How to Apply to EzTec

19 min read Last updated April 20, 2026 18 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • EZTEC uses Gupy as its applicant tracking system at eztec.gupy.io. Create one Gupy profile, fill it completely, upload a clean Portuguese-language PDF currículo, and apply selectively to two or three roles that genuinely match your perfil.
  • EZTEC is a São Paulo-only, family-controlled, luxury-residential incorporadora founded in 1979 by Ernesto Zarzur and majority-controlled by the Zarzur family. Ernesto Zarzur remains Chairman and his children (Flávio and Silvio) hold senior executive roles. Understand the family business context before interviewing.
  • The company specializes in middle-high (R$700K–R$1.5M) to ultra-luxury (R$3M–R$30M+) residential apartments in São Paulo's premium bairros. Direct competitors are Cyrela, Even, Helbor, Tegra, JHSF, Idea!Zarvos, and Yuny. EZTEC does NOT participate in MCMV (affordable housing).
  • Engineering (engenheiro civil with CREA registration) and architecture (arquiteto with CAU registration) are the dominant professional tracks. Quantify obras delivered with specific data: tipologia, m², número de unidades, cronograma vs. planejado, orçamento vs. realizado.
  • Construction-site labor (operários, pedreiros) is hired through the empreiteiro chain, not Gupy. Workers are organized under Sintracon-SP and covered by the annual Convenção Coletiva de Trabalho.
  • Compensation is modest by banking standards but competitive within construção civil: pleno engineers R$8K–R$14K/month, sênior R$15K–R$25K, coordenador and gerente R$25K–R$45K, with PLR upside of 1–3 monthly salaries in good launch years.
  • Interviews are conducted in Portuguese. Expect 3–5 rounds for pleno/sênior roles, 4–6 rounds for coordenação/gerência, including a final conversation with a Diretor or, for senior hires, a member of the Zarzur family.
  • The 2024–2025 São Paulo luxury market recovery has driven one of EZTEC's strongest hiring cycles in years, particularly in engenharia de obra, planejamento, and incorporação (prospecção de terrenos in Vila Olímpia, Itaim Bibi, Pinheiros, Jardim Europa, Vila Mariana).
  • EZTEC is presencial-first. Engineering roles are 100% on-site at the canteiro de obras. Corporate roles are office-based at the Vila Olímpia / Brooklin headquarters. Home office is rare and reserved for specific functions.
  • Standard CLT contract regime, with vale-refeição, plano de saúde (Bradesco Saúde or SulAmérica), plano odontológico, seguro de vida, PLR, 13º salário, and (for engineers) EPI provided. PJ contracts are unusual.

About EzTec

EZTEC Empreendimentos e Participações S.A. is a São Paulo-based incorporadora and homebuilder specializing in middle-high to ultra-luxury residential real estate within the São Paulo metropolitan region. Founded in 1979 by Civil Engineer Ernesto Zarzur, the company has spent more than four decades concentrating exclusively on a single market it knows intimately: the verticalized capital of São Paulo and a small ring of premium municipalities around it. EZTEC employs approximately 1,500 people across its construction sites, sales stands (estandes de vendas), and corporate headquarters in the Vila Olímpia / Brooklin axis, and trades on the B3 (Brasil, Bolsa, Balcão) under the ticker EZTC3. The company has been a public company since its IPO in June 2007, when it joined the Novo Mercado, B3's highest-tier corporate-governance listing segment, and remains family-controlled by the Zarzur family. Ernesto Zarzur continues as Chairman of the Board (Presidente do Conselho de Administração) and the Zarzur family — including his children Flávio Ernesto Zarzur and Silvio Ernesto Zarzur, both long-time executives — retains majority economic and voting control through holding vehicles. The product is unusually focused. EZTEC develops, builds, and sells residential apartment buildings (and a smaller commercial portfolio) priced from the médio-alto padrão segment (roughly R$700K–R$1.5M per unit) up to the luxury and ultra-luxury padrão (R$3M to R$30M+ per unit). The flagship line is the EZ INC and EZ Tower formats — high-rise towers with concierge service, premium amenities (piscina aquecida, spa, lounge gourmet, brinquedoteca, espaço pet), and finishing standards (acabamentos) chosen by named architects and interior designers. Active and recent landmark projects include EZ Parque da Cidade (Chácara Santo Antônio), Cidade Maia (Guarulhos), Reserva JB (Jardim Botânico), Maestro Cardim (Bela Vista), and Esplendor Panamby. The company has consistently ranked among Brazil's top three homebuilders by VSO (vendas sobre oferta — sales over inventory) and gross margin, even during the painful 2014–2016 Brazilian recession that crushed many incorporadoras. Business model. Unlike construtoras that build for third parties, EZTEC is an incorporadora — meaning it acquires the land, secures the alvará (building permit) from the prefeitura de São Paulo, designs the project (often with celebrity architects: Königsberger Vannucchi, Aflalo & Gasperini, Pininfarina partnership for one tower), launches sales (lançamento) before construction begins, builds the tower (the obra), and delivers the finished units (entrega das chaves) typically 30 to 36 months after launch. The pre-sale model is structured around the Lei de Incorporação Imobiliária (Federal Law 4.591/64) and uses the patrimônio de afetação ring-fence, which protects buyers if a developer fails financially. EZTEC is one of the few large incorporadoras that maintains a low-leverage balance sheet (it ran net cash for most of the post-2010 cycle), funds projects largely from buyer pre-payments and equity rather than the SFH/SBPE debt programs that competitors lean on, and historically has higher gross margins (often 35%+) than peers Cyrela (CYRE3), Even (EVEN3), Helbor (HBOR3), Trisul (TRIS3), or JHSF (JHSF3). This conservatism is a direct reflection of family ownership: the Zarzurs would rather grow more slowly than risk the franchise. What it means to work there. EZTEC is a Portuguese-first, São Paulo-first, family-controlled, engineering-led company. The dominant professional tracks are civil engineering (engenheiro civil — execução de obra, planejamento, qualidade, segurança do trabalho), architecture (arquiteto — projetos, compatibilização, interiores), commercial sales (corretor and supervisor de vendas at the estandes), real estate development (incorporação — prospecção de terrenos, viabilidade, aprovações), and corporate functions (contabilidade, controladoria, financeiro, jurídico, RH, TI, marketing). Workers on construction sites are organized under the Sindicato dos Trabalhadores nas Indústrias da Construção e do Mobiliário de São Paulo (Sintracon-SP), and the company negotiates the annual Convenção Coletiva de Trabalho (CCT) with that union covering wages, overtime, periculosidade and insalubridade adicionais, and PLR (Participação nos Lucros e Resultados). Compensation for white-collar staff is modest by Brazilian banking-industry standards (a pleno civil engineer might earn R$8K–R$14K/month; a sênior R$15K–R$25K; coordenador and gerente roles R$25K–R$45K) but competitive within the construção civil sector, with strong PLR upside in launch-heavy years and a generally stable, long-tenured culture. The 2024–2025 São Paulo luxury market recovery — driven by lower Selic rates from late 2024, returning high-net-worth demand for verticalized luxury, and a wave of new launches in Vila Olímpia, Itaim Bibi, Pinheiros, Jardim Europa, and Vila Mariana — has pushed EZTEC into one of its strongest hiring cycles in years.

