Attracting Talent
TAESA sees its employees as its greatest asset. Employee development and safety are key to their personal growth and the Company’s success. Thus TAESA invests highly in training and upskilling its workforce, looking to foster a dynamic and challenging work environment.
By recruiting top experts in the market who are passionate about their work and aligned with its values, TAESA offers the opportunity to make a positive impact on Brazil’s energy transmission industry. The recruitment process is governed by a code of ethical conduct and strongly committed to diversity, which makes it very transparent and ensures equal opportunities for all.
TAESA also adopts an internal recruitment policy which prioritizes its current employees before seeking external talent. This practice helps with talent retention and shows appreciation for human capital, in addition to providing career growth and development opportunities.
Candidates can access the opportunities and register their resume on this page.
Recruitment and Selection
The People & Communication Management team oversees the recruitment and selection processes and, to that end, uses appropriate tools, instruments, and methodologies, working together with the other departments. This is key to ensure that both behavioral and technical requirements for the position are met according to the job structure in place.
Cultural alignment with TAESA is a key factor in Recruitment and Selection, along with a satisfactory contribution to Organizational Competencies. The process is very transparent and offers opportunities to any and all candidates who meet the position’s prerequisites.
Qualification and Training
Employee development is a key aspect of the Company’s strategy and is an integral part of its management model. Continuous investment in development will result in high-skilled employees who are capable of creating, leading, and delivering the best results for the Company now and in the future. Likewise, the training provided to the external public aims to promote sustainability and generate income for individuals seeking further development.
To remain a reference in the transmission market, Taesa constantly strives for the best practices in the field of organizational development. Strategic partnerships with renowned institutions such as Ibmec, Instituto Capacitare, CIEE, SENAI, COPPETEC UFRJ, and Crescimentum ensure a competitive advantage in the qualification and development of professionals.
We offer various training modes and formats, emphasizing corporate training related to our five Organizational Competencies:
– Interpersonal relationship
– Responsible Excellence
– Independence and Accountability
– Strategic vision
– People Development (only for leaders)
Discover some of the company’s initiatives focused on developing its professionals:
– Education Incentive: In addition to encouraging the search for knowledge and training, the goal here is to assist in retaining these professionals, who can receive this benefit for the entire length of the requested course (be it technical, undergraduate, postgraduate, or a master’s degree), limited to five years. The company reimburses the employee 50% of their chosen program’s monthly fee.
– Performance Assessment Cycle: Every year, all Taesa employees, up to the Executive Management level, take part in the Performance Assessment Cycle. As part of its regular practice, Taesa carries out an annual review of its functional and organizational competencies, seeking to align them with the strategic growth organization chart and with the evolving complexity and responsibility of each role.
– Corporate Training: Based on our Organizational Skills, the results of the Annual Performance Assessment, and each department’s needs, Organizational Development defines topics to be covered in short-term training, focusing on behavioral aspects.
– Survey of Training Needs:These trainings are defined as a partnership between the People department and Taesa managers, based on gaps and opportunities for development for each employee, identified mainly in the performance evaluation. The goal is development based on our skills and values, always seeking to provide the best and most current training to bring best practices from the market and incorporate them into Taesa’s processes.
– Young Apprentice, Technical Internship, and Higher Education Internship Programs: TAESA, in partnership with respected institutions, is fully concerned with how employees enter the company, not only to develop them internally in the company’s skills, but to train them for the job market, because we understand the importance of being well prepared for the beginning of one’s career and professional and personal life.
– Successor Development Program: Every year, the successor program chooses a target audience, recommended by managers, to work on leadership and develop competencies through self-knowledge and training with internal tools and strategies.
– Leadership Development Program: In addition to a series of corporate training initiatives specifically customized for managers, in 2023 we began a successful partnership with COPPEAD, which, together with our Organizational Development Management, designed a training syllabus aimed at our Taesa Leaders.
– “Desapega” Program (Managers and Successors): “Desapega” is Taesa’s job rotation incentive program, focusing on leaders and employees who are formally identified as Successors.
– Internal Training: Training is provided internally with the aim of developing technical skills linked to the day-to-day work of employees. This training can take place in the form of classes, workshops, or distance education.
– Technical Training: These are training courses that have a longer workload and cover specific topics in our technical areas. The goal of the training is to guarantee a common baseline level of knowledge and standardize activities carried out in the field.
Diversity and Inclusion
TAESA’s top priority regarding diversity is to establish guidelines that promote respect and appreciation for differences—whether cultural, social, religious, ethnic, or otherwise. The company recognizes that diverse perspectives enhance problem-solving, drive innovation, increase engagement, and help to promote long-term sustainability and societal well-being.
TAESA’s principles and policies on diversity extend beyond its employees to include its suppliers. To uphold these values and ensure equal opportunity, the company has incorporated contractual clauses that reinforce these values in all its agreements. Any and all suppliers are preliminarily assessed on these aspects during the registration process, and if any non-compliance is identified after contracting, they may be subject to restrictions or suspension.
Since 2021, TAESA has supported a Diversity Program based on its ethical principles. This program has allowed for the development of internal policies, the creation of the Diversity & Inclusion Working Group, and the launch of many initiatives, including bi-monthly meetings with affinity groups across the program’s five pillars: People with Disabilities (“ PwD”), Prime Talent (50+), Ethnicity & Race, Women’s Empowerment, and LGBTQIAP+.
Find out more through the TAESA Diversity Booklet*: