How to Apply to eDreams ODIGEO

Key Takeaways

eDreams ODIGEO is a Barcelona-headquartered, English-operating, publicly listed online travel company with roughly 1,800 employees, four consumer brands (eDreams, Opodo, GO Voyages, Travellink), the Liligo metasearch engine and around 7 million Prime subscription members.
Apply through the official careers site at edreamsodigeocareers.com - the WordPress front-end that hands you off to the company's actual ATS, Cornerstone OnDemand (CSOD), at odigeo.csod.com.
The Cornerstone applicant tracking system uses a literal keyword parser; mirror the requisition's exact language for technologies, certifications and language levels, and submit a single-column PDF or DOCX rather than a design-heavy template.
Working language across Barcelona HQ and central functions is English, not Spanish. C1 English is a hard floor for most central roles; market languages (Italian, French, German, Nordic) are differentiators for country-specific positions.
The interview loop is four to five stages: recruiter screen, hiring-manager deep dive, technical or case round, cross-functional panel, and (for senior roles) executive sign-off - all in English, all structured, all calibrated.
Strategic centerpiece is the Prime subscription model. Candidates across every function who can speak credibly about subscription economics, cohort retention, churn and lifetime value get a meaningful edge.
Hybrid working is the default in Barcelona (two to three days a week in office at Carrer Bailen 67-69). Fully-remote central roles are the exception, not the rule.
The company is real, listed, and operating in a tough competitive landscape against Booking.com, Expedia, Skyscanner and Google Flights - so honest framing in interviews about competition, margin, and the cyclicality of travel demand will be received better than uncritical enthusiasm.

About eDreams ODIGEO

eDreams ODIGEO is the largest publicly listed online travel company in Europe and the world's pioneer of the travel-subscription business model. Headquartered in Barcelona at Carrer Bailen 67-69, the company operates four flagship consumer brands - eDreams (its strongest in Spain, Italy and Latin America), Opodo (UK, Germany, Netherlands), GO Voyages (France) and Travellink (the Nordics) - plus the metasearch engine Liligo. Across those properties it serves more than 20 million customers per year in roughly 44 markets and runs flight, hotel, dynamic-package, ancillary and insurance commerce at scale. The company is listed on the Spanish stock exchanges in Madrid under the ticker EDR and trades as a pure-play online travel agency rather than a metasearch or supplier-direct business. The company employs approximately 1,800 people, with the majority concentrated in Barcelona's product, engineering, data and central functions, and smaller hubs spread across Madrid, Milan, Paris, London, Munich, Stockholm, Helsinki and Sao Paulo. Annual revenue is in the high-hundreds of millions of euros (roughly 650 million in the most recent fiscal year), with most of the strategic narrative anchored to a different metric: cash from Prime members. Prime is the company's paid travel subscription product, launched in 2017, and is the central reason public-market investors treat eDreams ODIGEO differently from a traditional OTA. Prime now has on the order of seven million members and is approaching the company's stated long-term targets for member volume and contribution. The company calls itself a subscription business that happens to sell travel - and you should expect that framing to come up in interviews. Leadership is led by Chief Executive Dana Dunne, an American executive who has run the business since 2015 and who came in from Avis Europe with operating-CEO experience. Dunne has been the architect of the Prime pivot, the post-IPO turnaround and the long-running shareholder communication around recurring revenue. Chair Robert Gray and a slate of European travel and consumer-tech non-executives round out the board. Below the CEO sits a typical European tech-company structure: a Chief Product and Technology Officer, a CFO, a Chief Marketing Officer, a Chief People Officer, regional MDs for the brands, and a Chief Strategy and Corporate Development function that handles M&A and partnerships. Reporting language across the leadership team is English, even in Barcelona, and that sets the tone for the rest of the company. Culturally, eDreams ODIGEO is best understood as a Spanish-headquartered, English-operating, product-and-data-led travel-tech company rather than a traditional Spanish corporate. Day-to-day work language in Barcelona is English. Job postings are in English. Performance reviews, written documents, all-hands and Slack are predominantly in English. Spanish, Italian and other local languages are useful for customer-service, country-marketing and partnerships roles, but engineering, product, data and central staff functions are entirely English-speaking. The company is hybrid (typically two to three days a week in office for Barcelona-based roles) and has a deliberately international workforce, with employees from more than 50 nationalities. The flip side of that international, English-first culture is that local Spanish networking - the kind that helps you land jobs at Spanish family-owned companies - matters less here. What matters is your demonstrated track record on travel-relevant problems: pricing, conversion, fraud, search ranking, recommender systems, payments, GDS integrations, and the long tail of fare-construction edge cases that make commercial travel hard. Commercially, the company is in an interesting position. Booking Holdings (Booking.com, Priceline, Kayak) and Expedia Group are dominant in hotels and packages. Skyscanner, Google Flights and Kayak compete for flight intent. Against that, eDreams ODIGEO has bet on three things: deep flight expertise (it sells more flights than almost anyone in Europe), the Prime subscription that locks in repeat purchase economics, and an aggressive AI/agent strategy that positions the brand for a future where travelers transact through generative interfaces rather than search boxes. The bet is real and the metrics on Prime have been credible, but it is still a bet. Expect questions about competition, margin pressure, the cost of customer acquisition, and how subscription cohorts behave to come up in any commercial, product, or strategy interview.

