Forbes highlights Ayesa as one of the 100 best companies to work for in Spain

The company places its professionals as its ‘backbone and driving force’, which has led it to occupy one of the top positions in the magazine’s prestigious ranking for the fifth consecutive year.

Ayesa, a global provider of technology and engineering services, once again stands out as one of the hundred best companies to work for in Spain, according to the prestigious ranking prepared annually by Forbes magazine, in collaboration with Sigma Dos. The list is based on surveys carried out among the employees of each organisation, in which they evaluate key factors related to attracting and retaining talent, the working environment, teleworking and Corporate Social Responsibility, among others.

Ayesa occupies for the fifth consecutive year one of the highest positions in the ranking. Its commitment to the incorporation and training of young talent, professional development opportunities with the promotion of international careers as a strong point, the promotion of diversity and inclusion, the collaborative and positive work environment, recognition and listening policies have had a lot to do with this success.

In this edition, in which more than 2,000 companies with more than 250 employees have been evaluated, Forbes has remarked that Ayesa seeks ‘in the plurality of its workforce its differential value’ and that it promotes work environments ‘based on authenticity and respect for differences’. ‘Through collaborative work and recognition, it reinforces its commitment to its teams’, he stresses.

Javier Alfaro, People Director of the Spanish multinational, assures that ‘at Ayesa we consider people to be our main asset, the one that provides the greatest differential value with respect to the competition, and that is why we place our professionals as the axis and driving force of the organisation’. In this sense, ‘one of the key aspects that we take care of in detail is their training’, he stresses.

Thus, at Ayesa’s Junior University, junior professionals are trained in the technologies demanded by the company and are subsequently incorporated into projects, in subjects ranging from Java or Salesforce to Cybersecurity, GenAI & Quantum. It also has scholarship programmes for university students or vocational training students to continue their training at its work centres.

In total, last year, the company recorded more than 3,000 courses, around 213,000 hours of training and more than 75% of professionals trained in some area to increase their skills.

It also has a ‘Graduate WorldWide’ programme aimed at internationally mobile university students. All of them start with a pre-onboarding process in Spain with the People team, and then receive support from the moment they fly to their destination country where they are received, trained and tutored during the two-year duration of the programme.

Other actions

Ayesa also promotes actions that foster the wellbeing of its teams, through training in healthy habits and participation in collaborative and sporting initiatives, with dozens of different activities that have enabled its teams to increase their physical, relational and emotional wellbeing.

It also has a Female Talent programme, which promotes a corporate culture that integrates inclusion and diversity as part of the company’s values, giving visibility to good practices in the management of Ayesa’s female professionals.

It has also renewed its partnership with PWN Global (Professional Women’s Network) as part of its commitment to balanced leadership and, together with the Bertelsmann Foundation, forms part of the alliance of companies to bring the world of work and education closer together and improve opportunities for young people.

The company is also a member of the Diversity Charter, helping the employability of people with functional disabilities, and has a special employment centre.

All of this at a global level – the company’s more than 13,000 professionals, spread over 23 countries on a permanent basis, have more than 70 different nationalities – and integrated in a hybrid work model, based on multi-location, flexibility and the digitalisation of the workspace, to enable its professionals to better reconcile work and family life or to reduce transport. In addition, the magazine highlights its perception of sustainability, ‘which not only encompasses the environment, but also social and governance aspects’.

‘We are aware that the company is competitive to the same extent as the capacity of the talent we have, which is why we put people at the centre of our business management’, concludes Alfaro.