How to Apply to AGL Energy

14 min read Last updated April 20, 2026 48 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • AGL Energy is Australia's largest electricity generator, a 7,500-person, AUD 14B revenue ASX-listed utility headquartered in Sydney with major operational sites in the Hunter Valley (Bayswater) and Latrobe Valley (Loy Yang A and B), plus retail operations serving roughly 4 million customer accounts.
  • The applicant tracking system is Workday on the wd3 instance, accessed through careers.agl.com.au and resolved to agl.wd3.myworkdayjobs.com. Standard Workday hygiene applies: clean parseable resume, accurate auto-populated profile, exact keyword matching to the job ad.
  • The corporate context is honestly contested - the 2022 Brookfield-Cannon-Brookes takeover bid was rejected, but Mike Cannon-Brookes retains roughly 11.3% ownership and remains an activist shareholder pressing for faster decarbonisation. Damien Nicks became CEO in September 2023 as the post-activist leadership reset.
  • The strategic reality is a coal-to-renewables transition with hard dates: Liddell closed April 2023, Bayswater closes by end of 2030, Loy Yang A by mid-2035. Roughly 12 GW of replacement renewable and firming capacity is being built by 2036, including major batteries at the existing thermal sites.
  • Hunter Valley and Latrobe Valley jobs displacement is real and politically sensitive. Candidates considering generation roles should understand they are joining sites with defined end dates; candidates considering renewable build roles should understand they are part of the transition response.
  • Interviews are behavioural and STAR-structured, anchored to AGL's four values (Care, Be the best you can be, Stand up for what is right, Make it happen), with genuinely technical content for engineering and trades roles and serious safety questioning across all operational positions.
  • Pre-employment checks are extensive for operational roles - police check, medical, drug and alcohol, qualification verification, and Coal Mine Worker Health Scheme assessment for Hunter sites. Build the timeline into your decision to resign your current role.
  • AGL hires actively from defence, mining, transmission, heavy manufacturing, and the broader Australian utility sector. Candidates from outside energy should explicitly bridge their experience rather than assume the recruiter will infer transferability.

About AGL Energy

AGL Energy Limited (ASX: AGL) is Australia's largest electricity generator and one of the country's largest integrated energy retailers, headquartered at Tower 2, 200 George Street, Sydney. With roots stretching back to 1837 as the Australian Gas Light Company, AGL is one of the oldest continuously operating companies on the ASX. Today it employs roughly 7,500 people across generation sites, retail operations, trading desks, and corporate functions, and it serves around 4 million customer accounts across electricity, gas, internet, and mobile. The generation portfolio is enormous and unusually concentrated in coal: Loy Yang A and the recently acquired Loy Yang B in Victoria's Latrobe Valley, Bayswater in the New South Wales Hunter Valley, and the Macquarie Generation hydro and pumped-hydro assets, plus a growing fleet of wind, solar, and grid-scale batteries. Liddell Power Station, also in the Hunter, was decommissioned in April 2023 after more than 50 years of operation, and is being repurposed as the Liddell Battery and an industrial energy hub. Revenue for the most recent fiscal year was approximately AUD 14 billion, with CEO Damien Nicks (appointed September 2023) leading the business through what is genuinely the most consequential transition in its 188-year history. AGL's business model is straightforward but politically charged: it generates baseload electricity (still mostly from coal), trades it through the National Electricity Market, and sells it to retail and commercial customers, while simultaneously building out the renewable and firming assets that will replace its thermal fleet. Stated closure dates were brought forward sharply after the 2022 strategic review: Bayswater is now scheduled to close by no later than the end of 2030 (originally 2035), and Loy Yang A by no later than mid-2035 (originally 2045). The company has committed to roughly 12 GW of new renewable and firming capacity by 2036, a build-out that requires it to hire across solar, wind, battery, hydrogen, transmission, grid services, and project finance at the same time as it manages the wind-down of legacy coal sites. The corporate context candidates should understand honestly: in 2022, a consortium led by Brookfield and Mike Cannon-Brookes (Atlassian co-founder, via his Grok Ventures vehicle) made a takeover bid intended to accelerate decarbonisation. The board rejected it, but Cannon-Brookes built a roughly 11.3% activist stake, blocked the proposed demerger, and forced the resignation of the chair and CEO. He remains AGL's largest shareholder and a public critic when he believes the transition is moving too slowly. Damien Nicks, previously CFO, was appointed CEO in September 2023 as the post-Cannon-Brookes leadership reset. The implication for candidates is that AGL is operating under permanent shareholder, regulatory, and community scrutiny, and any role - generation, trading, retail, IT, corporate - is touched by transition politics. The other context worth being honest about is the Hunter Valley and Latrobe Valley jobs question. Liddell's closure displaced several hundred operations and maintenance roles. Bayswater's closure by 2030 will affect significantly more, and Loy Yang A is the largest single private employer in the Latrobe Valley. AGL has committed to retraining, transition agreements with the Electrical Trades Union and Mining and Energy Union, and redeployment to nearby renewables and battery projects, but the loss of long-tenure, high-wage, regional jobs is real and politically sensitive. Candidates considering generation roles should understand they are joining sites with defined end dates, and candidates considering renewable build roles should understand they are part of the answer to that displacement.

