Opportunities can be found on the company's official vacancy channels

Neoenergia has vacancies available for various professional positions. The company is present in numerous states of the country and operates throughout the energy chain, following principles of sustainability with a focus on talent development. Because it belongs to a global group, operating in Europe, the USA, Australia, there are opportunities that extend beyond the borders of Brazil

.

The process starts with aligning the necessary profile for each position. At this stage, the leader and the recruiter discuss and assess the need, competencies, and requirements necessary for the vacancy. Then, the vacancy is announced on official channels and all interested parties can register. The selection begins with the curricular evaluation of the candidates, to identify which ones meet the requirements announced for the position in question. The following step aims to validate the basic competencies and requirements of the position, stated by the candidate in their curriculum, and may vary between a group dynamic, a business case, or even a specific knowledge test, including an interview with the vacancy leader

.

“The successful candidates then undergo an individual interview, conducted by the recruiter and vacancy leader, who jointly define the candidate that is most suitable for the open vacancy, comparing the desired profile with the profile of the candidates evaluated. It is important to highlight that the interview phase evaluates, in addition to the technical requirements, the behavioral requirements, the values, and the ethical adherence, which are so important in our culture,” says Régia Barbosa, superintendent of Organizational Development and Culture at Neoenergia

.

The company is always looking for people who share its purpose and values and who envision growing and developing professionally. The cultural fit is based on some behaviors, namely: Simplify to be agile (Search for simple and agile solutions, effectively taking advantage of available resources), Focus on Achieving Results (Understand the impacts of your actions to achieve high performance and results, acting with excellence and in a sustainable and conscious manner), Influence to be a Reference (Act with transparency, treat others with respect, communicate with clarity and coherence, being of conviction and ethics), Share to Build (Works collaboratively and values different points of view, encouraging empathy and flexibility), Empowers to Grow (takes responsibility for achieving results, promotes changes and anticipates opportunities, seeking autonomy to boost your personal and professional growth) and Learn to Develop (Responsible for your development and feedback on your performance, valuing learning and continuous improvement

).

Hiring in Numbers and Diversity

In 2021 alone, 2,677 permanent staff were hired at Neoenergia, in addition to 432 new interns. 1,829 electricians were hired, 1,630 of whom were trained in the School of Electricians project. Today, the company has 15,802 employees, an increase of 6.43% compared to 2021

.

As part of the diversity and inclusion strategy, the company plans to constantly review Human Resources processes, to recruit and select to make selection processes more inclusive, to train its leadership for diversity management, and to continue promoting diversity actions to empower and combat prejudice. “Our purpose is to fight for equal opportunities and we know that we can make a difference, because we are an important part of this process. We believe in equality in all fields and that, in addition to being a fundamental right, it is also one of the essential foundations for building a more prosperous and just world for all groups”, says Régia

Barbosa.

All opportunities are available on the company's official vacancy channels.

They are vagas.com and the careers page: https://www.careers.iberdrola.com/?locale=pt_BR #