Application Process

  1. 1
    Identify the right channel for your target role

    Identify the right channel for your target role. EZTEC posts almost all corporate, engineering, and architecture vacancies on Gupy, Brazil's dominant ATS for medium-to-large empresas (eztec.gupy.io). Construction-site labor (operários, pedreiros, ajudantes) is typically hired directly at the canteiro de obras through the empreiteiro (subcontractor) chain or via the empresa terceirizada de mão-de-obra, not through Gupy. Sales roles at the estandes (corretor de imóveis, supervisor de vendas) sometimes appear on Gupy and sometimes are recruited through real-estate brokerage partners (imobiliárias parceiras) such as Lopes, Brasil Brokers, or Coelho da Fonseca.

  2. 2
    Visit eztec

    Visit eztec.gupy.io and create a Gupy candidate profile. Gupy is a Brazilian ATS (founded in São Paulo in 2015) that virtually every large Brazilian employer now uses. Your Gupy profile is portable — the same login lets you apply at iFood, Ambev, Magazine Luiza, Itaú, and hundreds of others — but each company sees only your tailored application for their vagas. Fill in dados pessoais (CPF required, RG optional), formação acadêmica (degree, institution, year — be precise; recruiters filter on instituição), experiência profissional, and idiomas. Upload your currículo as a single-page or two-page PDF in Portuguese. An English version is acceptable as a secondary attachment for international-facing roles but should not replace the Portuguese version.

  3. 3
    Filter for relevant vagas and apply selectively

    Filter for relevant vagas and apply selectively. Gupy lets you filter by área (Engenharia, Arquitetura, Comercial, Administrativo/Financeiro, TI, RH), nível (Estagiário, Trainee, Júnior, Pleno, Sênior, Coordenador, Gerente), and modalidade (Presencial, Híbrido, Home Office). EZTEC is overwhelmingly presencial — site engineers must be on the canteiro, and corporate staff work from the Vila Olímpia office. Apply to two or three roles that genuinely fit your perfil. Mass-applying flags you in Gupy's recruiter view as 'baixa aderência' (low fit) and hurts your standing.

  4. 4
    Complete the Gupy assessments

    Complete the Gupy assessments. After application, Gupy typically sends two to four assessments within 24–48 hours: a teste de fit cultural (cultural fit questionnaire built around the company's valores), a teste de raciocínio lógico (numerical/logical reasoning), sometimes a teste de português (writing and grammar — Brazilian companies take this seriously), and for technical roles a teste técnico específico (e.g., a planilha de planejamento de obra for engineering candidates, an AutoCAD/Revit exercise for architects, or a SQL/Excel test for analyst roles). The cultural fit teste uses Gupy's GAIA (Gupy Artificial Intelligence Assistant) to score your alignment with EZTEC's stated values. Answer honestly — the platform flags inconsistent answers across questions.