Application Process

  1. 1
    Find the role on the AGL careers portal at careers

    Find the role on the AGL careers portal at careers.agl.com.au. The site is a thin Workday wrapper that redirects search and apply flows into the company's tenant at agl.wd3.myworkdayjobs.com. You can browse by category (Generation, Engineering, Trades, Customer, Technology, Commercial, Corporate) or search by location (Sydney, Melbourne, Brisbane, Newcastle, Traralgon).

  2. 2
    Create a single Workday candidate profile on the AGL tenant

    Create a single Workday candidate profile on the AGL tenant. Workday accounts are tenant-specific, so even if you have a Workday profile from another Australian employer (Telstra, Coles, NAB, Westpac), you will need to register a fresh one for AGL. Use a permanent personal email and a phone number that can receive Australian SMS for verification.

  3. 3
    Tailor your resume to the specific requisition before uploading

    Tailor your resume to the specific requisition before uploading. Workday parses your file into structured fields (Job History, Education, Skills) and recruiters filter on those fields, not on the visual resume. A clean two-page Word or PDF document with standard headings (Experience, Education, Certifications) parses far better than a designed template with columns or graphics.

  4. 4
    Upload your resume first to auto-populate the application form, then carefully c

    Upload your resume first to auto-populate the application form, then carefully correct any parsing errors before submitting. Pay particular attention to dates, employer names, and job titles - Workday's parser frequently mis-reads month abbreviations and concatenates job titles with company names.

  5. 5
    Complete the Australian work-rights and equal-opportunity questions accurately

    Complete the Australian work-rights and equal-opportunity questions accurately. AGL is a regulated essential-service employer and is strict about right-to-work verification. You will be asked whether you are an Australian or New Zealand citizen, permanent resident, or hold a valid work visa, and you may be asked to upload evidence later in the process.

  6. 6
    For generation, trades, and field-based roles, expect to declare any tickets and

    For generation, trades, and field-based roles, expect to declare any tickets and licences in the application: High Risk Work Licence classes, Construction White Card, Electrical Licence (state-specific), Confined Space, Working at Heights, First Aid, and any site-specific competencies (Coal Mine Worker Health Scheme assessments for Hunter Valley sites, for example). Missing or expired tickets are a common reason applications stall.

  7. 7
    Submit a tailored cover letter for commercial, corporate, and graduate roles

    Submit a tailored cover letter for commercial, corporate, and graduate roles. AGL's recruiters do read them for non-trade positions and weight them when shortlisting. For trades and operator roles, a cover letter is optional but a clear summary statement at the top of your resume is not.

