Inside Engineering at PwC Österreich: Thomas Inführ on team setup, recruiting, and the Microsoft-first stack

Takeaways from “Thomas Inführ, Teamlead Digital Factory bei PwC” (PwC Österreich)

At DevJobs.at, we listened closely to the session “Thomas Inführ, Teamlead Digital Factory bei PwC” featuring Thomas Inführ from PwC Österreich. The picture he painted is crisp: a software engineering core that mixes roles and seniority levels, a tightly coordinated recruiting flow with HR, and a technology strategy that leans decisively into Microsoft Cloud.

Right up front, the team composition speaks volumes. The pure software engineering team counts ten people. Four are apprentices, two are senior developers, and the rest span full-stack, front-end, and back-end roles. In the broader setup, the team has grown to 30 people in total—covering a Data Science team, project managers, low-code/no-code specialists, and requirements engineers. Hiring is run in alignment between engineering and HR. And when it comes to candidate expectations, the message is direct: they look for people who enjoy team collaboration and are comfortable talking to non-technical stakeholders like tax advisors and auditors. On the technology side, the stack centers on Microsoft: C# on the backend, Vue.js (and a bit of Angular) on the frontend, plus Python and TensorFlow in Data Science. Strategically, the path is strongly aligned with Microsoft; Microsoft is a cooperation partner and Microsoft Cloud technologies are the focus for the coming years.

Team composition: 10 in engineering, 30 across the broader Digital Factory

Thomas Inführ’s outline is explicit about size and roles:

• 10 people in the pure software engineering team
• 4 apprentices within that engineering team
• 2 senior developers
• Role mix: full-stack, front-end, and back-end
• 30 people in total including adjacent functions:
• Data Science team
• Project managers
• Low-code/no-code specialists
• Requirements engineers

This mix suggests an end-to-end footprint across the software lifecycle: from requirements capture to implementation, with data-driven components and delivery orchestration integrated into the same operating model. The presence of low-code/no-code adds optional paths for rapid solutions where a full custom build may not be necessary.

Within engineering, both generalist and specialist profiles are present. Full-stack engineers bridge front-end and backend concerns; dedicated front-end and back-end roles bring deeper expertise to each layer. The Data Science team contributes analytics and machine learning capabilities—anchored in Python and TensorFlow.

How recruiting works: engineering defines, HR orchestrates, and roles go live via portals

Inführ describes a recruiting flow that starts with a technical specification and moves into HR-led orchestration before publication:

1. Engineering defines the role’s skills and writes them down.
2. Concrete must-haves—like software testing, if relevant—are clearly stated.
3. The specification is handed over to HR.
4. HR converts the content into a structured job ad.
5. A review loop follows—engineering checks the draft again.
6. The ad is then published across various portals.

For candidates, this means job ads are informed directly by the people who know the work best. Engineering sets the skills baseline and HR ensures clarity and reach—before anything goes live. The end result: descriptions that reflect real requirements from the team you’ll join.

What they look for in candidates: team players who engage with non-technical stakeholders

Inführ is very clear about the human qualities they are after. They want professionals who enjoy working with others—within engineering and beyond—and who are comfortable bridging to non-technical audiences.

The expectations come through as a short list:

• Team-first mindset
• Strong communication with non-technical stakeholders
• Comfort operating in heterogeneous environments
• Willingness to engage with tax and audit domains

If the idea of translating domain needs into software resonates with you, this environment is designed for that kind of collaboration.

Technology stack: Microsoft-first with C#, Vue.js, and Python/TensorFlow

On the technology axis, the direction is unambiguous:

• Backend: C#
• Frontend: JavaScript frameworks—especially Vue.js (currently also a bit of Angular)
• Data Science: Python stack with TensorFlow
• Strategic focus: Microsoft Cloud technologies
• Partnership: Microsoft is a cooperation partner

Developers familiar with .NET, Vue.js, and Python/TensorFlow will find a coherent technology landscape. With the organization’s path pointing toward Microsoft Cloud, solutions and tooling will increasingly be aligned with the Azure ecosystem.

Collaboration with tax and audit: where domain and engineering meet

Inführ explicitly calls out collaboration with tax advisors and auditors. That detail is telling: the software being built is close to domain needs and requires a flow of conversation with stakeholders who understand the business context but don’t necessarily speak in code.

The implication for day-to-day work is simple: questions, listening, translation, and turning requirements into technical outcomes. “Diverse” and “heterogeneous” are the words Inführ uses, and they set the tone for the environment—one where complexity is embraced and cross-functional collaboration is the norm.

Why this environment appeals to tech talent

Anchored strictly in what Thomas Inführ shared, here are the concrete reasons this setup stands out for engineers:

• A broad team landscape: Beyond the core engineering team, there are Data Science, project managers, low-code/no-code specialists, and requirements engineers. That range creates interface points across the end-to-end delivery chain.
• A defined recruiting process: Engineering sets the skill baseline, HR shapes the message, and there’s a review loop before going public—giving candidates clarity on what’s actually expected.
• A clear technology direction: C# on the backend, Vue.js on the frontend, and Python/TensorFlow in Data Science define a focused stack. The strong pivot to Microsoft Cloud provides a reliable compass for future architecture.
• Proximity to domain stakeholders: Interacting with tax and audit professionals means building software alongside real-world domain expertise—ideal for engineers who like to connect tech with business context.

Together, these points map to an environment for people who want to build, learn, and collaborate across disciplines.

Key takeaways from the session

From the session “Thomas Inführ, Teamlead Digital Factory bei PwC,” several core messages stand out:

• The Digital Factory at PwC Österreich has a clearly defined engineering core of ten people within a broader, 30-person team that includes adjacent disciplines.
• Recruiting is a joint effort: engineering defines requirements, HR shapes the job ad, and publication follows after review.
• They value candidates who are collaborative, communicative, and comfortable working with non-technical stakeholders such as tax advisors and auditors.
• The technology stack is Microsoft-first: C# on the backend, Vue.js on the frontend, Python/TensorFlow in Data Science, with Microsoft Cloud technologies as the strategic focus.

Quotes and statements at a glance

Conclusion: A collaborative engineering model with a Microsoft Cloud trajectory

The session with Thomas Inführ highlights how PwC Österreich’s Digital Factory sets up its engineering: a team that combines multiple roles and seniority levels, a recruiting process that aligns engineering and HR from the start, and a technology roadmap pointing clearly to Microsoft Cloud. If you enjoy working in heterogeneous environments, collaborating with domain experts from tax and audit, and operating in a C# / Vue.js / Python stack, this is a setting with a clear direction. It’s the combination of clarity—in team structure, hiring process, and stack focus—that makes this environment attractive to tech talent aiming to have impact inside a cross-functional operating model.

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