The fintech Qonto launches a fast-track banking solution for businesses and freelancers: open your account online and get your Spanish IBAN in just 10 minutes.

New users can also enjoy up to 4% annual interest for the first 4 months, create Mastercard cards instantly, and choose from plans with no hidden fees. All of this comes with daily customer support, making financial management fast, simple, and secure.

Get Ready for the 2026 Income Tax Return with Entre Trámites

If you’re part of Tech Barcelona, this event is for you.

Did you know there are tax deductions and benefits that can help optimize your income tax return?

Do you want to learn about the latest updates for the 2026 tax season and avoid mistakes that could cost you money?

Join our free webinar, where tax experts will clearly and practically explain everything you need to know about filing your Income Tax Return in Spain.

Webinar Details:

• Date: March 26, 2026

• Time: 17:00 (Spain time)

• Format: Online

• Duration: 45 minutes + 15 minutes Q&A

• Language: Spanish

What will you learn?

• Tax obligations for residents and non-residents in Spain

• Key updates for the 2026 tax season

• Applicable deductions and tax benefits

• Practical tips to avoid common mistakes

This event is a great opportunity to get your questions answered and receive expert guidance in a professional and accessible environment.

Don’t miss the chance to optimize your income tax return.

Register for free now!
https://streamyard.com/watch/EqaxJVvhQM8n

One of the principles of modern communication is to connect authentically with people. Social media and influencers serve as the vehicle to link brands and users with the goal of turning them into consumers. What matters is not what you are selling, but how you sell it, and in this, brand ambassadors are experts.

You might not have been looking for a moisturizer, but your favorite influencer, who is a brand ambassador for a cosmetics company, always uses the same one, and when they give you a discount code, you buy it. You do it because you trust them and like the care and appearance of their skin.

What is a Brand Ambassador

A brand ambassador is a reliable and credible profile who promotes not only a product or service but also represents everything the brand stands for. They are responsible for conveying the brand’s vision, values, ideas, and messages to their social media followers.

They must meet several characteristics so that the relationship between brand and ambassador builds trust with potential consumers and is therefore effective:

• Real connection with the brand to establish bonds with the audience

• Alignment with values and lifestyle

• Consistency with content

Differences Between an Influencer and a Brand Ambassador

An influencer is a content creator on social media who can influence the purchasing decisions of their followers and may be hired by a brand for a one-off promotional campaign.

A brand ambassador, on the other hand, is a content creator who maintains a long-term relationship with the brand they promote. They do not engage in occasional actions; instead, they represent the company over an extended period. This means they are present in all major communication activities of the brand during the contractually agreed term, such as Christmas, Black Friday, summer campaigns, anniversaries, or even for several years.

Read more on our blog:
https://lfchannel.com/como-conectar-con-el-consumidor-gracias-al-embajador-de-marca/

The upcoming implementation in Spain of Directive (EU) 2023/970 on pay transparency will mark a turning point in how companies manage, communicate, and justify salaries. This is not merely a new formal obligation but a profound shift in pay culture, aimed at ensuring equal pay between women and men through much stricter transparency and control rules.

The directive is based on a clear idea: salary opacity fosters inequality. It introduces individual rights to information, new corporate obligations, and a significant sanctioning regime. The deadline for entry into force is June 7, 2026.

Key obligations for companies

1. Pay transparency prior to employment: changes in recruitment and selection

One of the most visible impacts will be on selection processes, which must follow these guidelines:

• Job descriptions must indicate the salary or, at minimum, the salary range of the position.

• Job advertisements and job titles must be gender-neutral.

• During the selection process, companies cannot ask applicants about their pay history in current or previous employment.

These measures aim to balance negotiating positions and enable more informed career decisions.

2. New rights for employees

Employees will have a strengthened right to access pay information. They can request the following salary information:

• Pay levels: the company’s average pay levels broken down by gender, and those of employees in positions of equal value to the role of the requesting employee.

• Pay criteria: the criteria used to determine employee pay and career progression.

Additionally, salary confidentiality clauses that prevent employees from sharing pay information will effectively be eliminated.

3. Recording and analysis of the pay gap

Companies must maintain clear and structured pay information to detect inequalities.

If a gap greater than 5% without objective justification is detected, a joint pay assessment with the employee representatives is mandatory, including:

• Review of professional classification systems

• Analysis of categories and positions of equal value

• Identification of the causes of differences

• Corrective action plan

4. Pay gap reporting obligations and timeline by company size

Timeline by company size:

• Companies with over 250 employees: by June 7, 2027

• Companies with 150–249 employees: by June 7, 2028

• Companies with 100–149 employees: by June 7, 2031

• Companies with fewer than 100 employees: no periodic reporting obligation, but must comply with transparency in recruitment and individual information rights

Periodic reporting obligations by company size:

• Companies with more than 250 employees: annually

• Companies with 100–249 employees: every three years

• Companies with fewer than 100 employees: no periodic reporting required, but must guarantee employees’ individual rights to access pay information

5. Salary bands alone are not enough

Many companies already use salary ranges, but this does not guarantee compliance.

It is essential to:

• Accurately evaluate positions of equal value

• Define objective criteria for progression and promotion

• Ensure that pay differences within the same band are justified

6. Sanctioning regime: fines and consequences for non-compliance

Non-compliance with pay transparency rules carries a progressive sanctioning system that can significantly impact company finances.

• Fines can range from €626 to €225,018, depending on the severity of the violation. The highest fines apply in cases of deliberate or repeated pay discrimination.

• Companies must also compensate employees who suffered gender-based pay discrimination, including back pay and any other economic losses resulting from the discriminatory situation.