  8. 8
    Track your application through the Workday candidate home page

    Track your application through the Workday candidate home page. AGL's recruitment team typically updates status within 10-15 business days for active requisitions; if you have not heard anything in three weeks, the role has either been filled internally or paused, both of which are common given hiring-freeze cycles tied to half-year results.

  9. 9
    If invited to an initial screen, expect a 20-30 minute phone or Microsoft Teams

    If invited to an initial screen, expect a 20-30 minute phone or Microsoft Teams call with a Talent Acquisition partner. They will confirm your work rights, salary expectations, location flexibility, notice period, and motivation. AGL is an essential-service employer with a strong internal market, so be prepared to explain why you want AGL specifically rather than Origin, EnergyAustralia, or Snowy Hydro.

  10. 10
    Hiring manager interviews follow, typically one to two rounds

    Hiring manager interviews follow, typically one to two rounds. For corporate Sydney roles these are often hybrid (one virtual, one in-person at 200 George Street). For generation and field roles, expect at least one site visit at Bayswater, Loy Yang, or the relevant operational location, partly so the hiring manager can assess fit and partly so you can decide whether the rotating-shift, regional-relocation reality of the role suits you.

  11. 11
    Pre-employment checks are extensive: National Police Check, qualification verifi

    Pre-employment checks are extensive: National Police Check, qualification verification, reference checks (typically two professional referees), pre-employment medical (mandatory for any operational, generation, or field role), drug and alcohol screening, and for some roles a credit check. Generation sites also require fitness-for-work assessments under the Coal Mine Worker Health Scheme or equivalent state regulation.

Resume Tips for AGL Energy

recommended

Lead with a three to four line professional summary that names the discipline, y

Lead with a three to four line professional summary that names the discipline, years of experience, the energy or utility sub-sector, and one quantified outcome. Recruiters scanning a Workday shortlist for a Bayswater Maintenance Engineer role want to see 'Mechanical engineer with 12 years in coal-fired generation, including 6 years on Hunter Valley plant, leading boiler outage scopes worth AUD 30M+' in the first three lines, not buried on page two.

recommended

Mirror the language of the job advertisement

Mirror the language of the job advertisement. AGL's Workday tenant performs keyword matching on the parsed resume against the requisition. If the ad says 'condition monitoring' or 'reliability-centred maintenance' or 'AEMO market participation' or 'NEM bidding', use those exact phrases where they accurately describe your experience.

recommended

Quantify generation and project work with units that match the industry: MW capa

Quantify generation and project work with units that match the industry: MW capacity, GWh generated, capacity factor, forced outage rate, MTBF, planned outage duration in days, project capex in AUD millions, and FTE supervised. 'Reduced unplanned outage hours by 18% across Unit 3 over a 12-month period' is far more legible to a generation hiring manager than 'Improved reliability significantly'.

recommended

List Australian tickets and licences in a dedicated section near the top: HRWL c

List Australian tickets and licences in a dedicated section near the top: HRWL classes, Construction Induction (White Card), Electrical Licence and state, Confined Space, Working at Heights, EWP, Forklift, Driver's Licence class (heavy rigid is meaningful for some sites), First Aid, and site inductions. Include expiry dates so a recruiter can immediately see what is current.

recommended

For commercial, trading, and corporate roles, use AGL-relevant frameworks

For commercial, trading, and corporate roles, use AGL-relevant frameworks. Knowledge of the National Electricity Market, AEMO settlement, Renewable Energy Target, Large-scale Generation Certificates, ACCC Energy Inquiry, AER Default Market Offer, ASX Energy futures, and the Capacity Investment Scheme should be named explicitly when relevant - these are the daily vocabulary of AGL's commercial functions.

recommended

Show transition fluency

Show transition fluency. AGL is hiring heavily into renewables, batteries, hydrogen, EV, and grid services, and candidates who can credibly bridge thermal experience to renewable build are particularly valuable. If you have worked on a wind farm, BESS, solar farm, transmission connection, or hydrogen project, name the asset, the OEM (Vestas, Siemens Gamesa, Tesla Megapack, Wartsila, Sungrow), and the role you played.

