Inside Hays Österreich GmbH: Johann Halmdienst, Tokessa Konopka & Wladimir Baghdasarian on specialist IT recruiting, transparency, and end-to-end candidate support

Introduction: What stood out in this session

At DevJobs.at, we tuned into the session “Johann Halmdienst, Tokessa Konopka & Wladimir Baghdasarian von HAYS” (Hays Österreich GmbH) to understand how a global recruiting firm translates scale into practical value for IT professionals in Austria. The message was concise and consistent: specialization, transparency, and speed—applied across permanent placements and complemented by support for freelancers.

The very first lines set the scene:

In Austria, HAYS has been operating for 20 years with more than 100 employees, with a dedicated focus on IT permanent placements. The structure is organized into three specialized teams, mirroring the breadth of the local IT market. What we found particularly valuable is the emphasis on going beyond a classic job posting by providing the context candidates need to make informed, confident decisions.

HAYS in Austria: global reach, local specialization

The session makes it clear: HAYS pairs international scale with a locally focused setup. The numbers—33 countries, 10,000+ employees—are matched by a meaningful footprint in Austria.

For IT candidates, this means access to a widely connected partner who also understands the specific dynamics of the Austrian market. That understanding is not abstract; it is embedded in how the teams are organized and how they collaborate with hiring managers.

Three specialized teams for IT permanent placements

The Austrian organization splits IT roles into three focused teams:

1) Software development, interface roles, and digital

• Software development roles
• Interface roles such as business analysis
• “Everything around the topic of digital”

2) IT security and IT operations

• Security roles across the IT security lifecycle
• Operations roles ensuring stable IT environments

3) Data and ERP solutions

• Roles in data
• Roles in the ERP space

This structure reflects a fundamental working principle:

In practice, candidates speak to recruiters who focus on their specific domains and who maintain a strong line to decision-making stakeholders.

Beyond the job ad: projects, development paths, benefits, and teams

Many candidates know the frustration of sparse job ads: basic tasks, salary ranges—and little else. In this session, HAYS explicitly positions itself beyond that baseline:

Specifically, the presenters highlight that candidates receive:

• Salary information and a clear view of responsibilities
• Insight into potential projects
• Indications of development opportunities
• An overview of benefits
• Context on team structures

This additional context is a genuine differentiator. It compresses decision timelines, improves role-fit, and ensures that meetings with decision-makers have substance. Rather than being introductory chats, they can be targeted, informed conversations.

A partnership across your career—plus support for freelancing

A second theme is continuity. HAYS frames its role as a career partner, not just a one-off mediator for a single job move:

The presenters also point to IT contracting support for freelancers:

For IT talent, this creates options rather than either-or choices. You can move between permanent roles and freelance engagements with a partner who understands both paths and helps manage transitions. The benefits of this continuity grow over time as your profile and preferences become increasingly clear.

The process: from first call to decision-maker conversations

The process described in the session consists of four straightforward steps:

1) First phone call: align on goals and options

2) Curated job offers—with company transparency

3) Submission to the decision-maker—based on your interest

4) First conversation with the decision-maker—with ongoing support

Two aspects stand out: early transparency regarding the company name and fast-track access to those who actually decide. Both reduce noise and accelerate the path from interest to offer.

Speed, obstacle removal, and timely feedback

Recruiting cycles can be slow. This session underscores a different approach:

For candidates, this translates to:

• Quick feedback instead of prolonged silence
• Shorter decision paths via close collaboration with hiring managers
• Better decision quality through context, not guesswork

What IT professionals can expect

Pulling the threads together, the session signals clear expectations for candidates:

• A specialized point of contact based on role families (development & digital, security & operations, data & ERP)
• Transparency covering the company, potential projects, development options, benefits, and team structures
• Early access to decision-makers at the hiring company
• Continuous support—from entry-level through senior and people-management roles, and including freelancing via contracting
• Efficient processes with timely feedback

These elements reinforce both speed and quality—two aspects that amplify each other in competitive tech markets.

