How to Apply to LATAM Airlines Brasil

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

Key Takeaways

  • LATAM Airlines Brasil hires through SAP SuccessFactors at career8.successfactors.com/career?company=lan&rcm_site_locale=pt_BR; one profile covers every group entity.
  • Sao Paulo-Guarulhos (GRU) is the primary Brazilian hub and where the majority of operational and corporate openings sit; expect on-site or hybrid rather than fully remote.
  • The company emerged from Chapter 11 in November 2022 and runs a leaner, more demanding culture with tighter compensation bands than mature North American and European carriers.
  • Pilot and cabin crew pipelines are separate from corporate hiring; ANAC licenses, English ICAO level, and CMA medical clearance are gating credentials.
  • Apply in Portuguese for Brazilian roles, quantify impact in airline-native metrics (OTP, load factor, RASK/CASK, NPS), and lead with credentials SuccessFactors can parse.
  • Internal mobility across LATAM's Chile, Peru, Colombia, and Ecuador operations is a real lever; flag Spanish proficiency and willingness to relocate if you have it.
  • Expect a structured three-to-five-round interview loop for corporate roles and a multi-stage operational assessment (simulator, group dynamic, medical) for flight crew.

About LATAM Airlines Brasil

LATAM Airlines Brasil is the Brazilian operating subsidiary of LATAM Airlines Group SA, the largest airline group in Latin America by passenger traffic and the world's fifth-largest carrier by market capitalization as of 2025. Headquartered in Santiago, Chile under CEO Roberto Alvo, the group's Brazilian operation is anchored at Sao Paulo-Guarulhos International Airport (GRU), with secondary bases in Brasilia, Rio de Janeiro Galeao, Salvador, Recife, and Fortaleza. LATAM Brasil employs roughly 10,000 people in country and operates the largest single fleet within the group, including widebody Boeing 777-300ERs and 787 Dreamliners on long-haul routes to Madrid, London, Frankfurt, Lisbon, Miami, New York, and Los Angeles, plus a sizeable Airbus A319/A320/A321 narrowbody domestic operation that connects more than 50 Brazilian cities and feeds the GRU international hub. By available seat kilometers (ASK), Brazil is the largest single market in the LATAM group, which is why decisions made in Sao Paulo carry weight even though the corporate parent sits in Santiago. The modern LATAM identity dates to the 2012 merger of Brazilian carrier TAM Linhas Aereas and Chilean LAN Airlines, but the most consequential recent chapter is the company's Chapter 11 filing in May 2020 amid COVID-induced demand collapse. LATAM emerged from US bankruptcy protection in November 2022 with new majority ownership including Sixth Street, Strategic Value Partners, and Delta Air Lines, having shed about US$8 billion in debt and renegotiated nearly every fleet, labor, and supplier contract. That reset still defines internal culture: leaner headcount, tighter operating discipline, more demanding KPIs, and a workforce that endured furloughs, salary cuts, and renegotiated collective bargaining agreements with SNA (Sindicato Nacional dos Aeronautas) and the cabin-crew union SNEA. Both unions remain active and conducted scattered strike actions in 2024 over wages and scheduling, so candidates entering operational and supervisory roles should expect labor relations to be a live and visible part of the job rather than a back-office abstraction. Strategically, LATAM in 2026 is in growth mode again. The airline expanded its SkyTeam-aligned joint venture with Delta and Air France-KLM in 2024, opening new transatlantic and US connectivity through Sao Paulo and integrating loyalty, lounge, and codeshare flows across the partners. Fleet renewal is in progress with Airbus A321XLR deliveries that will open new thin long-haul routes and gradual retirement of older Boeing 777-300ERs. LATAM Cargo Brasil operates as a separate division using dedicated 767 freighters out of Viracopos and Guarulhos, and the LATAM Pass loyalty program is one of the largest in Latin America with deep e-commerce, banking, and retail partnerships. For job seekers, this means the Brazilian operation is hiring across pilot pipelines, cabin crew, mechanics and ground operations at GRU and other hubs, plus corporate roles in revenue management, network planning, digital product, finance, and customer experience. Compensation in Brazil sits below mature North American and European carriers, and Glassdoor reviews consistently flag post-restructuring fatigue, demanding shift patterns, and a results-oriented culture, but also strong internal mobility across LATAM's Spanish-speaking and Portuguese-speaking operations and a real chance to work on a fleet and network that is once again expanding.