recommended

For technology and digital roles, AGL runs SAP S/4HANA, Salesforce (retail CRM),

For technology and digital roles, AGL runs SAP S/4HANA, Salesforce (retail CRM), Microsoft Azure, Snowflake, and a substantial Power BI estate, with selective AWS use. Smart-meter data and trading systems (specifically Allegro, OpenLink Endur, and proprietary settlement engines) come up frequently. Name the platforms you have actually worked on - vague claims of 'cloud experience' parse poorly compared to 'Designed Azure Data Factory pipelines ingesting AEMO 5-minute settlement data into Snowflake'.

recommended

Keep formatting clean and ATS-friendly: standard fonts (Arial, Calibri, Times Ne

Keep formatting clean and ATS-friendly: standard fonts (Arial, Calibri, Times New Roman, 10-12pt), no columns, no text in headers and footers, no graphics or icons, standard section headings, dates in MMM YYYY format, and a two-page maximum unless you are a senior leader with 20+ years of relevant experience. Save as PDF unless the requisition specifically requests Word.

recommended

If you are applying from outside the energy sector, build an explicit bridge

If you are applying from outside the energy sector, build an explicit bridge. AGL hires from defence (especially Navy engineers), mining (BHP, Rio Tinto, Glencore), heavy manufacturing (Bluescope, Orica, Incitec Pivot), and transmission (Transgrid, AusNet, Powerlink). Name the parallel - 'Led shutdown maintenance on Pilbara processing plant of comparable scale and shift pattern to Bayswater coal-fired units' - rather than assuming the recruiter will infer the transferability.

recommended

Address regional relocation directly if applying for a Hunter Valley or Latrobe

Address regional relocation directly if applying for a Hunter Valley or Latrobe Valley role. State your willingness to relocate to Newcastle, Singleton, Muswellbrook, or Traralgon explicitly in the cover letter or summary. Hiring managers for these sites have been burned by Sydney and Melbourne candidates who applied speculatively and withdrew once the regional reality became concrete.

ATS System: Workday Recruiting (agl.wd3.myworkdayjobs.com)

AGL Energy uses Workday Recruiting on the wd3 data centre instance, accessed by candidates through the careers.agl.com.au branded front door which redirects search and apply traffic into the Workday tenant. Workday is the dominant ATS across large ASX-listed Australian employers, including BHP, Telstra, Coles, NAB, Westpac, ANZ, Wesfarmers, and the major superannuation funds, so most experienced Australian candidates already have working knowledge of the workflow. Workday parses uploaded resumes into structured candidate profiles, exposes recruiters to keyword search across those parsed fields, and runs the entire downstream funnel - screening, interview scheduling, offer, onboarding, and the eventual employee record - on the same platform. For AGL specifically, all candidate communication after submission flows through Workday-generated emails (often from a [email protected] address), so candidates should whitelist that domain and check Workday's candidate home page directly rather than relying solely on email notifications.

  • Create a fresh Workday account on the AGL tenant - existing accounts from BHP, Telstra, Coles, NAB or other ASX Workday employers will not transfer.
  • Upload your resume in Word or PDF, then immediately review and correct the auto-populated Job History and Education fields. Workday's parser frequently truncates job titles, mis-reads dates, and concatenates employer names with locations.
  • Use exact keyword matches from the job ad in the parsed work-history sections, not just in the resume body. Workday recruiter search hits the structured fields first.
  • Keep your candidate profile current even when you are not actively job-hunting. AGL recruiters proactively search the candidate database for hard-to-fill generation, electrical, and trading roles, particularly in the Hunter and Latrobe Valleys.
  • Workday's withdraw button is one-click and irreversible for that requisition. Be deliberate before withdrawing - if circumstances change, you will need a recruiter override to be reconsidered.
  • Use a single permanent personal email (not a current employer email) and an Australian mobile number. Workday two-factor flows assume domestic SMS, and offer letters and onboarding documents can take days to reach you if your contact details break.

