How to Apply to DASA (Diagnosticos da America)

13 min read Last updated April 20, 2026 30 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • DASA is the largest integrated healthcare and diagnostic-medicine company in Brazil — labs (Delboni, Lavoisier, Alta, CDPI, Salomão Zoppi, Bronstein, Pasteur), hospitals (Nove de Julho, Santa Paula, São Lucas Copacabana, Leforte), imaging, oncology, and home care — with roughly 50,000 employees and a B3 listing under DASA3.
  • The company is controlled by the Bueno family through Cromossomo Participações, even though it has been publicly listed since 2004; founder-family control shapes strategy, succession, and the long-term mission orientation in ways no quarterly investor deck fully captures.
  • All hiring runs through Gupy across six career subdomains (corp, assistencial, tecnologia, atendimento, programasdeentrada, diversidasa) — always start at dasa.com.br/carreira and pick the right portal rather than searching from a generic job aggregator that may surface stale or scraped postings.
  • Portuguese is mandatory for the CV, the application questionnaires, the video, and the interviews — DASA serves Brazilian patients in a Brazilian regulatory environment and an English-only application is a significant negative signal even for technology roles.
  • The 2022 merger with Ímpar Serviços Hospitalares created Brazil's first vertically integrated lab-plus-hospital platform but loaded the company with ~R$ 8–10 billion of net debt; 2023 and 2024 were dominated by restructuring, asset sales, and a R$ 1.7 billion follow-on offering — interviewers will probe for tolerance of ambiguity and post-merger integration capability.
  • Compensation is competitive within Brazilian healthcare but not benchmarked against multinational tech; ranges typically run R$ 80k–150k/year for analysts, R$ 150k–250k for mid-senior corporate and tech, R$ 300k+ plus PLR (profit share) for managers and above, with full CLT benefits (VR, VT, plano de saúde DASA, plano odontológico, seguro de vida).
  • DASA loses many offers to Fleury (the other major Brazilian diagnostic player, perceived as more premium and less levered) and to Rede D'Or (the dominant private hospital network, perceived as faster-growing and better-paying for senior hospital talent) — go in with a clear answer for why DASA's integrated platform matters more to you than either alternative.
  • Clinical, lab, and hospital roles require active Brazilian professional registration (CRM, COREN, CRBM, CRF, CRBio, CRP, CFT) with the relevant regional council — list the registry number, state, and active status on the CV or the Gupy parser will deprioritize you regardless of credentials.
  • DASA actively runs trainee, internship, jovem aprendiz, and affirmative-hiring programs through dasaprogramasdeentrada.gupy.io and diversidasa.gupy.io — these are real on-ramps for early-career, Black, Indigenous, LGBTQIAP+, women-in-tech, 50+, and people-with-disabilities candidates, with structured cohort calendars (typically annual).

About DASA (Diagnosticos da America)