Application Process

  1. 1
    Search for openings at career8

    Search for openings at career8.successfactors.com/career?company=lan&rcm_site_locale=pt_BR. Filter by 'Pais: Brasil' to see only Brazilian roles, then narrow by city (Sao Paulo, Rio de Janeiro, Brasilia) and by 'Area' (Operacoes de Voo, Manutencao, Comercial, Tecnologia, Aeroportos).

  2. 2
    Create a single SuccessFactors candidate profile in Portuguese for Brazilian rol

    Create a single SuccessFactors candidate profile in Portuguese for Brazilian roles; you can switch the locale to Spanish or English if you also intend to apply to roles based in Santiago, Lima, or Bogota. Reuse the same login across all LATAM group entities.

  3. 3
    Upload your CV as a PDF and let SuccessFactors auto-populate fields, then manual

    Upload your CV as a PDF and let SuccessFactors auto-populate fields, then manually correct every parsed entry. Brazilian roles expect CPF, complete address with CEP, and full employment history with start and end dates per Brazilian labor norms.

  4. 4
    Pilot candidates apply through dedicated 'Programa de Pilotos' or 'Comandante /

    Pilot candidates apply through dedicated 'Programa de Pilotos' or 'Comandante / Primeiro Oficial' postings that require ANAC license details, total hours, type ratings (A320 family or B777/787 for direct entry), and English ICAO Level 4 minimum (Level 5 or 6 strongly preferred).

  5. 5
    Cabin crew candidates ('Tripulante de Cabine / Comissario de Voo') apply to sche

    Cabin crew candidates ('Tripulante de Cabine / Comissario de Voo') apply to scheduled recruitment campaigns; expect a Curso de Formacao de Comissarios certificate (or equivalent ANAC CMA), height/reach screening, swim test, and CMA medical clearance.

  6. 6
    Corporate, technology, and commercial roles route through the same SuccessFactor

    Corporate, technology, and commercial roles route through the same SuccessFactors portal; expect HR screen within 1-3 weeks for active requisitions, followed by hiring-manager interview and panel/case rounds depending on level.

  7. 7
    Mechanics and ground operations roles often hire in cohorts tied to fleet expans

    Mechanics and ground operations roles often hire in cohorts tied to fleet expansion or new station openings; ANAC mechanic licenses (CHM/CMA) and prior MRO experience materially shorten the funnel.

  8. 8
    Track your application status only inside the SuccessFactors candidate portal; L

    Track your application status only inside the SuccessFactors candidate portal; LATAM recruiters rarely respond to LinkedIn cold outreach, and email replies to the no-reply notifications will not reach a human.

Resume Tips for LATAM Airlines Brasil

recommended

Submit your CV (curriculo) in Portuguese for Brazilian roles, with a Spanish or

Submit your CV (curriculo) in Portuguese for Brazilian roles, with a Spanish or English version attached as a second file if the requisition requires regional or international coordination. Do not rely on machine translation.

recommended

Lead with ANAC licenses, ratings, and hours for any flight-operations role; Succ

Lead with ANAC licenses, ratings, and hours for any flight-operations role; SuccessFactors filters heavily on parsed credentials and recruiters skim for these in the first 10 seconds.

recommended

Use the exact role title and area names that appear in LATAM postings ('Analista

Use the exact role title and area names that appear in LATAM postings ('Analista de Receita Pleno', 'Especialista em Manutencao de Aeronaves', 'Tripulante de Cabine') so keyword matching surfaces your profile.

recommended

Quantify operational impact in metrics LATAM recognizes: on-time performance (OT

Quantify operational impact in metrics LATAM recognizes: on-time performance (OTP D0/D15), load factor, RASK/CASK movement, NPS deltas, turnaround time reduction, MRO check throughput, or revenue uplift in BRL or USD.

recommended

Call out experience with SkyTeam carriers (Delta, Air France, KLM, Aeromexico, K

Call out experience with SkyTeam carriers (Delta, Air France, KLM, Aeromexico, Korean), Brazilian regulators (ANAC, Receita Federal, ANVISA for cargo), or Star Alliance/oneworld competitors (Azul, Gol, Avianca) since LATAM hires for transferable airline domain knowledge.

recommended

Disclose whether you hold dual nationality or work authorization for other LATAM

Disclose whether you hold dual nationality or work authorization for other LATAM hubs (Chile, Peru, Colombia, Ecuador) since internal mobility across the group is a real advantage for corporate candidates.

recommended

Keep the CV to two pages maximum for non-pilot roles; for pilots, follow ANAC-st

Keep the CV to two pages maximum for non-pilot roles; for pilots, follow ANAC-style logbook summaries with totals by type, PIC/SIC split, IFR hours, and recency.

recommended

Avoid graphics, columns, headshots, or text in tables: SuccessFactors parses sin

Avoid graphics, columns, headshots, or text in tables: SuccessFactors parses single-column ATS-friendly layouts cleanly and mangles everything else.

