Selection process

In order to participate in our recruitment process, you must register in the offer in which you want to participate, previously it is necessary that you register in our database by completing your profile in the section of Job Offers.

This registration will allow you to see your CV as well as to make modifications to it. You can then apply to our job offers that match your profile.

You can apply for the offer, but be aware that priority will be given to candidates who fulfil the required profile.

Yes, but once you are preselected for an offer you cannot continue to take part in other recruitment processes.

You can apply for our vacancies via different jobs portals as long as they are redirected to the ACCIONA Employment Channel.

Yes, since registered candidates automatically become part of our database. This is reviewed by our selection team when new job offers arise. Even so, we recommend that you apply every time you see an offer that interests you.

When you introduce your data in the system you will be given a username and password to be able to see and modify your data in future. Also, by applying for any of the offers, you will automatically be sent an email to your address confirming your registration.

Yes. You can attach your profile in our LinkedIn section by introducing the URL address.

We currently offer business internships aimed at final-year undergraduate and Master’s students with a good academic record, spoken English (additional languages are appreciated), cultural and social interests, who are proactive and able to learn. 

We have agreements and schemes with different universities and business schools worldwide. If you qualify and wish to join our program, we can offer you: 

• Up to six months’ paid internship per academic year
• A full-time or part-time internship
• A training program to learn professional skills and digital competencies.

To apply for an internship, register for the offers that fit your profile in our “Graduates & Internships” section

To apply for our Graduate vacancies, you can register for the vacancies that fit your profile in our "Graduates and Internships" section

See our privacy policy, accessible at the bottom of the page.

At ACCIONA, we ensure that talent is the only thing that matters. That's why our process is designed under universal accessibility criteria, so that every candidate can demonstrate their potential on equal terms.

If you need any type of support or adjustment, the procedure is as follows:

• Request: during your application for the position, you will find a specific question where you can let us know if you require any accessibility adjustment.
• Assessment: we review each request individually to identify the most suitable measure according to your needs and the stage of the process.
• Implementation: we will contact you to coordinate interviews or tests with the necessary adjustments.

Important: you do not need to share any medical information at any point in the process. We only need to know which accessibility resources would facilitate your participation.

These are all the adjustments, tools or support (such as sign language interpreters or documentation adapted for screen readers) that ACCIONA makes available to you to ensure you take part on equal terms. When you apply for a position, you can indicate the resources you need; if your application moves forward, we will adapt each stage of the process to your specific needs so you can demonstrate your full potential without barriers.

Direct accessibility, reasonable adjustments:

• Platform compatibility: technical tests, coding platforms and assessments accessible via screen reader and keyboard navigation. (Visual and motor disabilities).
• Alternative assessments: the option to replace a standard test with a take-home task or a verbal walkthrough when the tool is not accessible. (Visual disabilities and neurodiversity).
• Interpretation and captions: video conferencing with integrated sign language interpreters and real-time captioning during interviews. (Hearing disabilities).
• Format flexibility: sending interview questions in writing beforehand, or replacing the live interview with a work sample. (Neurodiversity and psychosocial disabilities).
• Extended time: 25% to 100% additional time on technical or psychometric tests to process information or navigate the tool. (Learning difficulties, visual, motor and intellectual disabilities)

Indirect accessibility, environment and process:

• Accessible job portals: career sites that comply with WCAG 2.1 Level AA standards (high contrast, alt-text on images, no keyboard traps).
• Plain language: job ads written clearly and concisely, avoiding unnecessary jargon or irrelevant physical requirements (for example, avoiding "must be able to lift 20 lbs" for a desk job).
• Structured interviews: the same set of competency-based questions for all candidates, reducing unconscious bias.
• Accessibility statement: a visible note in the job ad stating that technical platforms are keyboard-accessible and that alternative assessment formats are available in case of any barrier.