How to Apply to Energisa

About Energisa

Application Process

1. 1
   Find the right entry point: Energisa publishes every opening

   Find the right entry point: Energisa publishes every opening — from eletricista vagas to vice-presidência roles — on its Gupy careers portal at grupoenergisa.gupy.io. The corporate landing page at energisa.com.br/trabalhe-conosco redirects there. Do NOT email curricula directly to managers, the central RH inbox, or individual concessions — Energisa's policy (and Gupy's design) is single-funnel: if your application is not in Gupy, the recruiter cannot legally consider you for the published vaga.

2. 2
   Create your Gupy candidate profile carefully

   Create your Gupy candidate profile carefully. Gupy is shared across more than 4,000 Brazilian employers, so the profile you build for Energisa is the same profile that follows you to other companies. Fill in CPF, RG, full work history with month-precision dates, education with institution and conclusion year, and language proficiencies. The resume upload (currículo) supports PDF and Word; in practice a 1–2 page Portuguese-language PDF formatted plainly (no graphics, no two-column layouts) parses best because Gupy uses an internal screening engine that scores candidates against the vaga's required and desired skills.

3. 3
   Pick the right vaga family

   Pick the right vaga family. Energisa's openings cluster into seven recurring families: (1) Operações e Manutenção — eletricistas, eletrotécnicos, encarregados, supervisores de manutenção, operadores de subestação; (2) Engenharia — engenheiro eletricista, engenheiro de planejamento, engenheiro de proteção, engenheiro de obras; (3) Comercial e Atendimento — atendentes, gerentes de relacionamento com grandes clientes, analistas de cobrança e perdas; (4) Corporativo — finanças, jurídico, regulatório, RH, controladoria, M&A; (5) Tecnologia — desenvolvedores, engenheiros de dados, especialistas em SAP IS-U, segurança da informação, Salesforce; (6) Programas de entrada — Trainee Energisa, Estágio (Programa Estagiar), Jovem Aprendiz, Aprendiz Eletricista; (7) Geração e Transmissão — operadores de centro de operação, técnicos de O&M para PCHs e usinas solares, engenheiros de transmissão. Apply only to the family that matches your background; mass-applying to unrelated vagas signals to the recruiter that you have not read the description.

4. 4
   Customize for the concession

   Customize for the concession. Even though the holding is unified, each vaga is anchored to a specific concession or corporate site (Cataguases-MG, Rio de Janeiro-RJ, Campo Grande-MS, Cuiabá-MT, Aracaju-SE, João Pessoa-PB, Palmas-TO, Porto Velho-RO, Rio Branco-AC, Poços de Caldas-MG, Itaipulândia/SP-PR for Sul-Sudeste). Confirm in the description which city, then make sure your Gupy profile lists that city as 'cidade de interesse' and that your resume references local experience if you have it — Energisa values candidates who already understand the regional context, especially in Acre, Rondônia and Tocantins where the talent market is thinner and relocation is common.

5. 5
   Expect Gupy's automated triage first

   Expect Gupy's automated triage first. After you submit, Gupy runs three layers before a human sees you: (a) hard-filter eligibility (CPF valid, mandatory questions answered, location compatibility); (b) curriculum keyword and structured-field scoring against the vaga; (c) Gupy's behavioral and sometimes Português/lógica testes (provas) that the recruiter chooses to attach. The provas typically take 20 to 60 minutes and combine personality (DISC-style or proprietary), reasoning (lógica, raciocínio numérico), and for some vagas a written Português test. Complete them within 48 hours of receiving the link — Gupy gives delayed completers a lower score and many recruiters move on after the first triage cohort closes.

6. 6
   Live screening with RH

   Live screening with RH. Candidates who pass triage are scheduled for a 30–45 minute conversation with a recruiter or analista de RH, almost always in Portuguese, almost always over Microsoft Teams or Google Meet. Be ready to walk through your trajectory in chronological order, explain why you are looking at Energisa specifically (not just 'a utility'), and confirm pretensão salarial and disponibilidade — Brazilian recruiters expect you to answer salary expectations directly rather than deflecting. For field roles the screening also covers CNH category (B is standard, D required for some technician roles), shift availability, and willingness to perform sobreaviso (on-call).

