How to Apply to Codorníu (Raventós Codorníu)

16 min read Last updated April 20, 2026 1 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Raventós Codorníu is the founding house of Spanish cava, with brand history to 1551 and the first Spanish sparkling wine produced in 1872 by Josep Raventós Fatjó in Sant Sadurní d'Anoia.
  • The company was sold by the Raventós family to The Carlyle Group in 2018 after 466 years of family ownership, and rebranded from Codorníu to Raventós Codorníu in 2019 under CEO Sergio Fuster, recruited from Mahou San Miguel.
  • Hiring is run through a custom Spanish careers portal at raventoscodorniu.com — not Workday, SuccessFactors, or Greenhouse — and Castellano is the primary application language even for international roles.
  • The brand portfolio extends well beyond the Codorníu cava label: Raimat (Costers del Segre), Legaris (Ribera del Duero), Bodegas Bilbaínas (Rioja), Bodega Nuviana (Aragón), Bach, Marqués de Monistrol (cava), and Septima (Mendoza, Argentina).
  • Roles cluster in enology and viticulture (Sant Sadurní, Raimat, Legaris, Haro, Mendoza), production and quality, commercial sales (Spanish on-trade, off-trade, and export), brand and digital marketing, wine tourism at the Modernista Sant Sadurní cellars, and corporate functions in Esplugues de Llobregat.
  • Spanish + English language fluency is essentially mandatory; Catalan is a meaningful plus for Catalonia-based roles, and additional languages (French, German, Japanese, Mandarin) are valuable for export.
  • Compensation is moderate by global beverages standards but supported by strong statutory benefits (Spanish Social Security, paid holiday, health insurance) and a meaningful in-kind wine allowance.
  • Codorníu remained inside DO Cava through the 2019 Corpinnat schism — a strategic choice candidates should understand and be prepared to discuss in interviews.

About Codorníu (Raventós Codorníu)

Raventós Codorníu is one of the oldest wine-producing dynasties in Europe and the company that invented Spanish cava. The Codorníu name traces back to 1551, when the family is documented as wine producers in the Catalan town of Sant Sadurní d'Anoia, roughly 30 kilometres southwest of Barcelona in the heart of the Penedès. The modern company, however, was born in 1872, when Josep Raventós Fatjó produced the first bottle of sparkling wine in Spain using the méthode champenoise. That moment created an entire Spanish industry — what is today the DO Cava category — and turned Codorníu into the founding house of Spanish sparkling wine. The corporate headquarters sit in Esplugues de Llobregat, a Barcelona suburb, while the historic winery and visitor centre remain in Sant Sadurní d'Anoia, housed inside a complex of Modernista cellars designed by Catalan architect Josep Puig i Cadafalch and recognised as a Cultural Asset of National Interest by the Spanish government — a major architectural and oenological tourism destination. In 2018, after 466 years of continuous family ownership, the Raventós family sold control of the business to The Carlyle Group, the US-headquartered private equity firm, in a transaction reported in the Spanish financial press at roughly €350 million. The deal closed an exceptional chapter in European family business history and opened a new one focused on professionalisation, portfolio focus, and international growth. In 2019 the holding company was rebranded from 'Codorníu' to 'Raventós Codorníu' to honour the founding family while signalling the new corporate identity. Carlyle brought in Sergio Fuster as CEO, recruited from outside the family — and from outside wine — after a long career at Mahou San Miguel, Spain's largest brewer. Under his leadership the group has rationalised the brand portfolio, leaned into premium cava and Spanish still wine, and invested in sustainability and digital commerce. The portfolio today is anchored by cava — Codorníu itself (including Anna de Codorníu, Codorníu Original Crianza, and Reina María Cristina) plus secondary cava labels such as Bach and Marqués de Monistrol — and extends into still wine through Raimat in DO Costers del Segre (Lleida, Catalonia), Legaris in DO Ribera del Duero, Bodega Nuviana in Aragón, and Bodegas Bilbaínas in DOCa Rioja, with its iconic Viña Pomal label. Internationally the group owns Septima in Mendoza, Argentina, and at various points has held interests in California. The company is one of the three large pillars of the Spanish cava industry alongside Freixenet (now controlled by Germany's Henkell Freixenet) and family-owned Juvé y Camps. The operating environment is challenging. Spanish per-capita wine consumption has been in long-term decline, global competition for sparkling wine is dominated by Italy's Prosecco boom and the prestige of French Champagne, and Catalonia has been hit hard by drought conditions in 2023 and 2024 that materially affected harvest volumes across the Penedès. The 2019 Corpinnat schism — in which a group of premium cava producers led by Recaredo, Gramona, Llopart, and Mas Candí broke away from DO Cava to form an alternative quality denomination — fragmented the high-end of the category. Codorníu remained inside DO Cava, betting on reform from within and on the new Cava de Paraje Calificado top tier. For employees this means working at a company simultaneously navigating four hundred years of heritage, a five-year-old PE ownership rhythm, and a category fighting for global relevance — an unusual and demanding combination that defines the modern Raventós Codorníu workplace.