Application Process

1
Start at the official careers site at edreamsodigeocareers
Start at the official careers site at edreamsodigeocareers.com - the company-branded WordPress storefront that lists all open roles. Filter by location (Barcelona, Madrid, Milan, Paris, London, remote), by department (Engineering, Product, Data, Marketing, Commercial, Customer Care, People, Finance) and by brand. The job listings here are the canonical source of truth; LinkedIn, Glassdoor, Indeed and aggregators republish the same roles with a delay.
2
Open a posting and read it twice before you click Apply
Open a posting and read it twice before you click Apply. eDreams ODIGEO writes detailed, structured job descriptions with explicit must-have versus nice-to-have sections, technology stack, business context and team description. The structure tells you exactly what your resume needs to mirror. Highlight the requirements that are binary (years of experience, specific languages, GDS knowledge, specific cloud) and those that are stack-specific (Java, Scala, React, AWS, Spark, Airflow, Snowflake, Looker).
3
Click Apply for job - this redirects you out of the WordPress site to odigeo
Click Apply for job - this redirects you out of the WordPress site to odigeo.csod.com, which is the company's Cornerstone OnDemand (CSOD) applicant tracking system. This is a Cornerstone Talent Recruiting career site at /ux/ats/careersite/2/home, with each role identified by a requisition number. Bookmark the requisition URL because the application is multi-step and you may want to come back to finish it.
4
Create or sign in to a Cornerstone candidate account
Create or sign in to a Cornerstone candidate account. Cornerstone supports email/password registration plus social sign-in (typically LinkedIn, Google) on most career sites. Use a stable personal email - you will receive automated status updates from this address, and recruiter outreach from edreamsodigeo.com. If you already have a Cornerstone account from a prior application to another company, it does not carry across; each tenant (odigeo, in this case) has its own profile.
5
Upload your CV as a PDF or DOCX
Upload your CV as a PDF or DOCX. Cornerstone's resume parser will pre-fill personal details, work history, education and skills. Always review the parsed fields - parsers misread bullet hierarchies, dates in non-US formats, and accented characters. Fix mismatches manually before submitting. The parser is also the first ATS pass that will determine whether your keywords match the requisition, so invest in clean formatting (single-column, standard headings, ASCII bullets) rather than design-heavy templates.
6
Complete the screening questionnaire
Complete the screening questionnaire. Most eDreams ODIGEO requisitions include role-specific knockout questions: legal right to work in the EU/EEA/UK, willingness to relocate to Barcelona or work hybrid, language proficiency (English C1 minimum for most roles, plus market language for country roles), salary expectations and notice period. Answer honestly - falsified work-authorization claims are immediate disqualifiers and Cornerstone records the responses against your candidate record permanently.
7
Add a short cover note in the additional information field
Add a short cover note in the additional information field. This is optional in CSOD but highly read by eDreams ODIGEO recruiters because the brand attracts a high volume of generalist applicants. Three to five sentences referencing the specific brand (Opodo, eDreams, Liligo, etc.), the specific business problem in the JD and one concrete proof point from your resume is enough. Avoid restating your CV in prose.
8
Submit and confirm
Submit and confirm. You will receive an automated confirmation from a noreply Cornerstone address within minutes. If you do not, check spam, then log back into the career site - your application status under My Profile / My Submissions is the source of truth.
9
Expect a recruiter response within 5 to 10 working days for active requisitions
Expect a recruiter response within 5 to 10 working days for active requisitions and 2 to 3 weeks during European holiday windows (August, late December, Easter). The Talent Acquisition team is based in Barcelona and operates Monday to Friday on Central European Time. If you have not heard back after three weeks on a still-open role, a polite LinkedIn message to the recruiter listed on the requisition (or to a Talent Acquisition Partner at eDreams ODIGEO) is acceptable; chasing more than once is not.
10
If you are progressed, the recruiter screen is a 30-minute video call (Google Me
If you are progressed, the recruiter screen is a 30-minute video call (Google Meet or Microsoft Teams) covering motivation, English proficiency, salary, location and a high-level walk-through of your CV. From there, the loop branches by function - see the interview culture section.

