The Generation Galp program aims to challenge and engage young talent, motivate them to meet the challenges of a dynamic market and prepare them for a successful career.

Over the course of two years, Galp trainee program contributes to the inclusion of high potential young people in Galp culture, while creating a team with sustained and lasting connections.

How is the program structured?

Including the trainees in Galp culture is the key challenge of the Organization in welcoming these young talents. All activities are designed to reinforce culture, values and alignment with the Company strategy and objectives, being the continuous feedback a key premise of the program. Therefore it is possible to manage, in a transparent way, trainees expectations regarding their future inclusion in Galp Group.

In each professional experience, the trainees are supervised by a tutor, a Company senior employee, who will provide support and facilitate the integration in the team. Under the responsibility of this person is the work plans regarding tasks and expected results guidance as well as trainees evaluation.

Simultaneously to the professional experiences in the different areas, the trainees have a specific development program, coordinated by the HR Development area, as well as the possibility to participate in various activities within the Organization.

Initial training week | Visit to Sines Refinery | Activities at service stations | Business Talks | Outdoor | Internal and External conferences | Corporate responsibility activities

The evaluation occurs annually, by the end of each professional experience, in order to inform the decision about the continuity in the Company. In this evaluation, both the tutor, based on the trainee performance in the area, and the HR Development area, based on the information collected during the development program activities, evaluations are weighed.

What opportunities are covered by the Generation Galp program and to whom is it addressed?

Every year the opportunities identified in the Company vary. The program is widely applicable and covers all Galp business units, as well as our corporate centre. 

Exploration & Production | Gas & Power | Refining & Distribution | Corporate Center

Depending on the identified opportunities, the academic profile of participants in the program varies. This is the portrait of the Generation Galp trainees:

Management/ Economy | Engineering | HRM/Psychology | Geology | Geosciences

Our track record 

In the last three programmes, more than 90% of the trainees remained in the company after the first year. In the transition to the second year the retention rate is 83%.

Selection process  

The selection process, for Generation Galp program, comprises five stages, all eliminatory. All candidates who successfully complete the curricular triage stage will have feedback on their continuity in the process, as well as on its completion.

  • Curricular screening
  • Online assessment
  • Presencial assessment of aptitude
  • Interview with HR
  • Interview with the framing area

Throughout this process, in addition to the candidate technical and behavioural skills, professional ambitions as well as their personal and academic paths are assessed.  The process is also an opportunity for the Organization to map the skills of these young talents and evaluate their Galp culture and values integration capability.

Search results for "". Page 0 of 0, Results 1 to 1
Title Location Date Sort descending
Spontaneous Application
Spontaneous Application N/A, PT Sep 7, 2019
N/A, PT Sep 7, 2019