Practical prep for the first call

The initial conversation sets the direction. Use it to create focus:

• Clarify goals: What do you want for your individual career path—entry, specialization, leadership, or project responsibility?
• Prioritize preferences: Among projects, development, benefits, team structure, and salary, what matters most to you?
• Keep options open: Would you consider freelancing at some stage—or is your focus strictly on permanent roles?
• Define decision criteria: Based on the dimensions emphasized in the session (projects, development, benefits, team setup—as well as tasks and salary), what makes a role “right” for you?

The clearer you are, the easier it is to receive tailored, high-quality opportunities and move quickly to a conversation with decision-makers.

Making the most of the decision-maker interview

Because the process gives you substantial context before the interview, plan to use it:

• Leverage the context: Refer to what you already know about projects, development opportunities, benefits, and team structures.
• Prioritize questions: What else do you need to make an informed decision?
• Demonstrate fit: Show how your motivation and experience align with the responsibilities and the team setup.

When decision-makers are involved early, clarity and structure on your side directly reduce cycles and increase the likelihood of a timely, positive outcome.

Role clusters—and how they guide your trajectory

The three team clusters provide orientation for candidates too. Consider where you see your next step:

• Development & Digital, including business analysis: Are you drawn to building and working along interfaces?
• Security & Operations: Do you prefer the stability- and safety-oriented side of IT?
• Data & ERP: Are data or ERP environments where you want to operate?

The session presents these clusters as internal organization. For candidates, it means talking to people who speak your domain and can advise accordingly.

Why specialization matters

The presenters emphasize “subject-matter specialization” and “close cooperation with the immediate managers.” In practice, that tends to mean:

• Better fit: Specialists can frame requirements precisely and help you assess opportunities with nuance.
• Shorter cycles: With direct access to decision-makers, questions get answered faster and feedback flows sooner.

Both outcomes align with the session’s focus on speed, obstacle removal, and timely feedback.

Transparency as a default, not a favor

The statement that “you will always learn which company it is” stands out amid many anonymous listings. Clear visibility into the employer enables genuine self-selection: you can decide early if the company context, scale, or direction aligns with your goals. This saves time for both sides and fosters a respectful process.

What “removing obstacles” looks like for candidates

While the session doesn’t enumerate specific obstacles, the combination of specialization, decision-maker access, and timely feedback already addresses common bottlenecks. The net effect is a process that not only moves faster but also feels more predictable for candidates.

A simple framework for comparing offers

Because HAYS presents multiple options side by side, you gain a solid basis for comparison. Anchor your decision on the dimensions highlighted in the session:

• Tasks and salary
• Potential projects and development opportunities
• Benefits and team structures

Ask yourself: which combination most strongly supports your next step? This is precisely where the presenters see a key advantage for candidates:

Continuous support—not just a single placement

The value of long-term collaboration is clear in this session: a partner who understands your profile and goals and can support you from entry-level moves through senior roles and people management, and who can also help you explore freelancing. Over time, this enables more intentional career navigation.

Checklist: Getting started with HAYS

• Clarify your short- and mid-term goals.
• Prioritize what matters most among tasks, salary, projects, development, benefits, and team setup.
• Decide whether freelancing fits your trajectory—and if so, when.
• Use the first phone call to communicate priorities and deal-breakers clearly.
• Rely on the promised transparency—ask questions until you have a strong decision basis.
• Prepare for the decision-maker interview using the insights you receive beforehand.

Quote highlights from the session

A few lines that capture the core of HAYS’ approach in this talk:

Conclusion: Clarity, speed, and partnership for IT careers in Austria

“Johann Halmdienst, Tokessa Konopka & Wladimir Baghdasarian von HAYS” (Hays Österreich GmbH) outlines a recruiting approach that brings together three decisive elements: subject-matter specialization, real transparency, and fast processes. For IT professionals in Austria, that amounts to better decision-making, shorter paths to the right role, and a partner who can support permanent as well as freelance directions.

If you’re preparing for a move or looking to align your long-term trajectory, this session points to a clear value proposition: talk to specialists with direct lines to decision-makers, expect context beyond the job ad, and rely on timely feedback throughout. The result is a candidate journey that is efficient without feeling rushed—and one that puts your goals at the center, from the first conversation to your signed offer.