Application Process

  1. 1
    Start at the official Raventós Codorníu careers portal, generally reachable thro

    Start at the official Raventós Codorníu careers portal, generally reachable through the 'Trabaja con nosotros' or 'Empleo' link on raventoscodorniu.com. The company runs a custom Spanish recruitment site rather than a major branded ATS such as Workday or SuccessFactors, which means each posting routes through a relatively simple form. Expect Spanish-language postings as the default; English versions appear for international or senior roles.

  2. 2
    Identify which legal entity and brand you are applying to before you submit

    Identify which legal entity and brand you are applying to before you submit. The group operates several wineries with distinct cultures: Codorníu and the corporate functions in Sant Sadurní d'Anoia and Esplugues de Llobregat, Raimat in Lleida, Legaris in Curiel de Duero (Valladolid), Bodegas Bilbaínas in Haro (La Rioja), and Septima in Mendoza, Argentina. Postings often specify the location and the brand; tailor your motivation accordingly.

  3. 3
    Prepare a Spanish CV (Currículum Vitae) in addition to any English version

    Prepare a Spanish CV (Currículum Vitae) in addition to any English version. Even when the posting is bilingual, recruiters typically prefer Castellano for review. Include a small professional photo, date of birth, and city of residence — these are still standard expectations on Spanish CVs, though the company is moving toward EU-style anonymised screening for some roles. Include an English CV if you are targeting international, marketing, or export roles.

  4. 4
    Apply through the dedicated portal rather than emailing recruiters directly

    Apply through the dedicated portal rather than emailing recruiters directly. The custom system tracks postings by requisition; speculative emails to talent.acquisition or empleo addresses are read but rarely converted into pipeline. If you have a referral, ask the referrer to forward your CV through the internal HR system once you have applied.

  5. 5
    Expect a recruiter screen in Spanish (Castellano), usually 30 to 45 minutes by p

    Expect a recruiter screen in Spanish (Castellano), usually 30 to 45 minutes by phone or Microsoft Teams. The recruiter will validate your motivation for joining the wine industry and Raventós Codorníu specifically, your language profile, your salary expectations in euros, and your availability. For Catalonia-based roles a brief check on your comfort working in Catalan-speaking environments is common, even if Catalan is not strictly required for the role.

  6. 6
    Prepare for a hiring-manager interview that goes deep on technical fit

    Prepare for a hiring-manager interview that goes deep on technical fit. Enology and viticulture candidates should expect to discuss specific winemaking decisions — base wine selection, dosage, second fermentation, ageing on lees, disgorging — and may be asked to describe past blends in detail. Marketing candidates should be ready to discuss cava category dynamics, the Prosecco competitive threat, and consumer occasions for sparkling wine. Sales candidates should know the Spanish on-trade and off-trade landscape (HORECA, El Corte Inglés, Mercadona, Carrefour, Lidl) and key export markets (US, UK, Germany, Japan, Belgium).

  7. 7
    Anticipate one or two further panel interviews for mid-level and senior roles

    Anticipate one or two further panel interviews for mid-level and senior roles. For technical winery roles a sensory evaluation (cata) of two to four wines is common, with the panel asking you to describe what you smell and taste, identify likely faults, and propose corrective action. For commercial roles expect a written or live business case — for example, a route-to-market plan for a new Anna de Codorníu line in Germany, or a pricing recommendation against Prosecco in UK retail.

  8. 8
    Plan for a 4 to 8 week process from first application to offer

    Plan for a 4 to 8 week process from first application to offer. References are typically requested late in the process, and the company runs employment verification in Spain through standard third-party checks. Background checks are lighter than US-style screenings; criminal-record requests apply mainly to roles with cash handling, EHS responsibility, or fiduciary duty.