  5. 5
    Expect the first conversation to be with a Recrutamento e Seleção (R&S) analyst

    Expect the first conversation to be with a Recrutamento e Seleção (R&S) analyst. The triagem inicial (initial screening) is typically a 30-minute video call (Microsoft Teams or Google Meet) with an analista de R&S. Expect questions in Portuguese about your trajetória profissional, motivação for moving to EZTEC, salary expectation (pretensão salarial — give a range and reference your CLT package vs. PJ if relevant), and disponibilidade. R&S will also confirm logistics: bairro you live in (commute matters because EZTEC is presencial), benefícios you currently receive, and notice period at your current employer (aviso prévio — 30 days for CLT employees who request demissão, up to 90 for senior roles).

  6. 6
    Prepare for a technical interview with the gestor da área (hiring manager)

    Prepare for a technical interview with the gestor da área (hiring manager). For engineering roles, expect 60–90 minutes with the Diretor de Obras or Coordenador de Engenharia, often joined by a Gerente de Obra or Engenheiro Sênior. Bring a printed portfolio of obras you have led, with specific data: tipologia (residencial vertical, horizontal, comercial), área construída (m²), prazo de execução (cronograma), orçamento (CUB/m²), and your role. For arquitetos, bring a digital portfolio (PDF or Behance link) showing projetos executivos, compatibilização (you should mention BIM workflows — Revit, Navisworks), and renderings. For corporate roles, expect case-style questions tied to your function (e.g., a fluxo de caixa de obra exercise for controladoria, a DRE projection for FP&A).

  7. 7
    Pass a fit-with-the-family interview if you are at coordenação or gerência level

    Pass a fit-with-the-family interview if you are at coordenação or gerência level. For senior hires (Coordenador and above), expect a final conversation with a Diretor (often Flávio Zarzur for commercial/incorporação or Silvio Zarzur for finance/governance, depending on the area) or with the Diretor Presidente (CEO) Augusto Kalil. This conversation is less technical and more about cultural alignment with a family-owned business: do you respect the Zarzur family legacy, are you comfortable with conservative financial decisions, will you stay long-term (turnover at the Diretoria level is unusually low — many Diretores have been with the company 15–25 years).

  8. 8
    Background check and proposta

    Background check and proposta. EZTEC runs a standard antecedentes criminais e financeiros (criminal and credit background check via SPC/Serasa) and confirms references with at least two of your previous gestores. The proposta will include: salário-base CLT, vale-refeição (typically R$30–R$45 per work day on Alelo or Ticket card), vale-transporte or estacionamento (depending on your office or canteiro), plano de saúde (Bradesco Saúde or SulAmérica is common), plano odontológico, seguro de vida, PLR (1–3 monthly salaries based on company and individual performance), and 13º salário (mandatory under CLT). Senior hires may also receive bônus de retenção and, in rare cases, plano de ações restritas — though EZTEC is more conservative on equity comp than peers like Cyrela or JHSF.

  9. 9
    Assinatura da CLT and integração

    Assinatura da CLT and integração. After accepting, expect 7–15 days to start. EZTEC formaliza the contract under the CLT (Consolidação das Leis do Trabalho) regime — PJ contracts are rare and reserved for very specific consultoria roles. On day one you'll complete admissional medical exam (exame admissional with ASO), receive your crachá and EPI (equipamento de proteção individual — boots, hard hat, vest for engineers visiting canteiros), and begin a one-week integração covering the company's history, the Zarzur family story, the project portfolio, the SGI (Sistema de Gestão Integrada) covering ISO 9001 quality and PBQP-H habitação certifications, and segurança do trabalho NR-18 (the canteiro safety standard) and NR-35 (work at heights — mandatory for any engineer who will visit obras above 2m).

Resume Tips for EzTec

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Write your currículo in Portuguese (Brazilian Portuguese, not European)

Write your currículo in Portuguese (Brazilian Portuguese, not European). EZTEC is a Portuguese-primary employer and a CV in English will be downgraded for any role except those explicitly tagged 'inglês fluente requerido' (rare — mostly senior controladoria roles tied to investor relations). Use Brazilian conventions: 'Currículo' or 'Currículo Vitae,' not 'Resume.' Date format DD/MM/AAAA. Comma as decimal separator (R$ 8.500,00).

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Lead with your formação acadêmica including instituição

Lead with your formação acadêmica including instituição. Brazilian construction recruiters explicitly weight pedigree from Engenharia Civil at USP (Escola Politécnica), Unicamp, ITA, Mackenzie Engenharia, FEI, Mauá, UFSCar, or UFRJ for engineering roles. For architecture, FAU-USP, Mackenzie Arquitetura, Belas Artes, or Escola da Cidade are recognized. List CREA (Conselho Regional de Engenharia e Agronomia) registration number for engineers and CAU (Conselho de Arquitetura e Urbanismo) for architects — they are mandatory for legal practice and recruiters filter on them.