ATS System: SuccessFactors

LATAM Airlines Group runs a single SAP SuccessFactors Recruiting tenant (company=lan) on career8.successfactors.com that serves all group entities, including LATAM Airlines Brasil. The portal is fully bilingual (Portuguese, Spanish, English), supports CV parsing into structured fields, and stores one candidate profile that you reuse across every requisition. Recruiters search the talent pool with keyword and credential filters before reviewing individual applications, so an ATS-clean CV materially improves visibility.

  • Set the locale to 'Portugues (Brasil)' before applying to GRU, GIG, BSB, SDU, REC, SSA, or FOR roles so date formats and required fields match Brazilian conventions.
  • After the resume parse, manually verify every Work Experience and Education entry: SuccessFactors silently truncates long bullets and frequently misreads month abbreviations.
  • Complete every optional field (idiomas, certificacoes, habilitacoes) since SuccessFactors uses these in recruiter searches and profile completeness scoring.
  • Use a personal email you check daily; SuccessFactors notifications come from a no-reply address that often lands in spam folders for Outlook and corporate domains.
  • Re-apply to a new requisition if you do not hear back within 30 days; the same profile attaches automatically and your prior application history remains visible to recruiters.
  • Do not create multiple accounts with different emails: duplicate profiles get merged or rejected by LATAM TA team and complicate background checks during hire.

Interview Culture

LATAM Brasil interview loops are structured, multi-round, and conducted predominantly in Portuguese with occasional Spanish or English depending on the role's regional scope.

A typical corporate funnel runs three to five stages: HR screening (30-45 minutes, fit and salary expectations), hiring-manager interview (technical depth and operational scenarios), a panel or case round for senior individual contributors and managers, a cross-functional stakeholder interview, and a final conversation with the area director for senior roles. Expect competency-based questions framed around LATAM's core values (Seguranca, Cliente, Eficiencia, Trabalho em equipe) and behavioral STAR-format prompts. Pilots and cabin crew face a separate operational pipeline with simulator assessments, swim and reach screening, ANAC medical clearance, group dynamics, and English ICAO evaluation; this process is run by the Operacoes de Voo team rather than corporate HR. Compensation conversations happen early and tend to be firm: post-Chapter 11 salary bands are tighter than pre-2020, and equity is not part of the package. Benefits include flight privileges (ID90 standby across SkyTeam plus selected interline partners), private health insurance (Bradesco or SulAmerica typically), meal vouchers, and a profit-sharing program (PLR) tied to operational and financial targets. Be ready to discuss safety culture, willingness to work shifts and weekends for operational roles, and your tolerance for the company's intentionally lean post-restructuring operating model.

What LATAM Airlines Brasil Looks For

  • Demonstrated airline or aviation domain expertise: candidates from Azul, Gol, Avianca Brasil, Embraer, ANAC, Infraero, or MRO providers consistently advance further than generalists.
  • Operational rigor and a safety-first mindset; LATAM screens hard for candidates who can articulate how they balance on-time performance against safety and customer experience.
  • Multilingual capability, especially Portuguese plus Spanish for any role that coordinates with Santiago, Lima, or Bogota; English is mandatory for international and joint-venture-facing roles.
  • Comfort with cost discipline and lean operating culture; the post-Chapter 11 organization values candidates who improved efficiency or reduced unit cost in prior roles.
  • Evidence of continuous improvement methodology (Lean, Six Sigma, A3) for operations, MRO, and airport roles, and SQL/Python/Tableau fluency for revenue management, network planning, and analytics roles.
  • Resilience and adaptability: LATAM screens for candidates who thrive in high-tempo, shift-based, irregular-operations environments rather than predictable office routines.
  • Strong stakeholder management across unionized workforces; supervisor and manager candidates must demonstrate prior experience working productively within SNA, SNEA, or equivalent labor frameworks.
  • Willingness to relocate within Brazil (especially to GRU) or temporarily to other LATAM hubs for project assignments and rotational programs.