• Non-compliant companies may also lose access to public subsidies, grants, or incentives, and participation in public procurement procedures may be suspended.

A crucial aspect of the directive is the reversal of the burden of proof: it is no longer the employee’s responsibility to prove pay discrimination; instead, the company must demonstrate that pay differences are based on objective and gender-neutral criteria.

What should companies be doing now?

Before the new law comes into force, it is recommended to:

• Conduct an internal pay audit

• Review job evaluation and professional classification

• Define consistent and justified salary bands

• Document pay setting and review criteria

• Adapt job offers and recruitment protocols

• Train HR staff and middle management

• Prepare an internal communication strategy

At Bové Montero’s labor department, we can help companies comply with the new regulations and reduce legal risks.

Lilium Solutions: Technology, Access Management, and BI

Lilium Solutions works with leading hospitals, enterprises, academic and financial institutions, developing complex Custom Tailor-made software. We combine expertise in architecture and security to transform operational challenges into competitive advantages globally.

Portium™: Next-Gen Academic & Medical Accessibility Our flagship product, Portium, is a leading Remote Access solution for hospitals and universities. It provides seamless access to E-resources and databases worldwide. Featuring advanced SSO for secure identification and integrated AI capabilities for usage analysis and research forecasting, Portium uses URL Rewriting to eliminate cumbersome VPNs. It remains fully CISO-compliant while ensuring total user privacy.

MYBI: BI & Organizational Optimization Designed for banks and large organizations, MYBI manages decentralized data and regulatory complexity. It consolidates diverse data into a unified structure, enabling the avoidance of regulatory fines through high-level data cleansing (Data Scrubbing). The platform provides real-time monitoring and prevents operational inefficiencies, serving as a critical tool for data-driven decision-making.

Rapid Innovation with Lilium Fast Beyond custom development, our Lilium Fast unit specializes in rapid POC development and Low-code/No-code systems. This ensures record Time-to-Market and flexibility. With experience in secure AI.Horizons (GDPR compliant), Lilium Solutions is the ideal partner for digital excellence.

Artificial Intelligence can design interfaces, analyse behaviour and generate digital products faster than ever before.

Yet the success of those products still depends on something far less predictable: how real people actually use them.

The way users understand, navigate and experience a digital service rarely follows a perfectly rational or linear logic. This gap between technical correctness and real-world experience is where many digital initiatives struggle.

Features may be technically sound but rarely used.
Processes may make sense internally but feel complex to users.
Services launch successfully, yet adoption remains below expectations.

In many cases, digital services are designed for users, but not with users.

This is where Human-Centred Design and structured crowdsourcing become critical.

By integrating real users across the digital lifecycle, organisations can validate business ideas earlier, design clearer experiences, reduce late-stage rework and identify issues that rarely emerge in controlled testing environments.

As digital services increasingly extend beyond the screen — from ticket machines to in-store interactions — validating real-world experiences becomes even more important.

At a time when AI is redefining technological capabilities, systematically integrating the human factor may become one of the most important differentiators in digital innovation.

Technology can generate possibilities.

People ultimately determine whether those possibilities work.

Want to explore the topic further?

We recently produced a short video series introducing these ideas:

English
Español
Català

And if you would like to dive deeper, feel free to request the full white paper, where we explore this model and its practical applications across the digital lifecycle.

ERIA has opened applications for the third edition of its acceleration program for energy startups, aimed at pre-seed and seed stage companies developing innovative solutions in renewable generation, electricity distribution, and energy services.

The six-month, equity-free program will select four startups to receive mentoring and strategic support. Each startup will have mentors from the Áticco Lab network and an energy specialist mentor from Estabanell, as well as participate in a Growth Bootcamp in Barcelona to define their growth plan.

The call presents four innovation challenges focused on:

• advanced maintenance of photovoltaic plants

• new digital services for the electricity grid

• compact home batteries

• home energy microflexibility solutions

At the end of the program, startups will be able to validate their technology through pilot tests or proof of concept (PoC) using the Estabanell Group’s infrastructure. In addition, the startup with the best progress will receive a €10,000 prize.

Interested startups can submit their application by April 13, 2026, by completing the following form:
https://www.f6s.com/eria-aceleracion-2026-application/apply

Aurum Logik is looking for a talented profile to step in as Full Stack developer for our web and mobile app.

Aurum Logik is a creative-tech platform and launchpad, built to support the full spectrum of production across film, photography, audio, and video. Designed for modern teams, brands, agencies, experts, it brings together talent, tools, and workflows in one unified environment.

CONDITIONS

REMOTE WORK

LARAVEL, ANGULAR, PHP

STRONG PORTFOLIO

EXPERIENCE IN ENTERTAINMENT INDUSTRY IS AN ADVANTAGE

Email:       JOBS@AURUMLOGIK.COM

• Please apply only if you truly fit the position
• Include your CV + Few words about yourself

Looking forward to meet you!

Host Top U.S. Talent This Summer: 7-Week Internship Opportunity

We’re looking for innovative companies interested in hosting highly motivated U.S. university students for a 7-week internship.

Students are available in the following fields:
Mechanical Engineering
Aerospace Engineering
Finance
Business
Marketing

Why host an intern?

• Fresh perspectives and new ideas from talented international students
• Highly motivated contributors eager to gain real-world experience
• Simple process: students already have all the needed documentation, including liability insurance and, as they are enrolled in a U.S. university program, no Social Security registration is required

This is a great opportunity to bring international talent into your team, support emerging professionals, and collaborate on exciting projects over the summer.

Interested in hosting an intern or learning more? Send us a message!