A strong application is your passport to success
The European Union Intellectual Property Office (EUIPO) is an international organisation, so you are competing with a highly skilled and diverse pool of talented people.
At EUIPO we only interview candidates who submit outstanding applications and we may ask you to perform further written tests as part of our selection procedure. It's a rigorous process but it's designed with you in mind. If you're right for us, we want to make sure we find you.
When you apply for a job with us
- Check that your profile matches our basic eligibility criteria, as we cannot waive these under any circumstances.
- Check that where we have specified particular skills and experience, you have given all the necessary details on your CV.
Because we receive so many applications, we are unable to reply to all unsuccessful applicants and we cannot consider any unsolicited applications or CVs.
The timeline comprises the steps that you have to follow when you apply for a job. These steps are the following: 'checklist', 'application', 'selection process' and 'reserve list'. Clicking on each of these steps provides you more information.
First, make sure you are eligible. This will save you time. Check the required qualifications and professional skills and competences in the vacancy notice. If you don't meet the requirements, your application will be rejected. Keep checking the website and wait for a suitable vacancy notice to appear.
If you are eligible, fill in our e-recruitment form. You must use the Europass template linked from the vacancy notice for your CV. We can only consider applications made in this format (with the exception of applicants with a disability).
Allow plenty of time to research and complete your application. If for any reason (including internet connection problems) you miss the deadline, we will not be able to consider your application. If you encounter problems submitting your application before the deadline, please tell us quickly via the contact us page.
If you are eligible, you will be expected to provide information on the following:
- Education: list all relevant qualifications, specifying the level attained, the relevant dates and the awarding body.
- Professional experience: clarify your work history indicating where you worked, what position you held and the duties performed. Give accurate dates and, for part-time work, indicate the percentage of time worked.
- Language skills: state your mother tongue and the level of any other languages you speak. For describing your competence in a language use the Common European Framework of Reference for Languages.
- Technical skills, knowledge and competencies: these attributes are specific to your job profile and can tell us how suited you are to the work in question.
- References: all applications must include at least two references from previous or current employers.
Once our Human Resources department has identified all correctly submitted, eligible applications, the selection process begins. Candidates deemed best qualified by our selection committee will be called for an interview and test phase in accordance with the corresponding vacancy notice. If you are selected, an official travel agent appointed by EUIPO will take care of your travel and accommodation arrangements.
Interviews will be carried out in the language(s) specified in the vacancy notice. Knowledge of other relevant languages, as stated in your online form, may be also be assessed, provided they are of at least B1 or B2 level. The interview will also measure your knowledge of matters relating to EUIPO's activities, technical knowledge in the relevant field, suitability for performing the duties of the relevant post and suitability for working in an international environment.
If you are invited for an interview, you will be asked to bring with you on the day originals or certified copies of all diplomas and certificates relating to your education and professional experience, in order to prove you meet all eligibility criteria.
Failure to submit these documents on the day of the interview may lead to your application being rejected. An invitation to an interview does not involve any commitment on the part of EUIPO to include a candidate in the reserve list.
After conducting the interviews, the selection committee draws up a reserve list of strong candidates whom it feels should be considered when appropriate new positions become available. Where a post becomes available, we may select applicants from the list.
Being on a reserve list doesn't guarantee a job offer or imply any entitlement to employment at EUIPO, but your name will always appear when we are looking to fill new vacancies in your field. No action is required on your part unless we contact you.
EUIPO is committed to being an equal opportunities employer. We ensure that all applicants are treated fairly and appointed solely on their suitability for the post irrespective of race, gender, age, disability, caring responsibilities, sexual orientation, marital/civil partnership status, religion/belief or nationality.
As part of our equal opportunities policy, we are especially committed to employing and developing the careers of people with special needs. We are currently certified as complying with optimal accessibility conditions for people with impaired mobility.
Personal data protection
As the body responsible for organising the selection process, EUIPO ensures that applicants' personal data are processed as required by Regulation (EC) No 45/2001 of the European Parliament and of the Council of 18 December 2000 on the protection of individuals with regard to the processing of personal data by the Community institutions and bodies and on the free movement of such data. This applies particularly to the confidentiality and security of such data.
If a candidate considers that they have been adversely affected by a particular decision, they can lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Communities . To submit a complaint, send a letter to our office address marked for the attention of Human Resources.
he complaint must be lodged within three months. The time limit for initiating this type of procedure starts running from the time candidates are notified of the act adversely affecting them.