DASA (Diagnósticos da América S.A., B3: DASA3) is the largest integrated healthcare company in Brazil and one of the largest diagnostic medicine networks in the world, with roughly 50,000 employees across more than 1,000 service points spanning clinical laboratories, imaging centers, hospitals, oncology clinics, and home care. Its origins trace back to 1961, when Dr. Caldas founded Delboni Auriemo in São Paulo as a small pathology lab; over the next four decades that lab consolidated with peers (Lavoisier, Alta Excelência Diagnóstica, CDPI, Salomão Zoppi, Bronstein, Pasteur, MedLab) to become the country's dominant diagnostic platform. The Bueno family — through holding company Cromossomo Participações — has been the controlling shareholder since the early 2000s and remains so today, even after years of public trading. DASA went public on the B3 (then Bovespa) in 2004 under ticker DASA3, becoming the first publicly listed diagnostic company in Latin America. The defining transaction of the modern era was the 2022 combination with Ímpar Serviços Hospitalares — the Bueno-family hospital arm anchored by Hospital Nove de Julho, Hospital São Lucas Copacabana, Hospital Santa Paula, and Leforte — which folded a major hospital network into the diagnostic business and created Brazil's first vertically integrated lab-plus-hospital-plus-imaging-plus-oncology platform. That merger was strategically ambitious but financially heavy: it loaded DASA with roughly R$ 8 to 10 billion of net debt, and 2023 and 2024 were dominated by a painful restructuring program — asset sales (Cromos Diagnostics in Argentina, several non-core lab brands), a R$ 1.7 billion follow-on equity offering in 2024 backstopped by the Bueno family, leadership changes, cost-out programs, and a renewed focus on integration synergies between the lab side and the hospital side. DASA today operates household-name lab brands (Delboni Auriemo, Lavoisier, Alta, CDPI, Salomão Zoppi, Bronstein, Pasteur, Sergio Franco, MedLabor) plus the Nove de Julho hospital network, Hospital Santa Paula, Hospital São Lucas Copacabana, Leforte units, and the Ímpar Oncologia clinic network. It is headquartered in Barueri (Greater São Paulo) with corporate offices in São Paulo capital and Rio de Janeiro, and its revenue base runs across health-plan operators (Bradesco Saúde, SulAmérica, Amil, Hapvida-NotreDame Intermédica), private patients, and SUS contracts. Working at DASA means joining a company that is simultaneously one of Brazil's most prestigious health brands and a turnaround story still in progress — high mission, high complexity, and pay levels that are competitive within Brazilian healthcare but rarely chase the multinational tech market.

Application Process

  1. 1
    All DASA hiring runs through Gupy, the leading Brazilian ATS, organized into six

    All DASA hiring runs through Gupy, the leading Brazilian ATS, organized into six dedicated career portals: dasacorp.gupy.io for corporate, finance, legal, marketing, HR, and strategy roles; dasaassistencial.gupy.io for clinical, lab, hospital, nursing, biomedical, and physician roles (this is also where Hospital Nove de Julho, Santa Paula, São Lucas, and Leforte vacancies live); dasatecnologia.gupy.io for technology, engineering, data, product, and cybersecurity roles; dasaatendimento.gupy.io for customer-facing service, call center, scheduling, and reception roles; dasaprogramasdeentrada.gupy.io for trainee, internship, jovem aprendiz, and early-career programs; and diversidasa.gupy.io for the affirmative-hiring portal focused on Black, Indigenous, LGBTQIAP+, women in tech, people with disabilities, and 50+ candidates. Always start at dasa.com.br/carreira to see the canonical list of subdomains rather than guessing.

  2. 2
    Create a Gupy candidate profile (one account works across every Gupy-powered emp

    Create a Gupy candidate profile (one account works across every Gupy-powered employer in Brazil — DASA, Magazine Luiza, Ambev, Vivo, Itaú, etc.). Fill out the entire profile in Portuguese: full name, CPF, RG, address, phone, LinkedIn URL, education with institution and year, work history with company, role, dates, and a short Portuguese description of responsibilities, languages, and salary expectation in BRL. Upload your CV as a PDF in Portuguese — Gupy will parse it, but a clean PDF anchored to a Portuguese profile dramatically improves the parser's match score, which is the first gate.

  3. 3
    Search vacancies by city, area, and seniority on the relevant subdomain

    Search vacancies by city, area, and seniority on the relevant subdomain. Each posting shows title, location (often the specific hospital, lab, or unit), regime CLT or PJ, attachment to a brand (Delboni, Lavoisier, Hospital Nove de Julho, etc.), and a short description in Portuguese. Read the description carefully — DASA frequently lists CRM, COREN, CRBM, CRF, or CRBio registration as hard requirements for clinical roles, and applications without the registry number get screened out automatically.

  4. 4
    Submit the application and complete every Gupy-administered step in the same ses

    Submit the application and complete every Gupy-administered step in the same session if possible. Most DASA postings include: a portfolio of multiple-choice questions in Portuguese (motivation, availability for shift work, willingness to relocate within Greater São Paulo or Rio, salary expectation, registration numbers); a short video answer (1 to 3 minutes, recorded in Portuguese, usually 'why DASA' or 'tell us about a patient-facing situation'); a behavioral or cognitive assessment for corporate and tech roles; and a Portuguese language self-assessment. Skipping the optional video tanks your Gupy match score even when the field is technically optional.