  9. 9
    Negotiate base, variable, and benefits as a package

    Negotiate base, variable, and benefits as a package. Spanish employment contracts (contrato indefinido) include strong statutory protections, paid holiday (minimum 22 working days plus public holidays), and Social Security coverage. Many wine-industry employers, including Raventós Codorníu, layer on private health insurance (Adeslas, Sanitas, or DKV), meal vouchers (cheque restaurante), and a wine allowance — a meaningful benefit at a company with a portfolio of this depth.

  10. 10
    If you receive an offer for a Catalonia-based role, ask explicitly about hybrid

    If you receive an offer for a Catalonia-based role, ask explicitly about hybrid work, on-site harvest commitments, and travel expectations. Harvest (vendimia) typically runs August to October and reshapes schedules across winemaking, viticulture, and operations functions. Marketing and corporate roles in Esplugues are often hybrid; cellar and vineyard roles are not.

Resume Tips for Codorníu (Raventós Codorníu)

recommended

Lead with named Spanish-wine-industry experience

Lead with named Spanish-wine-industry experience. Recruiters want to see specific employers — Freixenet, Juvé y Camps, Vilarnau, Roger Goulart, Recaredo, Gramona, Llopart, Mas Candí for cava; Familia Torres, Vega Sicilia, Marqués de Riscal, CVNE, Ramón Bilbao, Bodegas Roda, Marqués de Murrieta for still wine; González Byass, Pernod Ricard España, Diageo Iberia for adjacent spirits and wine. Naming peer producers signals that you understand the competitive set.

recommended

Quantify in cava-relevant units

Quantify in cava-relevant units. For winemaking roles, list bottles produced per harvest, hectares vinified, lees ageing months, and any Cava de Paraje, Reserva, or Gran Reserva categories you've handled. For sales, list cases (or bottles), key accounts won (named retailers and on-trade groups), distributor changes managed, and export market launches with country and channel detail.

recommended

List your enology credentials precisely

List your enology credentials precisely. The standard Spanish path is the Grado en Enología from a recognised faculty: Universitat Rovira i Virgili (Tarragona), Universidad Politécnica de Valencia, Universidad de La Rioja, Universidad de Valladolid, Universidad de Cádiz. International equivalents (UC Davis, Bordeaux Sciences Agro, Adelaide, Geisenheim) are well respected. Master of Wine, Master of Wine candidacy, WSET Diploma (DipWSET), or Spanish Sumiller / Court of Master Sommeliers credentials should be called out separately.

recommended

Specify your language profile with CEFR levels

Specify your language profile with CEFR levels. Castellano (Spanish) at C1 or C2 is mandatory for almost all roles. English at B2 or higher is required for any export, marketing, brand, or corporate role. Catalan at any working level (A2/B1) is a meaningful plus for Sant Sadurní d'Anoia, Esplugues de Llobregat, and Raimat. French, German, Mandarin, or Japanese should be listed for export roles targeting those markets.

recommended

Tailor your CV to the brand and the site

Tailor your CV to the brand and the site. A submission for Legaris in Ribera del Duero should foreground Tempranillo, Spanish still-wine experience, and red-wine market knowledge. A Septima submission should include Mendoza or Argentine wine industry context (Catena Zapata, Trapiche, Bodegas Salentein). A Sant Sadurní cava submission should foreground sparkling-wine technique. The same CV should not go to all three.

recommended

For brand and digital marketing roles, show wine-consumer fluency

For brand and digital marketing roles, show wine-consumer fluency. Spend resume real estate on consumer occasions (aperitivo, brunch, celebración, gifting), pricing tier knowledge (entry cava 5-8€, premium 12-25€, prestige 30€+), and channel-specific work in Spanish modern trade or on-trade. Wine commerce experience (Vivino, Bodeboca, Lavinia, Decántalo) is increasingly relevant.

recommended

For wine tourism and visitor centre roles, foreground hospitality credentials

For wine tourism and visitor centre roles, foreground hospitality credentials. The Sant Sadurní d'Anoia visitor centre is a major destination — guided tours, tastings, group events, MICE business, and corporate hospitality run year round. Hospitality school (CETT, Les Roches, Glion, Vatel), enotourism qualifications, languages, and prior visitor-centre or guided-tour experience belong at the top.