Frequently Asked Questions

Where do I apply to LATAM Airlines Brasil jobs?
All openings flow through LATAM's SAP SuccessFactors portal at career8.successfactors.com/career?company=lan&rcm_site_locale=pt_BR. Filter by 'Pais: Brasil' and by city to see roles based in Guarulhos, Brasilia, Galeao, Salvador, Recife, or Fortaleza. There is no separate Brazil-only careers domain; the SuccessFactors tenant serves the entire LATAM group.
What ATS does LATAM use and how should I optimize my CV for it?
LATAM uses SAP SuccessFactors Recruiting on the career8 instance with tenant token 'lan'. Submit a clean single-column PDF, let the parser populate the profile, then manually correct every field, since SuccessFactors silently truncates long bullets and misreads dates. Complete optional sections (languages, certifications, ANAC licenses) because recruiters search those fields directly.
Do I need to speak Portuguese to work at LATAM Brasil?
For roles based in Brazil, yes: working Portuguese is effectively mandatory for operational, customer-facing, and most corporate roles. Spanish is a strong plus for any role that coordinates with Santiago, Lima, or Bogota, and English is required for international, joint-venture, and pilot roles (ICAO Level 4 minimum, Level 5 or higher strongly preferred for flight crew).
What is the hiring process like for cabin crew (comissarios) at LATAM Brasil?
Cabin crew hiring runs in cohort campaigns tied to capacity growth. Expect a documents and credentials review (ANAC CMA, Curso de Formacao de Comissarios, swim certification), an in-person assessment day with group dynamics and reach/height screening, English evaluation, a panel interview, an aeromedical exam, and finally a paid initial training course in Sao Paulo before line operation.
How does LATAM hire pilots in Brazil?
Direct-entry pilots apply to specific Comandante or Primeiro Oficial postings on SuccessFactors that require ANAC ATPL or CPL/IR credentials, total time minimums, and (for direct-entry captains) type rating on A320 family or B777/787. The process includes an HR screen, technical interview, simulator assessment, English ICAO evaluation, aeromedical, and background check. LATAM also runs cadet and ab initio programs in partnership with selected flight academies.
Is LATAM Brasil still affected by its 2020 Chapter 11 bankruptcy?
Operationally, LATAM emerged from Chapter 11 in November 2022 with a restructured balance sheet, new majority ownership (Sixth Street, Strategic Value Partners, plus a meaningful Delta stake), and renegotiated labor agreements. Culturally, the restructuring still shapes a leaner, more cost-disciplined organization with tighter salary bands than pre-2020. Expect interviews to probe your tolerance for that operating model.
What is compensation like at LATAM Brasil compared to global airlines?
Cash compensation in Brazil is below mature North American and European carriers but competitive with Brazilian peers (Azul, Gol). The package typically includes base salary in BRL, profit-sharing (PLR) tied to operational and financial KPIs, private health insurance, meal vouchers, and SkyTeam-wide flight privileges (ID90 standby) plus selected interline partners. There is no equity component.
Where are LATAM Brasil jobs located?
The vast majority of corporate and headquarters roles are in Sao Paulo (Guarulhos area, with some in the city of Sao Paulo). Operational roles cluster at GRU plus secondary hubs in Brasilia (BSB), Rio de Janeiro Galeao (GIG) and Santos Dumont (SDU), Salvador (SSA), Recife (REC), and Fortaleza (FOR). Maintenance is concentrated at GRU. Fully remote roles are uncommon; hybrid is increasingly typical for corporate functions.
How long does the LATAM Brasil interview process take?
For corporate roles, expect three to six weeks from application to offer if the requisition is active and the candidate moves quickly. Pilot and cabin crew processes can take two to four months given simulator scheduling, medical clearance, and class-start dates. Senior leadership roles often run longer due to multi-stakeholder panels and final-stage interviews with directors based in Santiago.
Does LATAM hire international candidates without Brazilian work authorization?
For Brazil-based roles, LATAM strongly prefers candidates with existing Brazilian work authorization (Brazilian citizenship, permanent residency, or transferable visa). Sponsorship for non-citizens is rare and typically limited to highly specialized senior roles where local talent is scarce. For roles based in Chile, Peru, Colombia, or Ecuador, separate work authorization rules apply.
Check Your Resume Before Applying → View open positions at LATAM Airlines Brasil

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Sources

  1. LATAM Airlines Group SAP SuccessFactors Careers Portal —
  2. LATAM Airlines Group - About Us (Investor Relations) —
  3. LATAM Airlines Brasil - Trabalhe Conosco —
  4. LATAM Airlines Group emerges from Chapter 11 - November 2022 —
  5. LATAM joins Delta-Air France-KLM transatlantic JV —
  6. ANAC - Agencia Nacional de Aviacao Civil (Brazilian aviation regulator) —
  7. Sindicato Nacional dos Aeronautas (SNA) —
  8. LATAM Airlines Brasil reviews on Glassdoor Brasil —
  9. SkyTeam Alliance - LATAM membership —