  5. 5
    Watch the Gupy app status

    Watch the Gupy app status. Stages are clearly labeled in Portuguese: 'Triagem' (auto-screening by the matching algorithm), 'Em análise' (recruiter is reviewing), 'Entrevista com RH' (interview with the recruiter, virtual via Zoom or Google Meet), 'Entrevista técnica' or 'Entrevista com gestor' (with the hiring manager — for clinical roles this often means the medical or technical coordinator at the unit), 'Avaliação prática' (a practical exam, common for lab analysts, biomedical technicians, and developers), 'Exames admissionais' (pre-employment medical exams at a DASA unit — yes, you get checked at one of their own labs), and 'Proposta' (offer). Most processes take 3 to 8 weeks; trainee programs take longer and run on a fixed cohort calendar.

Resume Tips for DASA (Diagnosticos da America)

recommended

Submit the CV in Portuguese (Brazilian Portuguese, never European Portuguese)

Submit the CV in Portuguese (Brazilian Portuguese, never European Portuguese). DASA is a Brazilian healthcare company serving Brazilian patients in Brazilian regulatory environments — an English-only CV is a significant negative signal even for tech roles, and Spanish or Portuguese-from-Portugal will be flagged as a language mismatch by the Gupy parser.

recommended

Lead with healthcare context

Lead with healthcare context. For clinical, lab, and hospital roles state your professional registration up front: CRM (medical), COREN (nursing), CRBM (biomedical), CRF (pharmacy), CRBio (biology), CFT (technical), CRP (psychology), with the state code and active status. Recruiters filter on this in Gupy and missing it kills the application even when you hold the credential.

recommended

Quantify clinical and operational metrics in Brazilian terms — numero de exames

Quantify clinical and operational metrics in Brazilian terms — numero de exames processados por turno, TAT (turnaround time) de laudos, taxa de re-coleta, número de leitos sob responsabilidade, NPS do paciente, taxa de glosas, faturamento mensal da unidade, redução de retrabalho, indicadores de qualidade ONA ou JCI, conformidade RDC ANVISA. DASA is process- and metrics-heavy and rewards candidates who speak in those units.

recommended

For tech roles at dasatecnologia

For tech roles at dasatecnologia.gupy.io, anchor experience to the modern Brazilian healthtech stack DASA actually uses or adjacent: AWS (DASA is largely on AWS), Databricks and Snowflake for analytics, Python and Scala for data, React and Node for frontends, Kotlin and Swift for mobile, FHIR and HL7 for interoperability, LGPD and HIPAA-equivalent compliance, and integrations with health-plan EDIs (TISS) and SUS systems. Generic full-stack CVs without healthcare context lose to candidates who name the regulatory standards.

recommended

For corporate and finance roles, name the systems and frameworks: SAP (DASA runs

For corporate and finance roles, name the systems and frameworks: SAP (DASA runs on SAP), Oracle EPM, Power BI, Anaplan, IFRS reporting (DASA is publicly listed and reports under IFRS), Sarbanes-Oxley-equivalent SOX for B3 Novo Mercado-adjacent compliance, M&A integration experience (huge plus given the 2022 merger), and Portuguese-language financial modeling. Mention Brazilian tax frameworks (PIS, COFINS, ICMS on services, ISS) explicitly.

recommended

Keep the CV to two pages, conservative formatting, no photo, no graphics, no inf

Keep the CV to two pages, conservative formatting, no photo, no graphics, no infographics, no two-column layouts. Gupy parses single-column PDFs cleanly and butchers anything else. Use standard headings in Portuguese: Resumo Profissional, Experiência Profissional, Formação Acadêmica, Idiomas, Cursos e Certificações, Registros Profissionais.