Interview Culture

AGL's interview process is structured, behavioural, and unambiguously Australian in tone - direct, slightly informal, focused on substance over polish, and impatient with hyperbole.

Most non-graduate hires move through two to three rounds: an initial Talent Acquisition phone screen, one or two hiring-manager interviews (usually one technical, one behavioural), and for senior roles a panel with the relevant general manager or executive. Graduate and apprentice intake runs a heavier process with online aptitude assessments, video interviews, and assessment centres, typically managed in cohorts in the August to October recruitment window for the following February start. The behavioural component leans on the STAR framework (Situation, Task, Action, Result) and AGL's own values: Care in everything we do, Be the best you can be, Stand up for what is right, Make it happen. Expect direct questions tied to those values - 'Tell me about a time you raised a safety concern about a more senior colleague's work' is a common Care/Stand-up question for any operational role, and 'Describe a project where you delivered against a difficult deadline despite resourcing constraints' is a common Make-it-happen question for project and commercial roles. For engineering, generation, and trades roles, the technical interview is genuinely technical. Expect to walk through a real plant scenario (a boiler trip, a turbine vibration alarm, an HV switching mistake, a battery thermal runaway), explain how you would diagnose and respond, and articulate the safety, environmental, and commercial trade-offs of each option. Hiring managers at Bayswater, Loy Yang, and Liddell are long-tenure operations leaders with deep technical depth, and they can tell within five minutes whether a candidate has actually run the equipment they claim to have run. Bring real examples with real outcomes, including failures and what you learned. For commercial, trading, and corporate Sydney roles, expect a mix of behavioural questions, market-context questions ('Walk me through how the Capacity Investment Scheme changes AGL's build economics'), and structured case-style problems for analyst and manager hires. Trading and origination interviews can include a live numerical exercise on NEM price formation or a hedging structure walk-through. For technology and digital roles, expect a recruiter screen, a hiring-manager behavioural interview, and a technical interview that varies by discipline - data engineers see a SQL and pipeline-design exercise, software engineers see a code walk-through (often of work they have done previously rather than a live coding test), and platform engineers discuss real Azure, Snowflake, or Salesforce architecture decisions. AGL's technology function is more business-aligned than product-led, so expect interviewers to probe how you have partnered with non-technical stakeholders. The transition is the topic that comes up in every interview, regardless of role. Hiring managers want to know that candidates have thought honestly about the coal-to-renewables shift, the activist-shareholder context, and the social licence pressures on the company. Strong candidates engage with the complexity - the speed of the renewable build, the firming gap, the workforce transition in the Hunter and Latrobe Valleys, the cost-of-living context for retail customers - rather than offering either pure cheerleading or detached criticism. Candidates who pretend the political context does not exist tend to underperform in panel interviews. Safety is the other constant. AGL operates high-hazard sites (coal mines, ash dams, high-voltage substations, gas storage, hydro dams, lithium-ion batteries) and embeds safety questions into every operational interview. 'Tell me about a time you intervened to stop unsafe work' is asked of operators, electricians, engineers, project managers, supervisors, and even some commercial roles that visit site. A good answer is specific, names the hazard and the standard breached, describes the conversation, and shows the candidate's willingness to stop work regardless of seniority dynamics. A weak answer is generic safety theatre. Final-stage decisions are typically made by the hiring manager with input from the panel, signed off by the relevant general manager, and finalised by the Talent Acquisition partner. Time from initial application to offer is generally three to six weeks for corporate roles and four to eight weeks for operational roles, extended where pre-employment medicals and security clearances are required.