Resume Tips for eDreams ODIGEO

recommended

Lead with travel-tech relevance, not generic e-commerce

Lead with travel-tech relevance, not generic e-commerce. eDreams ODIGEO recruiters and hiring managers see thousands of generalist tech resumes. Surface anything that touches travel, transport, hospitality, GDS systems (Amadeus, Sabre, Travelport), low-cost-carrier APIs, NDC, fare construction, ancillaries, dynamic packaging, payments, fraud, or subscription/loyalty mechanics. If you have it, put it in the top third of page one. If you do not have it, surface adjacent expertise: high-throughput consumer marketplaces, conversion-rate work, recommender systems, multi-currency payments, multi-locale UX. Domain familiarity is a meaningful tiebreaker.

recommended

Quantify in business metrics, not engineering vanity metrics

Quantify in business metrics, not engineering vanity metrics. Replace 'optimized backend service' with 'reduced flight-search latency from 2.4s to 800ms, lifting search-to-checkout conversion 6%'. Replace 'led marketing campaign' with 'ran 1.8M EUR Q4 paid-search campaign across DE/FR/IT, hitting 3.2x ROAS and 14% incremental Prime conversion'. Cornerstone's parser preserves numerals, hiring managers anchor on them, and finance-led OTAs reward people who think in conversion, AOV, take rate, contribution margin and CAC payback.

recommended

Use a single-column ATS-safe layout

Use a single-column ATS-safe layout. Cornerstone's parser handles standard one-column resumes well but struggles with multi-column designs, side panels, text inside images, embedded icons and unusual fonts. Use a serif or sans-serif at 10-11pt, plain ASCII bullets (- or *), standard section names (Experience, Education, Skills, Languages, Certifications) and avoid headers/footers - text inside Word headers/footers is frequently dropped during parsing.

recommended

Spell out the tech stack literally

Spell out the tech stack literally. The eDreams ODIGEO tech organization is heavy on Java and Kotlin on the backend, with Scala in data-engineering pockets, React and TypeScript on the frontend, and AWS as the dominant cloud. Data uses Spark, Airflow, Snowflake, Databricks and Looker. ML production work uses Python with PyTorch or TensorFlow, MLflow and SageMaker. If you have any of these, name them exactly as written in the JD - 'Apache Airflow' rather than 'workflow orchestration', 'Amazon Web Services' rather than 'cloud'. CSOD scores keyword matches literally.

recommended

Declare languages with CEFR levels, not vague descriptors

Declare languages with CEFR levels, not vague descriptors. Replace 'fluent Spanish' with 'Spanish - C2 (mother tongue)' or 'Spanish - B2 (professional working proficiency)'. eDreams ODIGEO operates across roughly 44 markets and recruiters scan for specific language coverage. English C1 is a hard floor for most central roles. Italian, French, German and Nordic languages are real differentiators for country-marketing, customer-care and supplier roles.