recommended

Tailor the 'objetivo' or 'resumo profissional' line to the exact vacancy and the

Tailor the 'objetivo' or 'resumo profissional' line to the exact vacancy and the exact unit. DASA's matching algorithm in Gupy weights keyword overlap heavily — a CV that names 'Hospital Nove de Julho' or 'Lavoisier' or 'CDPI' when applying to a role at that specific brand outranks a generic CV by a wide margin in the initial Triagem stage.

recommended

Show stability and unit-level continuity

Show stability and unit-level continuity. Brazilian healthcare hiring penalizes job-hopping more than tech does — recruiters look for at least 18 to 24 months at recent employers, and they look for context (a lab or hospital that closed, a merger, a relocation) when tenure is shorter. Provide that context in two-line role descriptions rather than leaving gaps unexplained.

ATS System: Gupy

Interview Culture

DASA interviews reflect mainstream Brazilian corporate healthcare culture, with three layers stacked on top of each other.

The first layer is process discipline — a Gupy-driven, scripted, comparable funnel where every candidate answers the same competency questions and is scored against a rubric. Recruiters at DASA are professional, punctual, and warm, but the conversation rarely freewheels: expect STAR-format behavioral questions in Portuguese, expect to be asked about your salary expectation early (Brazilian recruiters anchor on numbers in the first call by convention), and expect questions about your willingness to work in shifts (escala 12x36 for clinical roles), to commute to Barueri or to a specific unit, and to undergo the admissional medical exam at a DASA lab. The second layer is sector seriousness — DASA serves real patients with real diagnoses, often life-altering ones, and interviewers gravitate toward candidates who demonstrate genuine understanding of patient impact. Even technology and corporate interviews include a 'tell me about a moment you saw the patient at the end of the workflow' question; engineers who treat the hospital and the lab as just another business domain interview poorly. Bring concrete stories about service quality, error reduction, regulatory compliance (ANVISA RDC 302 for labs, ANS for health-plan operations, LGPD for data, ONA accreditation for hospitals), and patient experience — the Bueno family and the executive team genuinely care about the clinical mission and they recruit for it. The third layer is post-merger integration culture, which is the most distinctive thing about working at DASA right now. Interviewers will probe for tolerance of ambiguity, willingness to bridge legacy lab teams with legacy hospital teams, comfort with restructuring (the company is still consolidating brands, closing redundant units, and changing leadership), and the maturity to operate in a public company under quarterly earnings pressure with significant net debt. Candidates who have been through M&A integrations, system consolidations, or turnaround situations have a meaningful edge; candidates who only know steady-state environments often struggle with the velocity of change. The dress code for in-person interviews leans business smart: corporate roles wear smart business or business casual to the Barueri or Avenida Paulista offices; clinical role interviews at the unit are more clinical-conservative (closed shoes, no shorts, hair tied back). Most second-round interviews now happen on Microsoft Teams or Google Meet; final-round and senior corporate interviews are usually in-person at HQ. Decisions arrive within 5 to 10 business days of the final round; the proposta comes through Gupy with the offer letter, salary, benefits package, and the start date contingent on passing the admissional exam.