What AGL Energy Looks For

  • Genuine engagement with the energy transition - candidates who can hold the complexity of running a coal fleet while building a renewable fleet without flinching from either reality.
  • Australian utility or heavy-industry experience, or a credible bridge from defence, mining, oil and gas, transmission, or large-scale construction.
  • Safety leadership demonstrated through specific examples, not slogans - particularly the willingness to stop work and challenge senior colleagues.
  • Technical depth that matches the role - hands-on plant knowledge for generation roles, real NEM and AEMO fluency for commercial roles, and named platform experience (SAP, Salesforce, Azure, Snowflake, Power BI) for technology roles.
  • Demonstrated ability to deliver under regulatory and public scrutiny - AER, AEMO, AEMC, Clean Energy Regulator, EPA, and ACCC all touch AGL's operations, and candidates who have worked successfully inside regulated environments are valued.
  • Stakeholder skills, particularly the ability to work across union, community, government, and shareholder constituencies. Hunter Valley and Latrobe Valley roles especially benefit from candidates who understand regional community dynamics.
  • Commercial literacy across roles. Even technical and operational hires are expected to understand the economics of the asset they are working on - the marginal cost of generation, the capacity factor, the cost of an outage hour, the value of avoided emissions.
  • Cultural fit with AGL's four values - Care, Be the best you can be, Stand up for what is right, Make it happen - demonstrated through behavioural examples rather than recital.
  • Resilience and emotional steadiness. AGL has been through CEO and chair turnover, an activist takeover attempt, accelerated closure announcements, retail price cap interventions, and a fundamentally contested public role. Candidates who can operate calmly inside that level of external noise do well.
  • Diversity of perspective and experience. AGL has public targets on gender representation (40:40:20), Indigenous employment, and trades pathways for under-represented groups, and recruiters actively look for candidates who broaden the team mix without compromising on capability.