recommended

If you are a non-EU candidate, address work authorization explicitly

If you are a non-EU candidate, address work authorization explicitly. Spain's work-permit process is nontrivial and adds 3-6 months to a hire, so most roles will favor candidates with existing EU/EEA right to work. If you have it, say so on page one ('EU citizen, no sponsorship required'). If you do not, do not hide it - state your situation clearly and lead with reasons the company should still sponsor (rare specialism, prior travel-tech experience, fluent Spanish or another market language). The company does sponsor for senior or specialist roles but only when the case is clear.

recommended

Tailor the experience section to the brand and the function

Tailor the experience section to the brand and the function. A Barcelona engineering manager role and a London commercial role will read very different versions of the same career. For engineering, lead with system scale, ownership, technologies, hiring and shipping cadence. For commercial, lead with revenue, contribution, market, P&L responsibility and supplier relationships. For data and ML, lead with model impact in business terms - 'improved hotel ranker NDCG by 8%, lifting hotel revenue 4%' beats 'trained XGBoost model'.

recommended

Highlight subscription, recurring-revenue or cohort-analysis experience explicit

Highlight subscription, recurring-revenue or cohort-analysis experience explicitly. Prime is the strategic centerpiece of the company and any candidate - product, engineering, data, marketing, finance or analytics - who can speak credibly about subscription mechanics, churn, payback, cohort retention, pricing tests, free-trial conversion and lifetime value will get a meaningful boost. Even one bullet from a previous role about subscription work signals you have thought about the model that is on the company's strategic critical path.

recommended

Keep the resume to two pages maximum, even for senior candidates

Keep the resume to two pages maximum, even for senior candidates. European convention is two pages; US-style one-pagers feel thin to European recruiters and three or more pages feel padded. Move a third page of detail into a portfolio link, GitHub, personal site or LinkedIn. The exception is academic CVs for research-heavy roles.

recommended

Do not use a photo

Do not use a photo. Spanish CVs sometimes include a photo, but eDreams ODIGEO is an international tech company that defaults to international (no-photo) hiring norms to reduce bias. Photos add no signal, take up space, and occasionally cause Cornerstone parser issues.

ATS System: Cornerstone OnDemand Talent Recruiting (CSOD)

eDreams ODIGEO uses Cornerstone OnDemand (now part of Cornerstone-Saba-SumTotal under the unified Cornerstone brand) as its applicant tracking system, hosted at odigeo.csod.com. Specifically, the company runs the modern Cornerstone Talent Recruiting career-site experience at the path /ux/ats/careersite/2/home, with each role identified by a numeric requisition ID. The public-facing edreamsodigeocareers.com site is a WordPress front-end that lists jobs and hands applicants off to CSOD for the actual application, screening, scheduling and decisioning workflow. Cornerstone is one of the major enterprise ATS platforms (alongside Workday, SuccessFactors, iCIMS, SmartRecruiters and Greenhouse) and has been historically strong in European mid-to-large enterprise. It includes a resume parser, configurable knockout questions, multi-stage workflow, candidate self-service status checks, recruiter scoring and integrations with assessment, video interviewing and onboarding modules. Cornerstone scores keyword matches against the requisition, so the language of your resume matters - the parser is literal and unforgiving of synonyms.

Apply with a clean PDF or DOCX in single-column format - Cornerstone's parser is reliable for standard layouts but degrades on multi-column designs, sidebars, text-inside-images and headers/footers. Always review every parsed field after upload before submitting.
Mirror the requisition language word-for-word in your skills section. CSOD's keyword scoring is literal: write 'Java' and 'Spring Boot' if the JD does, not 'JVM languages and microservice frameworks'. The same applies to language declarations, certifications, and seniority titles.
Create a single durable Cornerstone candidate profile under odigeo.csod.com and reuse it for future applications. Each Cornerstone tenant is isolated, so your profile here will not carry to another employer, but within eDreams ODIGEO it persists across requisitions and the recruiter can see your full submission history.
Answer the screening questionnaire honestly and thoroughly. Cornerstone's knockout logic will silently filter out candidates who fail mandatory criteria (work authorization, language proficiency, location), and the recruiter never sees the application. If you are borderline, use the optional comments field to give context rather than overstating in the radio buttons.
Track your application status in the My Submissions area of the candidate portal. Cornerstone exposes pipeline stage transitions to candidates (Submitted, Under Review, Interview, Offer, Closed) and updates them in near real time, so the portal is the source of truth - not your inbox, where notification emails sometimes get caught by spam filters.
If you are invited to a Cornerstone-hosted assessment or video interview module, complete it within the deadline. CSOD pipelines are configured with auto-rejection on missed assessment windows, and the system does not negotiate.