7. 7
   Technical and gestor rounds

   Technical and gestor rounds. The next round is owned by the hiring manager (gestor) and almost always includes a technical or business case sized to the role: protection-coordination questions for engenheiros de proteção, NR-10 and NR-35 procedural questions for eletricistas and supervisors, SQL/Python and dimensional-modeling questions for data roles, regulatory case studies (módulos do PRODIST, REH, revisão tarifária) for regulatório and finance roles, and SAP IS-U or Salesforce architecture questions for IT roles. Candidates often face two technical rounds — one with a senior individual contributor, one with the gestor — before reaching a final panel.

8. 8
   Final panel and fit conversation

   Final panel and fit conversation. Senior and corporate roles end with a painel composed of the gestor, an HR business partner, and frequently a leader from the receiving diretoria. Trainee and graduate-program finals follow a different format: an in-person or virtual painel with multiple Botelho-family-aligned executives, including (for the flagship Trainee Energisa program) frequent appearances by group leadership. Cultural fit is taken seriously here — Energisa explicitly markets a 'jeito Energisa de ser' built on long-tenure, family-style management, and humility-over-titles.

9. 9
   Documentation, exames admissionais, and onboarding

   Documentation, exames admissionais, and onboarding. Once you receive the proposta, expect a Brazilian standard documentation package: CPF, RG, comprovante de residência, carteira de trabalho (CTPS), título de eleitor, certificado de reservista (men), PIS, comprovante de escolaridade, and dependents' documents if you will use the benefícios. Field roles require an exame admissional that includes audiometria, ECG and altura/equilíbrio testing because of NR-10 and NR-35 work-at-height requirements. Onboarding is centralized through Energisa's Universidade Corporativa (UCE) and includes mandatory safety modules before any field work.

10. 10
    If you are not selected

    If you are not selected. Gupy notifies all candidates of the outcome — including rejection — by email. Energisa allows reapplications to other vagas immediately, and the platform retains your profile, so subsequent applications are faster. Recruiters do not generally provide individualized feedback on rejection, but you can see which stage you reached in your Gupy candidate dashboard, which is itself a signal of how to prepare next time.

Resume Tips for Energisa

Interview Culture

What Energisa Looks For

• Genuine interest in the energy sector, not just 'a stable job'. Recruiters can tell within five minutes whether you have read about the concession you applied to, the smart-meter program, or the recent generation diversification.
• Fluent Brazilian Portuguese (written and spoken). Almost every role assumes Portuguese as the working language; English is a differentiator for corporate, IR, and certain tech roles, not a substitute.
• Demonstrated safety mindset for any role with field exposure. NR-10 and NR-35 certifications, a clean ASO history, and the ability to articulate why a procedure exists (not just that it exists) are weighted heavily.
• Geographic flexibility. Candidates who can credibly say 'eu mudo para qualquer concessão do grupo' open up two to three times the role inventory.
• Atitude de Dono — the founding-family value that translates roughly to ownership mentality. In interviews this surfaces as evidence that you have driven results without being asked, fixed problems outside your formal scope, and treated company resources as your own.
• Customer focus that is real, not slogan-deep. With 8.5 million customers across 862 cities, Energisa's reputational and regulatory exposure is shaped one atendimento at a time. Candidates who can talk about specific customer-impact decisions stand out.
• Quantitative literacy. Even non-finance roles benefit from being able to read a balanço, understand DEC/FEC, and explain the basic economics of the regulated distribution business — including tariff structure and the WACC regulatório.
• Long-horizon thinking. Energisa is a 120-year-old, family-controlled holding; the culture rewards people who plan careers in years rather than quarters. Candidates with two-year and four-year-tenure jobs in their history tend to be preferred over a string of nine-month contracts.
• Technology fluency calibrated to role. For corporate and operational roles this means comfort with Microsoft 365, SAP, Salesforce, Power BI and the standard utility stack; for tech-track roles it means deep, current expertise in cloud (AWS or Azure), data engineering, and modern Python or Java tooling.
• Regulatory and ESG awareness. Following the 2024–2025 Rio Grande do Sul flood-response audits ANEEL conducted across the sector, climate-resilience competence has become a real screening criterion for engineering, operations and risk roles.

Open Positions

Energisa currently has 139 open positions.

Related Resources