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Quantify obras you delivered

Quantify obras you delivered. For engineers: nome do empreendimento, tipologia (residencial vertical/horizontal, comercial, hospitalar, retrofit), área construída em m², número de torres e pavimentos, número de unidades, prazo de execução vs. cronograma planejado (entreguei em 32 meses contra 36 planejados — strong), orçamento em R$ ou CUB/m², desvio orçamentário final, sua função (Engenheiro de Obra, Engenheiro Residente, Coordenador, Gerente). 'Atuei em obra de alto padrão' is invisible; '32 meses, 168 unidades, 14.500 m², R$ 89M de orçamento, Engenheiro Residente, desvio final +1,8%' gets read.

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For commercial roles, lead with VSO, ticket médio, and unidades vendidas

For commercial roles, lead with VSO, ticket médio, and unidades vendidas. Brazilian incorporação speaks in vendas sobre oferta percentages, ticket médio per unidade (R$ médio de venda), unidades lançadas vs. vendidas, prazo médio de venda do estoque, taxa de distrato (cancellation rate — critical post-2018 distrato law), and conversão de visita-em-venda no estande. Mention the empreendimentos and bairros where you operated — São Paulo's market is hyper-local and recruiters know whether Vila Mariana, Pinheiros, or Tatuapé matches the EZTEC product profile.

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Show experience with high-end (alto padrão) developments specifically

Show experience with high-end (alto padrão) developments specifically. EZTEC does not build MCMV (Minha Casa Minha Vida — federal affordable-housing program). Experience at Cyrela, Even, Helbor, Tegra, JHSF, Idea!Zarvos, Yuny, Vitacon, Setin, or You,inc carries direct relevance. Experience exclusively at MRV, Tenda, Direcional, or Cury (the affordable-housing players) is not disqualifying but you must explicitly bridge it — 'transição para alto padrão buscada por X razão.'

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List ATS, BIM, and ERP tools precisely

List ATS, BIM, and ERP tools precisely. For engineers: AutoCAD, Revit (and at what level — modelagem, compatibilização, quantitativos), Navisworks for clash detection, MS Project or Primavera P6 for cronograma, SAP or Sienge or UAU for ERP de incorporação (Sienge is the Brazilian standard EZTEC and most peers use). For architecture: Revit, AutoCAD, SketchUp, Lumion or D5 for renderização, Adobe Suite. For corporate analysts: Excel avançado (PROCV, ÍNDICE+CORRESP, dinâmicas, Power Query), Power BI, SAP S/4HANA, Sienge, Totvs Protheus.

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Mention NR certifications for engineering roles

Mention NR certifications for engineering roles. NR-18 (Segurança e Saúde no Trabalho na Indústria da Construção), NR-35 (Trabalho em Altura — mandatory for canteiro visits above 2m), NR-10 (Eletricidade) for electrical, NR-33 (Espaços Confinados) for retrofit. Coordenadores de obra often hold the integração curso de PCMAT (Programa de Condições e Meio Ambiente de Trabalho) and PGR (Programa de Gerenciamento de Riscos). Listing dates and emitting institution (e.g., SENAI, SESI, in-company) is best.

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Idiomas: be honest with CEFR or CCSE levels

Idiomas: be honest with CEFR or CCSE levels. Português nativo is assumed. Inglês intermediário (B1) is enough for most roles; inglês avançado (C1) helps for roles that touch IR (relações com investidores), corporate strategy, or international partners. Espanhol intermediário is a small plus. Mandarim, francês, or italiano are not relevant for the standard role mix. Inflated language claims are tested by recruiters — Brazilian R&S analysts will switch to English mid-interview if you claim avançado.

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Keep it to 2 pages maximum, single column, sober formatting

Keep it to 2 pages maximum, single column, sober formatting. Brazilian recruiters expect Arial or Calibri 10–11pt, dark text on white, clear section headers (Resumo Profissional, Formação Acadêmica, Experiência Profissional, Idiomas, Cursos Complementares). Avoid foto in your CV unless explicitly requested (the modern Brazilian recommendation is no photo to reduce viés). No tabelas, no ícones decorativos, no two-column layouts — Gupy parses them poorly.

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Mirror EZTEC's corporate language

Mirror EZTEC's corporate language. The site eztec.com.br uses specific phrases — 'morar com excelência,' 'qualidade construtiva,' 'atendimento pós-venda,' 'experiência do cliente.' If your perfil aligns with those values, use the exact phrasing in your resumo profissional or your motivação fields in Gupy. The GAIA scoring algorithm rewards keyword alignment, and human recruiters do too.