What DASA (Diagnosticos da America) Looks For

  • Native or near-native Brazilian Portuguese — non-negotiable for every role above the most junior tech IC level. Interviews, documentation, regulatory filings, patient-facing communications, and internal Slack-equivalent (Workplace by Meta historically, now Microsoft Teams) all run in Portuguese.
  • Deep familiarity with Brazilian healthcare regulation and the operadora/private-pay/SUS payor mix — ANVISA for diagnostic and pharmaceutical compliance, ANS for health-plan operator rules, CFM/COREN/CRBM for professional councils, LGPD for data, ONA and JCI for hospital accreditation, RDC 302 for lab quality. Even tech and corporate hires are expected to understand the regulatory floor.
  • Comfort with the post-merger turnaround context — high change velocity, brand consolidation, debt service, public-company quarterly earnings discipline, and the Bueno-family controlling-shareholder dynamic. DASA hires people who can operate inside ambiguity, not people who need a steady-state org chart.
  • Operational and clinical metrics literacy — TAT, NPS, glosa rate, taxa de retrabalho, custo por exame, ocupação de leito, giro de leito, ticket médio, ROIC, EBITDA margin, leverage ratio. Almost every role above analyst is measured against numerical KPIs and DASA recruits for people who already think in those units.
  • For tech roles: production experience with cloud (AWS preferred), modern data platforms (Databricks, Snowflake, Spark), Python or Scala, React/Node, mobile (Kotlin/Swift), microservices architecture, and a healthcare-specific layer such as FHIR, HL7, TISS, ICD-10, or DICOM for imaging. Generic backend or full-stack profiles without a domain anchor lose to candidates who can speak the regulatory and clinical vocabulary.
  • Institutional empathy and patient-mission orientation — the willingness to remember that a delayed laudo means a real patient is waiting for a cancer staging result. DASA's culture, set largely by the Bueno family and the clinical leadership, rewards mission-driven seriousness over performative ambition.
  • Geographic flexibility within Greater São Paulo and Rio de Janeiro — corporate is in Barueri (a long commute from São Paulo capital without a car), Hospital Nove de Julho is on Rua Peixoto Gomide in Bela Vista, CDPI and Bronstein are in Rio, Lavoisier and Alta have units throughout SP capital. Many roles require willingness to rotate across units or be assigned to a specific site.
  • For senior corporate, finance, or strategy hires: M&A integration experience (the 2022 Ímpar deal is still being digested), public-company investor-relations comfort (DASA is on the B3 with active sell-side coverage), and the maturity to navigate a controlling-shareholder governance model where the Bueno family holds the strategic pen.