recommended

Use clean, ATS-friendly formatting

Use clean, ATS-friendly formatting. The custom Raventós Codorníu portal is simpler than Workday, but recruiters still prefer single-column Word or PDF CVs in standard fonts (Arial, Calibri, Garamond). Avoid heavy graphics, two-column tables, and decorative templates that obscure parsing.

recommended

Keep the CV to two pages or fewer

Keep the CV to two pages or fewer. Spanish CV norms allow slightly more length than US one-pagers, but recruiters in wine still prefer concise documents. A three-page CV will be read; a five-page one will not.

recommended

If you are based outside the EU, address work authorisation explicitly

If you are based outside the EU, address work authorisation explicitly. Raventós Codorníu hires primarily Spanish or EU nationals for Spain-based roles. Sponsorship for non-EU candidates is uncommon and is typically reserved for senior expat assignments. State your status clearly — 'EU citizen,' 'Spanish residence permit (NIE) with work authorisation,' or 'requires sponsorship' — to avoid wasting your time and the recruiter's.

ATS System: Custom Raventós Codorníu careers portal

Raventós Codorníu does not use a major branded applicant tracking system such as Workday, SuccessFactors, or Greenhouse. Instead, the company runs a custom Spanish-language careers portal accessible from raventoscodorniu.com under headings such as 'Empleo' or 'Trabaja con nosotros.' The portal is a relatively simple requisition-based system: candidates browse open positions filtered by location (Sant Sadurní d'Anoia, Esplugues de Llobregat, Raimat, Curiel de Duero, Haro, Mendoza), brand (Codorníu, Raimat, Legaris, Bodegas Bilbaínas, Septima), and function (Enología y Viticultura, Producción, Calidad, Comercial, Marketing, Finanzas, RRHH, Enoturismo). For each posting candidates fill in a short form with personal data, attach a CV (PDF preferred, Word accepted), and answer a small set of role-specific screening questions. Because the system is custom, the candidate experience is less polished than a Workday tenant — you typically cannot maintain a single profile that auto-fills across multiple applications, and there is no candidate dashboard with rich application status tracking. Communication after submission happens by email from talent.acquisition or rrhh team accounts, and most scheduling occurs manually through Microsoft Outlook or Teams. The custom portal does perform basic keyword and language matching, but the screen is largely human: a Spanish-speaking recruiter reviews each CV against the requisition profile, with scoring weighted toward sector experience, language profile, and education match. Because there is no public Greenhouse or Workday job board for the group, the only reliable place to find current openings is the official portal itself plus LinkedIn, where Raventós Codorníu posts most requisitions through the company page. Aggregators such as Infojobs and Indeed España occasionally surface postings but are not the primary channel.

  • Apply through the official raventoscodorniu.com careers portal first, then mirror the application on LinkedIn for visibility. Both routes feed the same requisition.
  • Submit your CV in Spanish. Even bilingual postings are reviewed in Castellano by Spanish-speaking recruiters, and a Spanish CV signals readiness for the work environment.
  • Use the exact role title and Spanish industry terminology from the posting — 'Enólogo/a,' 'Técnico/a de Viticultura,' 'Responsable de Marca,' 'Key Account Manager HORECA,' 'Coordinador/a de Enoturismo' — in your CV summary line.
  • Answer every screening question fully. The custom portal has fewer questions than Workday but each one is read by a human, and short or skipped answers are treated as low effort.
  • Keep the CV under 1 MB and use a filename that includes your name and the role — for example, 'CV_NombreApellido_Enologo_SantSadurni.pdf' — to make the recruiter's life easier.
  • Apply to a maximum of two or three roles that genuinely fit your profile. Spamming the portal across unrelated postings is visible to recruiters and damages your candidacy.
  • If you do not hear back within four weeks, a single polite follow-up email is acceptable. Repeated outreach is not.

