Background: With limited job openings and growing selectivity in tech, understanding the skills hiring managers expect from entry-level Software Engineering candidates is essential. While job postings emphasize technical abilities, success often hinges on non-technical skills, as interpersonal and adaptive abilities. Yet, mismatches between candidate profiles and employer expectations lead to inefficient hiring and missed opportunities. Aims: We investigated which skills hiring managers expect from early-career Software Engineering (SE) candidates and how those skills are described in job postings. Method: To achieve this goal, we conducted an exploratory case study in Hewlett-Packard Enterprise (HPE), a global technology company. We interviewed 12 managers, collected seven HPE job postings related to entry-level positions in Software Engineering-related roles, and employed mixed methods to analyze the data. Results: Our findings show that hiring managers place strong emphasis on non-technical expectations when evaluating entry-level candidates. They commonly believe that technical competencies can be taught on the job, provided the candidate demonstrates the right non-technical skills. The non-technical expectations included adaptability, proactivity, dependability, self-direction, passion, collaboration, communication, problem solving, courage, self-awareness, self-confidence, willingness to learn, and having a process-oriented mindset. Conclusions: To secure their first job, Software Engineering students should invest not only in technical competencies but also in developing non-technical skills. Our findings show that hiring managers prioritize these skills, even though they are often underrepresented in job postings. Making such expectations more visible could help bridge the gap between candidates and employers, leading to more efficient and effective hiring.