Interview Culture

eDreams ODIGEO runs a structured, English-language, four-to-five-stage interview loop that is broadly consistent across functions but adapts content by role.

Stage one is a 30-minute recruiter screen with a Talent Acquisition Partner based in Barcelona. The recruiter assesses motivation, communication in English, salary expectations, notice period, location and visa status, and walks through the high-level shape of your CV. This is a real filter, not a formality - candidates are routinely declined here for misalignment on level, salary or location. Be specific and concise; treat it like a structured interview rather than a chat. Stage two is a hiring-manager interview, typically 45 to 60 minutes by video, that goes deep on the relevant functional craft and on your fit for the specific team. For engineering, expect a mix of system design, technology choices, and prior project deep-dives, with questions on Java, JVM internals, Spring, AWS, microservices, distributed systems, observability and how you reason about scale. For data and ML, expect modeling discussions, productionization, MLOps, experimentation design and how you have measured business impact. For product, expect to walk through a shipped product, articulate the underlying problem, explain the metrics that mattered, and defend trade-offs. For commercial, marketing and growth, expect detailed scenario questions about channel mix, ROAS, attribution, cohorts, country-by-country dynamics, and how you have collaborated with product, data and finance partners. For finance, expect questions on subscription accounting, deferred revenue, IFRS 15, cash conversion, working capital and the company's specific economic model. Stage three is typically a technical or case stage. Engineers get a take-home or a live coding exercise plus a system design round; data and ML get a take-home modeling problem followed by a presentation discussion; product gets a product case (often framed around a Prime, packaging or conversion problem); commercial and growth get a market or campaign case; finance and strategy get an analytical case grounded in OTA economics. Take-home work is reviewed by multiple people, so write it like a deliverable - clean, documented, with assumptions stated and trade-offs explained. There is no single right answer; what is being tested is how you think and how you communicate. Stage four is a panel of cross-functional interviewers - typically two to four people drawn from adjacent teams - who probe collaboration, leadership, conflict, prioritization and culture fit. eDreams ODIGEO uses behavioral questions in the STAR format (Situation, Task, Action, Result) and looks specifically for evidence of working in international, multi-time-zone, multi-language environments. Senior roles add a final stage with a Vice President or C-level interviewer (CPTO for tech, CMO for marketing, CFO for finance, CEO for the most senior commercial roles) covering strategic thinking, leadership philosophy and long-term motivation. The overall tone is professional, structured, and grounded in evidence. Interviewers prepare, take notes, and decisions are made in calibrated debriefs rather than by single interviewers. Feedback is shared with the recruiter, who relays a summary back to candidates - usually within a week of the final round. Negotiation happens with the recruiter once an offer is verbally extended; offers in Barcelona include base salary, target bonus (typically 10-25% depending on level and function), restricted stock units for senior roles, meal vouchers, private health insurance and the standard Spanish statutory benefits. The English-first workplace, the international team, the hybrid working model and the proximity to Barcelona's beach are real assets that get foregrounded during the offer conversation. The flip side - Spanish income tax, long working hours by some Northern European standards, and the cyclicality of the travel sector - is rarely brought up by the company and is yours to factor into your decision.