Interview Culture

Interviewing at Raventós Codorníu reflects the company's twin identities: a four-hundred-year-old Catalan wine house with deep regional roots and a five-year-old Carlyle-owned portfolio business with a professional management agenda. The conversation is courteous and unhurried compared to a US tech process, but it is also substantive, technical, and quietly meritocratic. Expect every interviewer to assume you have done your homework on the cava category, the broader DO Cava versus Corpinnat debate, and the specific brand and site you are applying to. Showing up unable to distinguish Codorníu from Freixenet, or unfamiliar with the role of Sant Sadurní d'Anoia in Spanish wine history, ends most processes early. For enology, viticulture, and production roles the interview is technical first and cultural second. Expect to walk through your decisions on real wines: which lees you chose for ageing and why, how you handled a problematic harvest, what your dosage philosophy is, how you think about the second fermentation differently for the entry tier versus the Reserva tier. A sensory test (cata) is common — two to four wines, blind or semi-blind, with the panel asking you to describe aroma, structure, faults, and likely origin. The panel includes the cellar master or chief winemaker and at least one HR partner. Calm, structured, hypothesis-driven answers beat confident-but-vague ones. For commercial and marketing roles the interview is more case-driven. You will likely be asked to walk through a route-to-market scenario — how would you defend Anna de Codorníu in UK off-trade against Prosecco at the £8 price point, or how would you build a HORECA program for a new Codorníu launch in Germany — and you should bring numbers, even rough ones. The Spanish wine industry is brand- and relationship-driven, and your ability to talk credibly about retailer dynamics (El Corte Inglés Club del Gourmet, Mercadona's house-brand strategy, Lidl's wine-fair model), distributor economics, and the difference between Spanish on-trade in Madrid versus Barcelona versus Andalusia is checked. For wine tourism, hospitality, and visitor-centre roles the interview leans heavily on languages, presence, and storytelling. You will likely be asked to give a short live demonstration — how would you open a tasting for a group of ten German visitors, or how would you handle a group of Japanese journalists — sometimes in Spanish, sometimes switching mid-conversation to English or French to test fluency under pressure. The Sant Sadurní d'Anoia visitor centre is a brand-defining customer touchpoint, and the bar for hospitality polish is high. Culturally, the company sits at the intersection of long-tenured Catalan winery employees, many of whom are second- or third-generation Codorníu families, and newer marketing, finance, and corporate hires brought in under Carlyle. Interviewers value humility about the heritage and pragmatism about the business reality. Avoid the two extremes — neither romanticise the 1551 founding to the point of ignoring the modern competitive context, nor dismiss the legacy as constraint. Specific questions about the 2018 Carlyle transaction, the 2019 rebrand, or the company's strategic direction are fair game and welcomed when grounded in public reporting; opinions phrased as private gossip are not. Dress is business or business casual for corporate interviews in Esplugues de Llobregat and for the Sant Sadurní winery offices; smart casual is acceptable for cellar tours and vineyard visits, but never sloppy. Bring your own questions about the harvest, the brand strategy, the export markets, and the team — interviewers expect them.

What Codorníu (Raventós Codorníu) Looks For

  • Genuine wine-industry passion grounded in technical depth, not generic enthusiasm. Candidates who can speak the language of viticulture, enology, and cava production with precision are taken seriously.
  • Spanish wine sector experience or, at minimum, deep familiarity with the Spanish wine landscape, the DO system, and the cava versus Corpinnat dynamic. Adjacent-sector candidates from beverages or food can break in but must demonstrate active learning.
  • Bilingual (Castellano + English) fluency for almost every role, with Catalan as a meaningful plus for Catalonia-based positions. Trilingual candidates have a clear advantage in marketing, sales, and tourism.
  • Pragmatic, owner-mentality temperament that can hold its own in a private equity-owned environment. Carlyle's management cadence — quarterly reviews, KPI-driven goal-setting, structured cost discipline — is the operating reality, and candidates who shy away from accountability are filtered out.
  • Respect for the four-hundred-year heritage paired with willingness to challenge legacy practices. The company is actively modernising and wants people who can do both at once.
  • For technical roles, formal enology, viticulture, or food-science qualifications from a recognised Spanish or international programme. Self-taught experience is rarely sufficient at the cellar-master level.
  • For commercial roles, a track record in Spanish modern trade, on-trade key accounts, or export markets with measurable results in cases, market share, or distribution gains.
  • For brand and digital marketing roles, modern consumer-marketing fluency — performance media, influencer partnerships, ecommerce, brand purpose work — applied specifically to wine and lifestyle categories.
  • Operational and quality discipline. The company runs ISO and food-safety certified facilities and expects candidates to understand HACCP, traceability, and audit readiness.
  • Cultural fit with Catalan wine country for Sant Sadurní and Raimat roles. Long commutes from central Barcelona are common; willingness to relocate or commit to the regional commute is checked early.