ATS System: Gupy

EZTEC uses Gupy as its primary applicant tracking system, accessible at eztec.gupy.io. Gupy is a São Paulo-based ATS founded in 2015 by Mariana Dias, Robson Ventura, Bruna Guimarães, and Guilherme Dias, and is now the dominant recruiting platform for medium-to-large Brazilian employers, used by over 4,000 companies including Ambev, Magazine Luiza, iFood, Itaú, Bradesco, Nubank, Vivo, and most of B3-listed Brazil. The platform is built on a Brazilian-specific data model (CPF-based candidate identity, CLT/PJ contract types, formação técnica/superior/pós distinctions, regional CCT awareness) and is designed for the Portuguese-speaking job market, though it supports English UI for international candidates. Gupy's central differentiator is GAIA (Gupy Artificial Intelligence Assistant), an AI-driven scoring layer that evaluates candidates against the vaga (job posting) on three dimensions: aderência técnica (skills/experience match), aderência cultural (values match via a structured questionnaire), and dados curriculares (education, languages, certifications). Recruiters see candidates ranked by aderência percentage and most filter aggressively on the top quartile. The candidate experience is clean: single Gupy login portable across all employers using the platform, transparent application status (Inscrita → Em análise → Em processo seletivo → Aprovada/Reprovada), and Gupy-native messaging with R&S analysts. EZTEC's Gupy site posts vagas across Engenharia (Civil, Segurança do Trabalho, Planejamento), Arquitetura, Comercial e Vendas, Administrativo, Financeiro e Controladoria, Jurídico, Marketing, Recursos Humanos, and Tecnologia da Informação. Construction-site labor is hired separately through the empreiteiro chain and does not appear on Gupy.

  • Create one Gupy profile and reuse it. Your login at gupy.io carries your dados, currículo, and respostas to standard questions across every employer using the platform — you will not need to re-enter information for EZTEC if you already applied at Cyrela, Even, or another peer.
  • Upload a single, clean PDF currículo in Portuguese. Gupy parses PDF and DOCX but PDF preserves formatting. Use single-column, no tables, no images, Arial or Calibri 10–11pt. The parser populates the Experiência Profissional fields automatically — verify and correct every entry before submitting.
  • Answer the cultural fit questionnaire honestly and consistently. GAIA flags candidates whose answers contradict each other (e.g., claiming you 'love structured environments' on one question and 'thrive in ambiguity' on another). Aim for authentic answers that reflect how you actually work — fabricated alignment is detected.
  • Complete the technical assessments within the deadline (usually 5–7 days). Late completion drops your aderência score automatically. Do the assessment in a quiet room with no distractions and read every question carefully — Gupy's testes de raciocínio lógico are timed and unforgiving.
  • Mirror the vaga's exact phrasing for required skills. If the posting says 'experiência com Sienge,' write 'Sienge' (not 'ERP de incorporação'). If it says 'NR-35,' write 'NR-35' (not 'curso de trabalho em altura'). GAIA does keyword matching as part of the technical aderência score.
  • Fill in EVERY field, including the optional ones. Gupy weights profile completeness, and recruiters often filter out candidates with sparse profiles assuming low effort or stale information. Languages, courses, certifications, and references all matter.
  • Apply selectively — two or three vagas maximum that genuinely match your perfil. Gupy shows recruiters your full application history at the company, and a candidate who applied to 11 unrelated roles in three weeks looks desperate and unfocused.
  • Use the Gupy mobile app for status updates. The app pushes notifications when your application status changes, when a recruiter sends a message, when an assessment is assigned, and when an interview is scheduled. Brazilian R&S teams move quickly and an unanswered message for 48 hours can kill your candidacy.
  • Check your spam folder for [email protected] emails. Some Brazilian email providers (Globo Mail, UOL) aggressively filter Gupy notifications, and missed assessment invitations are a leading cause of silent rejections.

