Engexpor aims to add 50 more professionals to its team in the short term, reaching 250 employees in Portugal by 2026, benefiting from increased private investment in real estate and construction projects.
The company has grown from 14 employees in 2016 to 203 in December 2025. In recent years, its average annual growth has exceeded 20%, and this year it aims to grow by around 40%.
Miguel Alegria, CEO of Engexpor, explains that ‘the growth in private investment has resulted in increasingly demanding projects from a technical point of view. To respond to this context, it is essential to invest in qualified and multidisciplinary teams. Our growth has been planned and sustained, based on people and their training’.
The company has been involved in major projects such as the expansion and refurbishment of Humberto Delgado Airport in Lisbon and Fidelidade Property’s EntreCampos project, also in the capital. In the industrial sector, Engexpor is working on the Hovione Tejo Campus, Hovione’s new industrial complex in Seixal. In the area of data centres and digital infrastructure, it participated in the construction of the pilot building for the Sines data centre, one of the largest projects of its kind under development in Europe. ‘This set of projects reflects the diversity, scale and technical demands of Engexpor’s portfolio, supporting the need for multidisciplinary, highly qualified and growing teams capable of responding to complex operational contexts and different phases of the real estate and industrial development cycle,’ the statement also said.
For Engexpor, strengthening its teams is part of its strategy, focusing on a model of sustained growth, supported by the sustainability of its teams, professional development and the overall valuing of its employees. It explains that it has been consolidating an integrated compensation and benefits policy that goes beyond basic remuneration, focusing on physical, mental and financial well-being. Alongside formal benefits, Engexpor promotes an organisational culture based on proximity, cooperation between teams and inclusion, even in a context of geographical dispersion of projects. Continuous training, knowledge sharing between senior and junior profiles and exposure to highly complex projects are part of the internal development path.
This consistent investment in people has been reflected in indicators such as an average turnover rate of less than 15% in recent years and an average length of service of around four years, in a sector traditionally marked by high turnover.
Filipa Passos, Head of People at Engexpor, says that ‘sustained growth means anticipating needs, structuring teams and creating conditions that make people want to stay and evolve with us. Strengthening teams is a strategic decision, supported by planning and a continuous commitment to the organisation and the well-being of people’.
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