Frequently Asked Questions

Is Raventós Codorníu still family owned?
No. After 466 years of continuous Raventós family ownership, the company was sold to The Carlyle Group, the US private equity firm, in 2018 in a transaction reported in the Spanish financial press at approximately €350 million. The holding company was rebranded from Codorníu to Raventós Codorníu in 2019 to honour the founding family while signalling the new ownership era. Carlyle remains the controlling shareholder, and Sergio Fuster, recruited from Mahou San Miguel, has served as CEO since 2019.
What is the difference between working at the Sant Sadurní d'Anoia winery and the Esplugues de Llobregat headquarters?
Sant Sadurní d'Anoia is the historic production and tourism site, home to the Modernista cellars designed by Josep Puig i Cadafalch and the Codorníu visitor centre. Roles there include winemaking, cellar operations, vineyard management, quality, hospitality, and a portion of marketing and HR. Pace is set by the harvest calendar and visitor flow. Esplugues de Llobregat is the corporate headquarters in the Barcelona metropolitan area; finance, legal, group marketing, IT, supply chain, and senior commercial functions are based there. The cultures are distinct — Sant Sadurní is rooted in Catalan wine country and includes many long-tenured, multi-generational employees, while Esplugues feels more like a Barcelona corporate office.
How do compensation and benefits compare to corporate roles in Barcelona or Madrid?
Spanish wine-industry compensation is moderate by international beverages standards. Mid-level winemakers (enólogos) typically earn €30,000-50,000 base, senior winemakers and cellar masters €50,000-80,000+, and mid-level brand or commercial managers €40,000-70,000 with senior managers €70,000-100,000+. Variable bonus components are common but generally smaller than in pharma, tech, or banking. Statutory Spanish benefits — Social Security, minimum 22 days paid holiday plus public holidays, parental leave, and protected indefinite contracts — apply, and Raventós Codorníu typically layers on private health insurance, meal vouchers, and a meaningful wine allowance. Total package will rarely match a Barcelona tech multinational but is competitive within the Spanish wine sector.
Does Raventós Codorníu sponsor work visas for non-EU candidates?
Sponsorship is uncommon and generally reserved for senior expatriate assignments where a specific skill is unavailable in the local market. The default expectation for Spain-based roles is Spanish or EU citizenship, or an existing Spanish residence and work permit (NIE with work authorisation). Argentine or other Mercosur candidates may have a clearer path to Septima roles in Mendoza. State your work-authorisation status explicitly on your CV to avoid wasted screening cycles.
Is a formal enology degree required for winemaking roles?
For cellar-master, head winemaker, and senior enology positions, yes — a Grado en Enología from a recognised Spanish faculty (Universitat Rovira i Virgili in Tarragona, Universidad Politécnica de Valencia, Universidad de La Rioja, Universidad de Valladolid, Universidad de Cádiz) or an internationally equivalent qualification (UC Davis, Bordeaux Sciences Agro, Adelaide, Geisenheim) is effectively a hard requirement. For more junior cellar-hand and assistant roles, Vocational Education and Training (FP) qualifications in viticulture and enology, plus practical harvest experience, can be sufficient. Sensory and quality control roles often require additional certifications such as DipWSET or Spanish Sumiller credentials.
What language profile does Raventós Codorníu actually require?
Castellano (Spanish) at C1 or C2 is mandatory for almost every role. English at B2 or higher is required for any role that touches export markets, group marketing, corporate finance, IT, or senior management. Catalan at any working level (A2, B1, or above) is a meaningful plus for any Sant Sadurní d'Anoia, Esplugues de Llobregat, or Raimat role and is informally weighted in tie-breaking decisions. French, German, Japanese, and Mandarin are valuable for export and tourism roles targeting those markets. Many internal meetings shift fluidly between Castellano and Catalan, especially in winery settings.
How has the culture changed under Carlyle ownership?
Conversations with the Spanish business press (El País, Cinco Días, La Vanguardia, El Mundo) over the past several years describe a clear transition from a multi-generational family business cadence to a more KPI-driven, quarterly-review culture. The portfolio has been rationalised, costs have been examined more systematically, and senior leadership has been refreshed with hires from beverages and FMCG. The culture is not as aggressive as some pure-play 3G-style PE shops in consumer goods, and the Raventós family heritage and the Sant Sadurní d'Anoia community remain genuine sources of pride internally. Candidates should expect a respectful, courteous environment that nonetheless operates with private equity discipline on numbers, planning, and reporting.