Frequently Asked Questions

What does DASA actually pay in Brazilian reais (BRL)?
Compensation varies sharply by function, location, and seniority. Indicative all-in ranges (base salary + 13º + benefits, before PLR profit share): clinical and lab technicians (analista de laboratório, técnico de laboratório, biomédico júnior) typically R$ 36k–72k/year; nurses (enfermeiro assistencial) R$ 60k–110k/year; corporate analysts (financeiro, marketing, operações) R$ 60k–130k/year; mid-level engineers and developers at dasatecnologia R$ 90k–170k/year; senior engineers R$ 140k–220k/year; coordenadores R$ 180k–300k/year; gerentes R$ 280k–500k/year; diretores R$ 600k+ with meaningful PLR and equity-linked LTIP. Add CLT benefits (VR/VA usually R$ 800–1,500/month, VT, plano de saúde Bradesco Saúde tier or DASA-internal, plano odontológico, seguro de vida, gympass-equivalent, daycare assistance for parents). PLR (annual profit share) typically pays 0.5 to 2 monthly salaries depending on company and individual targets — but in restructuring years (2023, 2024) PLR was significantly compressed.
What is the difference between a lab tech role, a hospital role, and a corporate HQ role at DASA?
These are very different work experiences inside the same company. Lab roles (Delboni, Lavoisier, Alta, CDPI, Salomão Zoppi) live at one of dozens of urban units in São Paulo, Rio, Brasília, or other capitals — schedules often include early mornings (6am–2pm), evening shifts, or 12x36 escalas, work is highly proceduralized under RDC 302 and ISO 15189, and career progression runs technician → senior technician → coordenador de unidade → gerente regional. Hospital roles (Nove de Julho, Santa Paula, São Lucas, Leforte) are 24/7 environments with night shifts, holidays, and direct patient contact under ONA or JCI accreditation, with much more medical-staff interaction and a tighter clinical-governance culture. Corporate HQ roles in Barueri or Avenida Paulista are conventional white-collar Mon–Fri hybrid work (typically 3 days in office, 2 remote post-pandemic) covering finance, FP&A, IR, M&A, marketing, HR, legal, strategy, and tech — these roles look more like working at any large publicly listed Brazilian company and pay ranges and growth paths look more like the broader corporate market.
Why do candidates accept offers at Fleury or Rede D'Or instead of DASA?
Three honest reasons. First, brand and prestige in specific niches: Fleury is perceived as the premium diagnostic brand for the upper-middle-class São Paulo and Rio market and pays a small premium for senior medical and scientific roles, while Rede D'Or has become the dominant private-hospital platform in Brazil and outpays DASA's hospital arm at the senior physician, executive, and senior nursing levels. Second, balance-sheet concerns: DASA carried roughly R$ 8–10 billion of net debt after the 2022 merger and ran through visible restructuring in 2023–2024 — candidates with options sometimes choose less-levered competitors for stability, especially in PLR-sensitive roles. Third, growth velocity: Rede D'Or is acquiring hospitals aggressively and Fleury has expanded into adjacencies (medicina diagnóstica, clínicas), while DASA has been in a consolidation and digestion phase. The honest counter-arguments are real: DASA's integrated lab-plus-hospital-plus-imaging-plus-oncology platform is genuinely unique in Brazil, the technology and data platform is one of the most ambitious in Latin American healthcare, and the affirmative-hiring program (Diversidasa) is one of the most credible in the country.
Is DASA a good place for a technology, engineering, or data career?
Yes, with realistic expectations. dasatecnologia is a serious investment area — DASA runs a large data platform (Databricks on AWS), a unified patient-facing app and web property, FHIR-based interoperability with health-plan operators and SUS systems, AI products in radiology (notably the Nav imaging platform), and a meaningful internal product organization. The mission is genuinely interesting (you can ship things that change how 30 million Brazilian patients access care). The realistic limits are also genuine: comp is benchmarked against the Brazilian healthtech market, not against Mercado Livre, Nubank, or international remote tech employers, so a senior engineer at DASA earns meaningfully less than the same engineer at a top fintech; the pace can feel slower than a startup because of regulatory review (ANVISA, ANS, LGPD); and a public-company controlling-shareholder structure caps the equity upside that startup engineers might get elsewhere.
How does the Bueno family ownership actually affect day-to-day work?
Concretely: Pedro Bueno serves as Co-CEO/President and the Bueno family (through Cromossomo Participações) holds majority voting control. This means strategic direction is set on a long-term family timeline rather than a quarterly activist-investor timeline, mission orientation is durable, and major decisions (the Ímpar merger, the 2024 R$ 1.7 billion follow-on the family backstopped, asset sales) move with founder-style decisiveness rather than committee. The day-to-day for most employees feels like a normal large Brazilian corporation, but at the senior leadership and strategy level, family alignment matters and political navigation of the controlling-shareholder relationship is real. For junior and mid-level employees this is mostly a positive — long-term thinking, real mission, less short-termism — but candidates aiming for the top should understand they are joining a controlled company, not a manager-controlled one.
What are the trainee, internship, and jovem aprendiz programs and how do they work?
