Yes. The EPO does not impose further criteria for the initial shortlisting process besides the minimum programme eligibility criteria. The university may adopt any criteria deemed appropriate. However, given the highly competitive nature of the selection process, universities are encouraged to adopt a process that ensures the most capable graduates are shortlisted.
Yes. Candidates are welcome to express a preference in the application form or in their letter of motivation, and many choose to do so.
Recruitment is an open competition and selection is merit-based. Students are chosen based on their match with the EPO’s requirements and needs, their competencies, interest and motivation and demonstrated academic excellence. We recommend candidates include all information relevant to the role they wish to pursue, such as the skills that would help them best fulfil that role, within their application.
Yes. The EPO operates multiple rounds of selection in order to optimise the allocation of candidates across the Office.
The EPO will share with the university only the name, surname and area of work at the EPO of the successful candidates who were ultimately selected from the university shortlist.
No. The EPO does not directly provide support with finding accommodation, which ultimately is the responsibility of the young professional for the duration of their employment. However, informal support from both current young professionals and their colleagues may be sought.
The relevant EPO Academy courses must be completed after a candidate’s interview and following their successful selection by the EPO, but before the start of the employment.
The EPO pays young professionals a basic salary corresponding to 67 per cent of the amount for Grade G1, step 04. Young professionals currently receive approximately EUR 2 000 net per month. In the second and third years of employment, the EPO pays young professionals a basic salary corresponding to the full amount for Grade G1, step 04. This basic salary is subject to applicable social security and pension contributions as well as yearly salary adjustments.
Co-funding by other programmes (e.g. Erasmus+) is not possible. Any income received from other sources during the course of the employment must be declared.
No. The Memorandum of Understanding defines the pool from which candidates can be shortlisted, and students of faculties not covered in the MoU cannot be shortlisted as candidates for the programme. If you wish to expand the scope of your current agreement, please reach out to the PES team at either the EPO or the EUIPO at any time.
As a minimum requirement, to be eligible for the programme candidates should hold a bachelor’s degree by the start of the traineeship.
Previous graduates may be shortlisted provided that they meet the minimum programme eligibility requirements.
Students are required to have completed their studies at bachelor’s level by September. Should the bachelor’s diploma still be pending, a provisional certification can be accepted.
The programme’s timeline is determined by internal procedures at the EPO, and we are unable to accommodate an extended selection procedure.
No. There is no age restriction for candidates applying to the EPO. However, member universities should bear in mind that the programme targets graduates at the beginning of their careers with no or limited professional experience.
Candidates shortlisted for the EPO must be a national of one of the EPO member states.
The EPO does not prescribe any specific format for candidates’ CVs, but candidates should bear in mind the need to best present themselves.
No. The EPO trusts candidates to accurately report their language proficiency at the time of application. However, candidates should remember that interviews and key events (e.g. IP Campus, Commencement Ceremony) are conducted in English.