What roles exist at the Sant Sadurní d'Anoia visitor centre and how do I apply?
The visitor centre is one of Spain's most-visited wine destinations and operates a year-round programme of guided tours, tastings, group events, MICE business, and corporate hospitality across the Modernista cellars designed by Josep Puig i Cadafalch. Roles include guides (often part-time and seasonal), enotourism coordinators, group sales and MICE managers, hospitality operations, and visitor-centre management. Applications go through the standard raventoscodorniu.com careers portal under Enoturismo. Hospitality school qualifications, multiple languages (Spanish, Catalan, English plus French, German, Japanese, or Mandarin), and prior visitor-centre or guided-tour experience are weighted heavily.
Why did Codorníu stay in DO Cava when Recaredo, Gramona, and Llopart left to form Corpinnat?
The 2019 Corpinnat schism saw a group of premium small producers break away from DO Cava to form an alternative quality denomination requiring 100% organic grapes, 100% estate fruit, and longer minimum ageing, among other rules. Codorníu, as the largest historical producer in the category, chose to remain inside DO Cava and bet on internal reform — most visibly through the new Cava de Paraje Calificado top tier — rather than leaving. This is a frequent topic of conversation at Catalan wine events and a fair interview discussion point. Have a grounded, neutral view of the trade-offs; partisan opinions in either direction are not the goal.
What does the harvest period mean for working schedules?
Harvest (vendimia) typically runs from mid-August to mid-October across the group's Spanish wineries, with regional variation — Penedès cava base wines harvest earlier, Ribera del Duero and Rioja later. During harvest, winemaking, viticulture, cellar operations, and quality teams work extended hours, weekends, and on-call rotations. Some functions hire additional seasonal staff (vendimiadores, cellar hands). Marketing, finance, and corporate roles in Esplugues are largely unaffected. Argentine harvest at Septima runs February to April, the southern hemisphere counter-cycle. Be explicit in interviews about your willingness to work the harvest schedule if you are applying for any winery-based role.
How long does the hiring process typically take?
Plan for four to eight weeks from initial application to written offer for most roles. Recruiter screen happens within one to two weeks of application; hiring manager interview within another one to two weeks; panel interviews and any required sensory or case exercises within two to three weeks; reference checks and offer letter in the final week. Senior or international roles can extend to ten or twelve weeks, particularly when relocation logistics or board approvals are involved. The custom portal does not provide a polished status dashboard, so direct email communication with the recruiter is the source of truth.
Does climate change really affect employment at the company?
Indirectly but materially. The 2023 and 2024 droughts in Catalonia reduced harvest volumes across the Penedès and forced operational adjustments around water use, vineyard practices, and base-wine availability. The company has invested in irrigation efficiency, drought-resistant rootstocks, and broader sourcing — moves discussed in its public sustainability communications. For viticulture, agronomy, sustainability, and operations candidates, comfort discussing climate adaptation, water stewardship, and changing varietal performance in Mediterranean conditions is increasingly part of the technical conversation.

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Sources

  1. Raventós Codorníu - Official corporate website —
  2. Carlyle Group acquires Codorníu wine and cava producer (Reuters) —
  3. Carlyle compra Codorníu por 350 millones (El País) —
  4. Codorníu cambia su nombre a Raventós Codorníu (Cinco Días) —
  5. Sergio Fuster, nuevo consejero delegado de Codorníu (La Vanguardia) —
  6. Corpinnat, the breakaway from Cava (Wine Enthusiast) —
  7. DO Cava - Consejo Regulador del Cava —
  8. Codorníu cellars by Josep Puig i Cadafalch (Modernisme route) —
  9. Catalonia drought hits 2024 cava harvest (Decanter) —
  10. Raimat winery profile (Wine-Searcher) —
  11. Bodegas Bilbaínas - Viña Pomal —
  12. Septima winery, Mendoza Argentina —
  13. Raventós Codorníu LinkedIn company page —
  14. Codorníu visitor centre and enotourism (Spain.info) —