DASA runs them through dasaprogramasdeentrada.gupy.io. Programa de Trainee DASA is the flagship — annual cohort of recent graduates (last 3 years) with English as a meaningful filter, 18–24 month rotation across business units, structured mentoring, and a clear path into manager-track roles; selection is highly competitive (typically thousands of applicants for dozens of seats, with multiple online assessments, group dynamics, and case interviews modeled on the consultancy playbook). Estágio (internship) is open to current undergraduates with at least 12 months remaining, paid, with VT and VR, and often converts to CLT on graduation. Jovem Aprendiz is the youth-apprentice program for 14–24-year-olds combining structured technical training with paid work in operational roles (often customer service, scheduling, lab assistance) — this is regulated under Brazilian apprenticeship law and is a meaningful first-job pathway. Diversidasa overlaps with all three for affirmative seats.
What does Diversidasa actually mean and is it real?
Diversidasa is DASA's affirmative-hiring portal at diversidasa.gupy.io, with vacancies reserved for Black (pretas e pardas), Indigenous, LGBTQIAP+, women in technology, 50+, and people-with-disabilities (PCD) candidates. It is one of the more credible diversity-hiring programs in Brazilian large-cap corporates, with public commitments and tracked metrics in the annual sustainability report. It is not a separate, lesser pipeline — vacancies posted on Diversidasa carry the same compensation and progression as the equivalent role on the main portal, and the hiring rubric is the same. The honest caveat is the same as everywhere: representation thins as you move up the org chart, and DASA, like the rest of corporate Brazil, has more progress to make at the senior leadership levels than at the entry levels.
What is the work culture really like — how Brazilian, how corporate, how clinical?
Mainstream Brazilian corporate, leaning warm and process-disciplined, with a clinical-mission undertone that is genuinely felt and not just stated. People are addressed by first name. Meetings start with small talk and run a few minutes long. Decisions for everything material go up the chain to coordenador, gerente, diretor — Brazilian corporate hierarchy is real and skipping levels is poorly received. Hours for corporate roles are roughly 9am–7pm with lunch hour respected; clinical and lab roles run their published escala (12x36, 6x1, etc.) and overtime is paid by CLT rules. Hybrid for corporate is typically 3 days in office. Politics inside the company are most visible at the brand-integration boundary (legacy Delboni vs legacy Lavoisier vs legacy Hospital Nove de Julho cultures still exist five years into integration), and recruiters will probe for your ability to operate across those subcultures. The mission orientation is the differentiator — DASA people talk about patients as patients, not as 'users' or 'customers,' and that vocabulary is a real cultural marker.
How long does the hiring process take and how should I follow up?
Most non-clinical processes take 3 to 8 weeks from application to offer; clinical roles can be faster (2 to 4 weeks) when the unit has acute coverage gaps; trainee programs run on a fixed annual calendar and take 3 to 5 months from open to start date. Follow-up etiquette: do not email recruiters individually outside the Gupy platform, do not LinkedIn-DM the hiring manager — both are perceived as pushy in Brazilian corporate hiring and will hurt you. Do reply promptly inside Gupy, do attend every scheduled call on time (Brazilian punctuality norms in corporate hiring are stricter than the casual stereotype), and do send a short Portuguese thank-you message inside Gupy after each interview round. If you go silent on Gupy for more than 3 business days after a recruiter message, your application is often deprioritized.
What are the biggest red flags or reasons offers fall apart at DASA?
Five recurring reasons. First, salary expectation mismatch — candidates anchored on multinational tech or fintech compensation routinely exit DASA processes when the real number lands; ask the recruiter for the band on the first call to avoid wasting your own time. Second, professional registration gaps — clinical candidates without an active registration in the right state or with a pending council issue are filtered out automatically. Third, language — candidates who cannot conduct the technical interview comfortably in Portuguese are screened out even when their English is excellent. Fourth, the admissional exam — the pre-employment medical exam at a DASA unit screens for both fitness-for-role and (critically for clinical roles) for hepatitis-B vaccination status, immunizations, and other occupational-health requirements; gaps here can delay the start date. Fifth, references and integrity background checks (consulta de antecedentes, validation of CRM/COREN/CRBM with the council) — DASA performs these for most CLT hires above the entry level and discrepancies between the CV and the reality are the single fastest way to lose an offer.

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DASA (Diagnosticos da America) currently has 30 open positions.

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Sources

  1. Carreiras — DASA — DASA
  2. DASA Corporativo — Vagas (Gupy) — DASA / Gupy
  3. DASA Assistencial — Vagas (Gupy, inclui Hospital Nove de Julho, Santa Paula, São Lucas, Leforte) — DASA / Gupy
  4. DASA Tecnologia — Vagas (Gupy) — DASA / Gupy
  5. DASA Programas de Entrada — Trainee, Estágio, Jovem Aprendiz — DASA / Gupy
  6. Diversidasa — Vagas Afirmativas — DASA / Gupy
  7. DASA — Relações com Investidores (B3: DASA3) — DASA Investor Relations
  8. B3 — Empresas Listadas — B3 (Brasil, Bolsa, Balcão)