Interview Culture

Interviewing at EZTEC reflects exactly what the company is: a 45-year-old, family-controlled, conservative, engineering-led São Paulo incorporadora that prizes long tenure, technical rigor, financial discipline, and quiet competence over flash. The process is shorter and less theatrical than at multinationals like AB InBev or international consultancies, but it is no less rigorous on the dimensions the company cares about. Expect three to five rounds spread across two to four weeks for most pleno and sênior roles, and four to six rounds across four to eight weeks for coordenação and gerência roles. The first round is almost always with a Recrutamento e Seleção analyst — typically a 30-minute Teams or Meet call conducted entirely in Portuguese. The R&S analyst is screening for basic fit, communication clarity, salary alignment, and logistics. Expect questions about your trajetória profissional in chronological order, why you are interested in EZTEC specifically (the wrong answer is 'I'm looking for any incorporadora' — research the project portfolio and name two recent empreendimentos), your pretensão salarial (give a range, reference your current CLT package), your aviso prévio period, and where you live (because EZTEC is overwhelmingly presencial and a 90-minute commute each way will eventually erode performance and tenure). The R&S analyst also confirms whether you have CREA or CAU registration if relevant, and whether you have NR-18 and NR-35 cursos válidos if you would visit canteiros. The second round is the technical interview with the gestor da área and is the substantive bar. For engineering candidates, expect a 60–90 minute conversation with a Coordenador or Gerente de Obras, often joined by a peer engineer or by the Diretor de Obras for sênior hires. They will ask you to walk through one or two recent obras in detail, with specific numbers (cronograma planned vs. actual, orçamento planned vs. actual, número de unidades, problemas técnicos enfrentados — fundação, drenagem, atrasos de fornecedor — and how you resolved them). Expect a small case-style problem: 'um pilar do 12º pavimento apresenta fissura visível durante inspeção rotineira, qual é seu plano de ação nas próximas 48 horas?' or 'fornecedor de elevadores está 90 dias atrasado e VBA do empreendimento está em 8 meses, como você protege o cronograma de entrega?' The right answer demonstrates structured thinking (segurança primeiro, engenheiro calculista, projetista estrutural, comunicação ao cliente, plano B logístico) and respect for both technical correctness and commercial impact. For architecture candidates, expect a portfolio review with detailed questions on compatibilização (BIM workflow), legibilidade do projeto executivo, and your relationship with the equipe de obra. For commercial candidates, expect role-play of an estande visit and questions on objeção handling, distrato prevention, and post-pandemic comprador behavior. For corporate analysts, expect Excel-based case work or a fluxo de caixa de obra exercise. The third round is typically with a Diretor or Superintendente, depending on the area. This is a more conversational interview focused on cultural alignment with a family-controlled business. The Zarzur family runs EZTEC with a long-term, stewardship mindset — they would rather grow margem and equity value over 15 years than maximize a single launch cycle. Diretores look for candidates who: (1) have a track record of staying at employers for 4+ years rather than job-hopping every 18 months, (2) speak respectfully about previous gestores even when discussing conflict, (3) demonstrate financial maturity (understand fluxo de caixa, prazo de obra, custo financeiro), and (4) can articulate a credible 5-year career arc within EZTEC, not a stepping-stone narrative. Vague ambition ('I want to be a CEO someday') reads worse than concrete competence ('I want to deliver three obras as Engenheiro Residente, then move into Coordenação within five years'). For coordenação and gerência hires, a final round with a member of the Zarzur family — most commonly Flávio Zarzur (who oversees commercial and incorporação) or Silvio Zarzur (finance and governance) — is common but not guaranteed. This is essentially a 'would I trust this person to represent the family name on a job site or in a sales meeting?' conversation. Show up in business attire (terno e gravata for men is overkill but a blazer is appropriate; for women, blazer over a blouse), arrive 15 minutes early, and have done specific homework on the empreendimento portfolio, the recent earnings calls (EZTEC reports trimestral results to B3 and hosts a teleconferência — transcripts are public), and the family's history. Asking about 'planejamento estratégico de longo prazo' or 'visão de produto para o ciclo 2026–2030' lands well; asking about 'política de home office' or 'plano de stock options' lands badly. The family is friendly and approachable but values seriousness and discretion; do not be overly familiar in the first conversation. Finally, expect the entire process to be conducted in Portuguese unless the role explicitly requires inglês (rare — IR-facing controladoria roles, occasionally TI roles supporting Sienge integrations with international vendors). Code-switching to English mid-interview to demonstrate language ability is not impressive and reads as performative. If you are interviewing for an IR role, you will be tested in English by the Diretor Financeiro or by IR leadership directly.

What EzTec Looks For

  • Long-term career mindset. The company is family-controlled and many leaders have been there 15–25 years. Candidates with three job changes in five years will face direct questions about tenure intent.
  • Engineering or architecture rigor. EZTEC's product is high-end residential where construction defects, finishing imperfections, or cronograma slips destroy reputation and trigger distrato. Technical depth and detail orientation matter more than charisma.
  • Financial conservatism. The Zarzur family runs the company with a low-leverage, high-margin philosophy. Candidates who default to 'mais alavancagem para acelerar crescimento' arguments will not connect; candidates who think in margem bruta, VSO, working capital, and prazo de obra will.
  • São Paulo market knowledge. The company operates exclusively in the São Paulo capital and metropolitan ring. Candidates who know the bairros, the perfil socioeconômico of each region, the prefeitura's GMs (Plano Diretor, LPUOS — Lei de Parcelamento, Uso e Ocupação do Solo), and the competitive dynamics with Cyrela, Even, Helbor, Tegra, and JHSF are immediately credible.
  • Portuguese fluency at native or near-native level. The company operates entirely in Portuguese. Inglês is a plus for very specific roles but is not a substitute for fluência em português oral and written.
  • Respect for the family business model. The Zarzur family is hands-on, not absentee. Candidates must be comfortable working within a structure where a Zarzur may approve a project decision, review a launch, or weigh in on a hire. This is not a private equity-controlled company.
  • Comfort with presencial work culture. EZTEC is overwhelmingly office-based for corporate staff and 100% on-site for engineering and obras. Home office is rare and modelo híbrido is reserved for specific functions. Candidates who require remote work will not fit.
  • Quality and post-sale service mindset. The pós-venda team handles assistência técnica for delivered units for years after entrega das chaves. Candidates across all functions are expected to think about the homeowner as the long-term customer, not the buyer at signing.
  • PLR-aligned compensation expectations. Base salary is modest by banking or large-cap standards but PLR can add 1–3 monthly salaries in good launch years. Candidates who fixate exclusively on base salary and discount variable comp will be perceived as not understanding the incorporação business.
  • Personal integrity and discretion. Family-controlled companies do not tolerate gossip, leaks to imprensa, or factional politics. Candidates with a reputation for discretion and direct, honest communication are preferred over politically savvy operators.

