prioritization: What truly matters to you—tech stack, team size, remote setup, salary range, growth, benefits?
• Translation: Which role fits your preferences and personality?
• Negotiation: Salary and benefits are actively advocated for you.
• Sustainability: The target is long-term happiness, not a hasty switch.

The process, end-to-end

1) First conversation (in person or online):

• A deep-dive into your tech preferences.
• A snapshot of where you stand and where you want to go with your next career step.

2) Concrete job recommendations:

• Fit over spray-and-pray: “Information that goes far beyond what’s in a classic job ad.”
• You get context, not just bullet points.

3) Intro to the hiring side:

• “With your OK,” they connect you to the prospective team lead or manager.
• The aim is a first conversation with substance—technically and personally.

4) Ongoing support during the application process:

• “Briefings” and continuous “updates on where you stand and where the journey is headed.”
• Expectation setting and preparation included.

5) Authentic feedback:

• Computer Futures asks partners for “authentic feedback.”
• You learn “what went great in the process and where there is room for improvement.”

6) Closing and transition:

• If everything works out, they “invite you to a lunch” to celebrate the start of your new journey together.

This approach is structured and centered on the candidate. Crucially, information flows continuously, helping you avoid blind spots and make better decisions.

Freelancing: a real option, assessed with guidance

Freelancing can be opportunity or misfit depending on your goals and constraints. Instead of relying on myths, the team emphasizes clarity: what freelancing would mean for you, which project setups might fit, and how to test the waters responsibly. The very fact that this option exists—with guidance and potential first-project support—broadens your career playbook.

Breadth across IT, depth in the match—from Java to DevOps

The network spans software development, cloud, big data, DevOps and infrastructure, and IT project management. At the same time, Christian Pfannhauser and Lisa-Marie Barth highlight team specializations. That combination—breadth with real depth—improves matching quality. If you live in the “Java stack,” for instance, you benefit from consultants who recognize nuances across frameworks and environments and can anchor your preferences to the right teams.

“Not random companies”: quality over quantity

The stance is unambiguous. For you, this translates into:

• Less noise, more relevance.
• Transparency over buzzwords.
• A real look into the team and working style—including the small “quirks” every organization has.

Actionable takeaways for engineers and tech talent

Drawing directly from what Christian Pfannhauser & Lisa-Marie Barth shared, you can make your next move smarter by focusing on the following:

1) Specify your tech preferences with intent.

• Which stacks, which toolchains, and which architectural contexts energize you?
• What do you want to do more of—and less of?

2) Articulate your comfort environment.

• Team size, collaboration style, onsite/remote balance, delivery pace.
• The goal is exactly what they underscore: the development or project environment in which you’ll “feel comfortable.”

3) Leverage the “unfiltered” view.

• Ask about team rituals, code ownership, on-call expectations, and release cadence.
• Invite examples of the team’s “quirks” so you can make a knowing choice.

4) Use briefings to prepare with purpose.

• Take advantage of the “briefings,” and outline two or three core contributions you want to highlight in the first conversation.
• Use the “ongoing updates” to calibrate your expectations and adjust.

5) Insist on feedback—and act on it.

• Authentic feedback tells you “what was great … and where there’s potential to optimize.”
• Turn that into clear steps for your next round.

6) Be explicit about salary and benefits priorities.

• Be clear on what’s flexible and what’s not.
• Let the recruiter advocate—negotiation is part of their promise.

7) Consider freelancing deliberately.

• Use their advisory to assess whether freelancing fits your goals and constraints.
• A first project can be a practical test—or a confirmation that full-time is your better path.

A question set for your first conversation (Vienna Hauptbahnhof or Microsoft Teams)

To make the most of the first conversation, anchor on questions that align with what Computer Futures offers:

• Which teams and hiring managers in your network best match my preferences—and why?
• What information “beyond the job ad” is most decisive for this role?
• What are the typical “small quirks” of the team/company—and how do they handle them?
• What does the briefing before I meet the team lead look like?
• What kind of feedback will I receive after each round—and when?
• What salary and benefit options are realistic for my profile right now?
• Which freelancing projects could be a sensible test—and how would we evaluate fit?

Why this approach resonates in Austria’s IT landscape

Austria’s IT teams range from product organizations to project-driven setups. The approach outlined in the session works well here because it combines three levers:

• Technical depth: Specialization (e.g., the “Java stack”) yields nuance over buzzword bingo.
• A single contact for both sides: One bridge accelerates information and reduces friction.
• Authenticity: An “unfiltered impression” builds trust on both the candidate and company sides.

Together, these factors address what truly makes job changes successful: context, clarity, and consistent follow-through.

A note for hiring teams

While the session centers on candidates, one insight stands out for companies as well: authenticity drives authentic matches. If recruiters consistently deliver “information beyond the job ad” and solicit “authentic feedback,” hiring teams gain:

• Calibrated expectations on both sides.
• More focused conversations.
• Higher hit rates because preferences and context are explicitly aligned.

Closing: Your next step—done right

“Christian Pfannhauser & Lisa-Marie Barth von Computer Futures” reads like a manifesto for practical, honest, technically grounded recruiting. Operating since 1986, embedded in Austria’s IT market for over six years, and committed to a candidate-first approach that combines depth, clear information, feedback, and negotiation.

• No superficial offers.
• No random-company outreach.
• Instead: advisory that understands you; context that goes beyond the job ad; feedback that helps you improve; negotiation that reflects your priorities.

Whether you meet at their office at Vienna’s main station or via Microsoft Teams, the point is the same: talk to people who understand the reality of Java, cloud, big data, DevOps, and beyond. That’s how a job ad becomes a real opportunity—and how a move turns into a long-term fit.