What eDreams ODIGEO Looks For

Demonstrated travel, transport, hospitality or marketplace experience - or, in the absence of direct travel-tech experience, deep functional craft in an analogous high-volume, high-SKU, conversion-driven consumer business.
Comfort and credibility in English as a working language. C1 minimum for most central roles, with C2 expected for senior commercial, leadership and customer-facing positions. The company will not hire central staff who cannot operate confidently in English.
Quantitative literacy. Whether you are an engineer, designer, marketer, product manager or finance partner, you are expected to talk about your work in numbers - conversion rates, latency, contribution margin, ROAS, retention, NPS, defect rates - rather than activities or intentions.
Strategic understanding of the subscription model. Familiarity with Prime, the underlying economics of paid-membership commerce, cohort-based reasoning and the long-run difference between transactional and subscription P&L is a genuine differentiator across all functions.
Pragmatic technical depth. The engineering organization values shipping over architecture astronautics. Show evidence of actually getting systems into production, dealing with the messy realities of GDS integration, multi-currency payments, fraud and the long tail of fare edge cases.
International collaboration skills. The company operates across roughly 44 markets and dozens of nationalities, with hybrid teams spread across Barcelona, Madrid, Milan, Paris, London and remote. Evidence of working effectively across time zones, cultures and languages matters.
Bias for hybrid in-office work in Barcelona. Most central roles expect two to three days per week on-site at Carrer Bailen 67-69. Fully-remote roles exist but are the exception and tend to be in customer-care, country-marketing or specific senior individual contributors.
Comfort with travel-sector cyclicality. The pandemic was an existential event for online travel and the company is open about that experience shaping its operating posture. Candidates who can talk credibly about working through volatile demand and fixed-cost discipline land well.
Customer obsession backed by data. The Prime narrative depends on member loyalty, NPS and repeat-purchase economics. Show evidence of having moved a customer metric, not just having claimed customer focus as a value.
Long-term motivation aligned with the AI and agentic-travel direction. The company is investing significantly in generative AI for customer service, search and the trip-planning experience. Curiosity and prior exposure to LLM-driven product work is increasingly weighted in interviews.

Frequently Asked Questions

What ATS does eDreams ODIGEO actually use, and where do I apply?

eDreams ODIGEO uses Cornerstone OnDemand (CSOD) as its applicant tracking system, hosted at odigeo.csod.com under the path /ux/ats/careersite/2/home. The public careers site at edreamsodigeocareers.com is a WordPress storefront that lists open roles, but the actual application form, candidate profile, screening questions, status tracking and recruiter workflow all live in Cornerstone. When you click Apply for job on a posting you are redirected to a CSOD requisition URL with a numeric ID, where you create a Cornerstone candidate account, upload a CV, complete the screening questions and submit.

Do I need to speak Spanish to work at eDreams ODIGEO in Barcelona?

No - and many people are surprised by this. Despite the Barcelona headquarters, the working language across central functions (engineering, product, data, finance, people, strategy) is English. All-hands, written documents, performance reviews and Slack default to English. C1 English is the practical minimum for central roles and C2 is expected for senior leadership. Spanish is helpful socially and useful for country-marketing, customer-care or local supplier roles, but you do not need it to be hired or to be effective at HQ. The company is genuinely international, with employees from more than 50 nationalities.

How important is direct travel industry experience?

It is a meaningful tiebreaker but not a hard prerequisite. eDreams ODIGEO hires extensively from adjacent consumer-tech, e-commerce and marketplace backgrounds - any high-volume, high-SKU, conversion-led business is recognized as transferable. That said, recruiters and hiring managers do prefer people who already understand fare construction, GDS integration (Amadeus, Sabre, Travelport), low-cost-carrier APIs, NDC, ancillaries, dynamic packaging, multi-currency payments and fraud. If you have any of that, surface it on page one of your CV. If you do not, lead with the strongest analogous experience and be ready in interviews to explain why your domain transfers.

What technologies does the engineering team actually use day to day?

The backend is heavy on Java (with growing Kotlin adoption) using Spring Boot, microservices and event-driven patterns. Scala shows up in pockets of data engineering. The frontend stack is React and TypeScript. AWS is the dominant cloud, with extensive use of Lambda, ECS, RDS, S3 and the AWS data services. Data engineering uses Spark, Airflow, Snowflake and Databricks; analytics uses Looker. Machine learning uses Python with PyTorch or TensorFlow, MLflow and SageMaker. CI/CD is Jenkins and GitHub Actions. The exact stack varies by team and individual job descriptions are explicit about what each role uses, so always read the requisition before optimizing your CV.

Does the company sponsor work permits for non-EU candidates?