Frequently Asked Questions

What ATS does EZTEC use?
EZTEC uses Gupy, accessible at eztec.gupy.io. Gupy is the dominant Brazilian applicant tracking system, used by over 4,000 companies including Ambev, Magazine Luiza, iFood, Itaú, and most of B3-listed Brazil. Your Gupy profile is portable across all employers on the platform — one login, one currículo, application history visible per company. Construction-site labor is hired separately through the empreiteiro chain and does not appear on Gupy.
Do I need to speak Portuguese to work at EZTEC?
Yes, fluently. EZTEC operates entirely in Brazilian Portuguese — the website, the Gupy postings, the contract documents, the technical drawings, the canteiro communications, and the interview process. Inglês is a plus for very specific roles (relações com investidores, certain TI roles supporting international vendors) but is never a substitute for native or near-native Portuguese. Candidates without strong Portuguese should not apply.
Is EZTEC really family-owned and what does that mean for employees?
Yes. The Zarzur family — founded by Engenheiro Civil Ernesto Zarzur in 1979 and now including his children Flávio Ernesto Zarzur and Silvio Ernesto Zarzur in senior executive roles — retains majority economic and voting control through holding vehicles. Ernesto Zarzur continues as Chairman of the Board. For employees, this means: longer tenure expectations (many leaders are 15–25 year veterans), more conservative financial decisions (low leverage, high margin focus), faster decision-making on big questions (the family can decide), slower decision-making on small questions (governance is deliberate), and a cultural premium on discretion and integrity. It is the opposite of a private-equity-controlled or activist-pressured company.
How does EZTEC compare to competitors like Cyrela, Even, Helbor, and JHSF?
EZTEC sits between Cyrela (much larger, more diversified geographically and by segment) and the boutique luxury players (Idea!Zarvos, Yuny, Setin). Compared to Cyrela (CYRE3): EZTEC is São Paulo-only vs. Cyrela's national footprint, and historically maintains higher gross margins with lower leverage. Compared to Even (EVEN3): EZTEC focuses on higher padrão and has less affordable-housing exposure. Compared to Helbor (HBOR3): EZTEC has tighter geographic focus and stronger luxury concentration. Compared to JHSF (JHSF3): JHSF is more diversified into shoppings (Cidade Jardim, Catarina), hospitality (Fasano), and airports (Catarina Aeroporto Executivo) — EZTEC remains a pure-play residential incorporadora. For candidates, EZTEC is more focused, more conservative, more family-controlled, and more São Paulo-centric than peers.
What kind of compensation should I expect at EZTEC?
Compensation is modest by Brazilian banking standards but competitive within the construção civil sector. Indicative ranges (CLT, R$/month, before benefits and PLR): Engenheiro Civil pleno R$8.000–R$14.000, sênior R$15.000–R$25.000, Coordenador R$25.000–R$35.000, Gerente R$35.000–R$45.000, Diretor R$50.000+. PLR (Participação nos Lucros e Resultados) typically adds 1–3 monthly salaries in good launch years. Benefits include vale-refeição (R$30–R$45/day on Alelo or Ticket), plano de saúde (Bradesco Saúde or SulAmérica), plano odontológico, seguro de vida, 13º salário, and EPI for engineers. Stock-based compensation is rare and reserved for very senior roles — EZTEC is more conservative on equity comp than peers like Cyrela or JHSF.
Does EZTEC hire architects in addition to engineers?
Yes. The arquitetura team handles projeto executivo, compatibilização (often via Revit and Navisworks BIM workflows), interiores das áreas comuns, escolha de acabamentos, and partnerships with celebrated architects on flagship empreendimentos (Königsberger Vannucchi, Aflalo & Gasperini, and named designers for premium product lines). Architects must hold CAU (Conselho de Arquitetura e Urbanismo) registration to practice legally in Brazil. Portfolios should emphasize residencial vertical alto padrão experience and BIM proficiency.
Are construction-site workers (operários) hired directly or through subcontractors?
Construction-site labor at EZTEC's canteiros is overwhelmingly hired through the empreiteiro chain — specialized subcontractors for each trade (estrutura, alvenaria, revestimento, instalações elétricas e hidráulicas, esquadrias, acabamentos finais). EZTEC's direct CLT headcount on a typical canteiro is the engineering and supervision team (engenheiro residente, mestre de obras, técnico de segurança, encarregados); the operário workforce is typically employed by empreiteiros under the same Sintracon-SP CCT (Convenção Coletiva de Trabalho) framework. For trabalhadores looking for canteiro work, the direct employer is the empreiteiro, not EZTEC, and recruiting happens at the canteiro gate or through trade contacts, not on Gupy.
Does EZTEC offer home office or hybrid work?
Largely no. EZTEC is presencial-first. Engineering roles are 100% on-site at the canteiro de obras — there is no remote substitute for being physically present at the construction. Corporate staff at the Vila Olímpia / Brooklin headquarters work in the office most or all days; modelo híbrido (one or two days remote per week) is reserved for specific functions and is not a universal benefit. Sales staff at the estandes work on-site at the sales pavilion, often including weekends during high-traffic launch periods. Candidates who require fully remote work will not fit the company's operating model.
What is the Sindicato dos Trabalhadores nas Indústrias da Construção and how does it affect employment?
Sintracon-SP (Sindicato dos Trabalhadores nas Indústrias da Construção e do Mobiliário de São Paulo) is the labor union representing construção civil workers in São Paulo. It negotiates the annual Convenção Coletiva de Trabalho (CCT) with the employers' federation (Sinduscon-SP), which sets minimum wages, overtime rates, periculosidade and insalubridade adicionais, vale-refeição minimums, contribuição sindical rules, and PLR baseline parameters for canteiro labor. EZTEC and its empreiteiros operate under the Sintracon-SP CCT for site workers. White-collar engineers, architects, and corporate staff are covered by separate professional sindicatos (engineers by SEESP — Sindicato dos Engenheiros no Estado de São Paulo, for example) and have different CCT terms. Candidates should expect their CLT contract to reference the applicable CCT and should review it before signing.
How long does the EZTEC hiring process take?
Typical timelines: pleno and sênior roles, 2–4 weeks from Gupy application to proposta, spanning Gupy assessments, R&S triagem, technical interview with the gestor, and (sometimes) a Diretor conversation. Coordenação and gerência roles, 4–8 weeks, including a final conversation with a Diretor or member of the Zarzur family. After acceptance, expect 7–15 days to start (exame admissional, integração, EPI, assinatura de CLT). Aviso prévio at your current employer (typically 30 days for CLT, longer for senior roles) extends the start date proportionally. EZTEC does not negotiate aggressive aviso prévio buyouts — the company respects the legal notice period.
Will I work directly with a member of the Zarzur family?
It depends on the role. Junior staff and most pleno positions report through the standard hierarchy — Coordenador, Gerente, Diretor — and rarely interact with the family directly. Sênior individual contributors and Coordenadores see family members occasionally (project reviews, launch meetings, executive committee). Gerentes and Diretores work closely with the Zarzur family on strategic decisions: launch timing, land acquisition, pricing, finishing standards, partnerships with named architects. The family is approachable and friendly but operates with the seriousness and long-term perspective of multi-generational stewardship. Treat every interaction with a Zarzur as you would treat a board-level interaction at any company — substantive, prepared, discreet, and respectful.
Has the 2024–2025 São Paulo luxury market recovery affected EZTEC's hiring?
Yes, materially. The combination of lower Selic rates from late 2024, returning high-net-worth demand for verticalized luxury in São Paulo, a wave of new launches across Vila Olímpia, Itaim Bibi, Pinheiros, Jardim Europa, and Vila Mariana, and continued migration of capital from financial assets to imóveis de alto padrão has driven one of EZTEC's strongest hiring cycles in years. Active hiring areas include engenharia de obra (Engenheiros Residentes for new canteiros), planejamento (cronograma and orçamento specialists), incorporação (prospecção de terrenos and viabilidade), comercial (supervisores de vendas for new estandes), and corporate functions (controladoria and FP&A to support the launch pipeline). Candidates with São Paulo alto padrão experience are particularly well-positioned in this cycle.

