Prosperity

Hiring

Introduction

At Mercuria, attracting and developing the right people is fundamental to our success. As a global energy and commodities group operating across complex markets, we require a workforce that combines technical expertise, commercial insight and adaptability.

We recruit across a wide range of backgrounds and experience levels—from early-career professionals to experienced industry specialists—recognising that a combination of fresh perspectives and established expertise strengthens our ability to innovate, manage risk and respond to evolving market conditions.

We are committed to building a sustainable talent pipeline that supports both current business needs and our long-term strategy. This includes investing in emerging talent, recognising the value of experience and ensuring that employees have the support and opportunities required to develop and succeed.

Mercuria’s approach to hiring is structured around three core priorities:

Investing in early potential – Through internships, graduate programmes and apprenticeships, we provide structured entry points into the business, equipping individuals with the tools, experience and support required to develop their careers
Recognising experience – We actively recruit experienced professionals, including veterans, whose skills, leadership and discipline contribute to the strength of our teams
Maintaining a strong talent pipeline – Through succession planning and workforce development, we ensure that the organisation continues to evolve with the capabilities required for future growth

Recruitment is only the starting point. We place significant emphasis on supporting new employees as they integrate into the business and develop within their roles.

New hires benefit from:

Mentorship and coaching – pairing employees with experienced colleagues who provide guidance and support
Structured onboarding programmes – introducing employees to Mercuria’s culture, values, business model and operating environment
Ongoing development opportunities – enabling employees to build skills and progress within the organisation

This approach helps ensure that employees are able to contribute effectively from an early stage while continuing to develop over time.

We also foster an inclusive environment where individuals feel valued and respected, recognising that diversity of experience and perspective strengthens collaboration and decision-making across the organisation.

Through the following programmes and initiatives, designed to support talent development across the organisation, Mercuria builds a diverse, capable and adaptable workforce, strengthening our ability to operate in complex markets and support long-term business performance.

Interns & graduate programs

Mercuria is committed to developing future talent through its internship and graduate programmes. These programmes provide students and early-career professionals with exposure to real-world business activities, enabling them to gain practical experience and develop an understanding of global commodity markets.

Interns work alongside experienced professionals across different functions, gaining insight into trading, operations, risk management and other areas of the business. Many participants in these programmes transition into full-time roles, contributing to the long-term development of the organisation.

EPFL Masters Program

Mercuria collaborates with EPFL, a leading research institute in Switzerland, to offer Master’s students the opportunity to undertake research projects as part of a six-month internship.

These placements enable students to work on projects aligned with Mercuria’s business activities, combining academic research with practical application. Participants gain exposure to innovative environments, develop independent research capabilities and build professional networks while gaining insight into Mercuria’s operations.

Veterans

Mercuria has been actively recruiting U.S. military veterans since 2016, recognising the valuable skills they bring, including leadership, discipline, teamwork and adaptability.

Veterans have taken on a range of roles across the organisation, including in trading, risk management and operations. Their experience contributes to strengthening team performance and supporting effective decision-making across the business.

Mercuria continues to expand its engagement with veteran recruitment programmes, identifying opportunities to attract talent with diverse and transferable skillsets.

apprenticeships

Mercuria’s apprenticeship programme provides structured opportunities for individuals to develop practical skills across a range of functional areas, supporting both early-career entry into the business and the development of future talent.

Apprentices are integrated into teams across departments, gaining hands-on experience while contributing to day-to-day operations. This exposure enables them to build a strong understanding of the business, develop technical and professional skills, and gain insight into how Mercuria operates across global markets.

The programme is designed to combine practical experience with structured development, ensuring that participants are supported as they build capability and confidence in their roles.

Participants benefit from:

Hands-on training and development across functional teams
Regular performance reviews and structured progression
Access to employee benefits and support frameworks
Ongoing guidance from line management and Human Resources

Many apprentices have successfully transitioned into full-time roles and have progressed within the organisation, demonstrating the programme’s effectiveness in supporting long-term talent development.

Mercuria actively promotes these opportunities through both in-person and virtual recruitment initiatives, helping to attract a diverse pool of candidates and ensure awareness of the programme across different regions and backgrounds.

Through this approach, apprenticeships contribute to building a pipeline of skilled employees, supporting both individual development and the long-term capability of the organisation.

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