Yes, but selectively. The company does sponsor work permits in Spain for senior or specialist roles where the candidate brings rare skills or prior travel-tech experience that cannot easily be sourced locally. For junior or generalist roles, they will almost always prefer candidates who already hold EU or EEA right to work because the Spanish work-permit process adds three to six months and material cost to a hire. If you need sponsorship, do not hide it - state your situation clearly on your CV, and use your cover note to explain why your specific background justifies the additional process.

What does the interview loop look like end to end?

Four to five stages, all in English. First a 30-minute recruiter screen on motivation, salary, location and English proficiency. Second a 45 to 60 minute hiring-manager interview going deep on the functional craft. Third a technical or case round - take-home coding or modeling for engineers and data scientists, a product or commercial case for product, marketing and strategy roles, and an analytical case for finance. Fourth a cross-functional behavioral panel covering collaboration, leadership and culture fit using STAR-format questions. Fifth (for senior roles only) an executive interview with a VP or C-level. Total elapsed time from application to offer is typically four to eight weeks depending on calendar.

What is Prime and why does it dominate the company narrative?

Prime is eDreams ODIGEO's paid travel subscription product, launched in 2017 and now serving on the order of seven million members. For an annual fee, members get reduced flight prices, cash-back on bookings, exclusive deals, dedicated customer service and other recurring benefits. Strategically, Prime turns a low-margin, transactional online travel agency into a recurring-revenue subscription business with predictable cash flows, which is why public-market investors and the leadership team treat it as the central metric. Expect Prime to come up in nearly every interview, and expect candidates who can speak credibly about subscription economics - cohort retention, churn, lifetime value, payback - to land better than candidates who treat it as just another product line.

Is the role hybrid, fully remote or fully in-office?

Hybrid is the default for Barcelona-based roles, typically requiring two to three days per week in the office at Carrer Bailen 67-69. Some teams are more in-office (executive, finance, certain product teams) and some are more flexible. Fully remote central roles do exist but are the exception rather than the rule, and tend to be concentrated in customer-care, country-marketing for non-Spanish markets, and specific senior individual-contributor positions. The job description is the source of truth; if remote work is essential to you, confirm it explicitly with the recruiter on the first call rather than assuming.

How does compensation work, and is salary information transparent?

Compensation in Barcelona consists of base salary, a target annual bonus (typically 10-25% depending on level and function), restricted stock units for senior roles given the public listing, meal vouchers (ticket restaurant), private health insurance and the standard Spanish statutory benefits including 22 to 30 days of paid vacation. Salary bands are not published on job postings - the recruiter will discuss range during the screening call. Be ready with a specific salary expectation grounded in your current compensation, your sector and the role's level. The company does not aggressively under-pay relative to the Barcelona tech market but it is also not at the top of the international tech-pay distribution; you are trading some absolute compensation for the city, the brand, and the international scope of the work.

How worried should I be about travel-sector cyclicality and competition from Booking and Expedia?

Worried enough to ask the question, not worried enough to opt out. Travel demand is cyclical, COVID was an existential test for online travel agencies, and Booking Holdings plus Expedia Group dominate the global market. eDreams ODIGEO is a smaller but real European public company that has bet on flights expertise, the Prime subscription, and an aggressive AI strategy as its differentiation. The bet is credible and the financials are improving but it is a real bet, not a settled outcome. In interviews, asking thoughtful questions about competitive positioning, margin pressure, customer-acquisition cost, and how Prime cohorts behave will read as commercial sophistication - not as negativity. Pretending the competitive landscape is easy will read as naive.

How to Apply to eDreams ODIGEO

Key Takeaways

About eDreams ODIGEO

Application Process

Resume Tips for eDreams ODIGEO

Lead with travel-tech relevance, not generic e-commerce

Quantify in business metrics, not engineering vanity metrics

Use a single-column ATS-safe layout

Spell out the tech stack literally

Declare languages with CEFR levels, not vague descriptors

If you are a non-EU candidate, address work authorization explicitly

Tailor the experience section to the brand and the function

Highlight subscription, recurring-revenue or cohort-analysis experience explicit

Keep the resume to two pages maximum, even for senior candidates

Do not use a photo

ATS System: Cornerstone OnDemand Talent Recruiting (CSOD)

Interview Culture

What eDreams ODIGEO Looks For

Frequently Asked Questions

Open Positions

Related Resources

Similar Companies

Sources