Open Positions

EzTec currently has 18 open positions.

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Related Resources

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Sources

  1. EZTEC — Site Institucional —
  2. EZTEC Carreiras (Gupy) —
  3. EZTEC — Relações com Investidores —
  4. EZTEC Empreendimentos e Participações S.A. (EZTC3) — B3 Listed Company Profile —
  5. Lei nº 4.591/64 — Lei de Incorporação Imobiliária — Planalto —
  6. Sintracon-SP — Sindicato dos Trabalhadores nas Indústrias da Construção e do Mobiliário de São Paulo —
  7. Sinduscon-SP — Sindicato da Indústria da Construção Civil do Estado de São Paulo —
  8. CREA-SP — Conselho Regional de Engenharia e Agronomia do Estado de São Paulo —
  9. CAU/SP — Conselho de Arquitetura e Urbanismo de São Paulo —
  10. NR-18 — Segurança e Saúde no Trabalho na Indústria da Construção — Ministério do Trabalho —
  11. NR-35 — Trabalho em Altura — Ministério do Trabalho —
  12. Gupy — Plataforma de Recrutamento e Seleção —
  13. Novo Mercado — Segmento de Listagem de Governança Corporativa B3 —
  14. Patrimônio de Afetação — Lei nº 10.931/04 — Planalto —
  15. PBQP-H — Programa Brasileiro da Qualidade e Produtividade do Habitat — Ministério das Cidades —