Frequently Asked Questions

What ATS does AGL Energy use?
AGL Energy uses Workday Recruiting on the wd3 data centre instance, accessed through the branded careers.agl.com.au portal which redirects to agl.wd3.myworkdayjobs.com. You will need to create a Workday candidate account specific to the AGL tenant - accounts from other Workday employers like BHP, Telstra, Coles, or NAB will not transfer.
How long does the AGL hiring process take?
Three to six weeks is typical for corporate Sydney roles and four to eight weeks for operational and generation roles. The longest extensions come from pre-employment medicals (mandatory for any field-based role), Coal Mine Worker Health Scheme assessments for Hunter Valley sites, and security or right-to-work verification for non-citizens. Graduate intake runs to a separate annual cycle, typically applications open mid-year for the following February start.
Is AGL still hiring given the coal closures?
Yes, actively and at significant scale. The accelerated retirement of Bayswater (2030) and Loy Yang A (2035), combined with the buildout of roughly 12 GW of replacement renewable and firming capacity by 2036, means AGL is hiring across two parallel workforces simultaneously: operations and maintenance staff to safely run the existing thermal fleet to its end-of-life, and project, engineering, and operations staff to build, commission, and run the wind, solar, battery, and hydrogen assets that replace it. There is also continuous hiring across retail, trading, technology, and corporate functions.
What roles is AGL hiring for most heavily right now?
The visible hiring concentrations are renewable and battery project engineers, transmission and grid-connection specialists, hydrogen and emerging technology roles, electrical and mechanical engineers for both legacy and new generation, trades (electricians, fitters, boilermakers, instrument technicians) at Bayswater and Loy Yang, energy traders and originators in Sydney and Melbourne, retail customer service, data and platform engineers in Sydney, and ongoing graduate, apprentice, and trainee intakes across most disciplines.
How important is the Cannon-Brookes shareholder context to candidates?
Important enough that you should be familiar with it, not so important that it should dominate your interview answers. The 2022 takeover attempt failed but reshaped AGL's strategy: closure dates were brought forward, the proposed demerger was abandoned, the chair and CEO resigned, and the renewable build commitment was significantly increased. Mike Cannon-Brookes retains roughly 11.3% ownership and remains a vocal external voice. Most hiring managers want candidates who understand the context and engage with it honestly, not candidates who either pretend it never happened or treat it as a primary motivator.
Does AGL pay well compared to other Australian utilities?
AGL's compensation is broadly in line with the major Australian utility employers (Origin, EnergyAustralia, Snowy Hydro, AEMO) and structured similarly: competitive base, short-term incentive for most professional and management roles, long-term incentive (LTI) at senior levels, superannuation typically at the legislated rate or slightly above, and salary sacrifice options. Generation site roles attract shift loadings, on-call allowances, and site-specific premiums that materially lift total package, and Hunter and Latrobe Valley roles often include relocation support.
What happens to my role if my generation site closes?
AGL has public commitments to workforce transition, formalised in agreements with the Electrical Trades Union and Mining and Energy Union for the Hunter and Latrobe Valleys. Pathways include redeployment to nearby renewable and battery projects (Liddell Battery, Bayswater BESS, Loy Yang Battery, regional solar and wind connections), retraining funded by AGL's Energy Transition Fund, redundancy where redeployment is not feasible, and bridging roles during plant decommissioning. The honest answer is that some roles transfer cleanly, some require significant retraining, and some long-tenure trades and operator roles do not have direct equivalents in the renewable fleet. Candidates accepting generation roles today should make the closure-year economics part of their decision.
Is AGL flexible about remote and hybrid work?
For Sydney corporate, commercial, technology, and trading roles, AGL operates a hybrid model with a typical expectation of two to three days per week in the 200 George Street office, with team and role variation. Generation, trades, field, and operational roles are by definition site-based with shift patterns set by the asset (rotating 12-hour shifts at Bayswater and Loy Yang, day-shift weighted at smaller sites). Retail customer-service roles are a mix of contact-centre based and remote depending on the cohort. Be explicit during the recruiter screen about what arrangement you need - misalignment on this is a common cause of late-stage offers falling over.
Does AGL hire international candidates and sponsor visas?
Yes, selectively, for hard-to-fill roles in engineering, technology, trading, and certain specialist disciplines. AGL is an approved sponsor for Skilled Employer Sponsored visas (subclass 482 and 186) and routinely sponsors candidates with relevant utility, energy market, or specialist technology experience. Generation and trades roles are typically filled domestically given the strong local labour pool. Be prepared for the additional time the visa process adds - typically two to four months on top of the standard offer-to-start timeline.
What is the AGL graduate program like?
AGL runs a structured two-year graduate program with rotations across multiple business areas, mentoring, technical training, and a graduate cohort of typically 15-30 hires per intake. Disciplines include engineering, commercial, trading, finance, technology, customer, and corporate. Applications generally open in March-April for a February start the following year and run a heavy assessment process: online cognitive and behavioural assessments, video interview, virtual or in-person assessment centre, and final hiring-manager interview. The program is competitive but well-regarded in the Australian energy sector and historically a strong route into permanent commercial, engineering, and trading roles.

Open Positions

AGL Energy currently has 48 open positions.

Check Your Resume Before Applying → View 48 open positions at AGL Energy

Sources

  1. AGL Energy Careers - Official Portal —
  2. AGL Energy Workday Tenant —
  3. AGL Energy Limited - Corporate Website —
  4. AGL Energy - ASX Listing (AGL) —
  5. AGL Climate Transition Action Plan —
  6. Liddell Power Station Closure - AGL —
  7. Bayswater Power Station - AGL Operations —
  8. Loy Yang A Power Station - AGL —
  9. Damien Nicks - AGL Chief Executive Officer Appointment —
  10. Brookfield, Grok Consortium AGL Bid - AFR Coverage —
  11. Mike Cannon-Brookes Grok Ventures AGL Stake —
  12. AEMO - Australian Energy Market Operator —
  13. Electrical Trades Union - AGL Worker Transition —
  14. Workday Recruiting Documentation —