Company details

London, UK

HEADCOUNT

10000+

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.cogna.co

About the company

Cogna Educação is a large Brazilian education group with brands spanning K–12 learning solutions, publishing, tutoring and language offerings, and higher education. Cogna Educação serves schools through education systems and materials, and also serves individual learners through campuses and distance learning. Cogna Educação operates across a broad portfolio of education businesses, including large-scale school networks and education content. Cogna Educação positions the group as an education and technology company with nationwide reach.

Locations and presence

Cogna Educação operates across Brazil, with corporate hubs referenced in São Paulo state and a footprint that includes many physical higher-education units and a large distance-learning pole network. Cogna Educação roles are listed as on-site, hybrid, and remote depending on the team and city, with many vacancies distributed across multiple states.

Palpable Score

68.0

/ 100

Cogna Educação offers real entry points through named internship and trainee routes plus a steady volume of junior vacancies on the main job board. Hiring steps and benefits are often spelled out clearly inside individual postings, but candidate experience signals are uneven and salary ranges are not consistently shown. Outcomes are hard to judge at scale because public materials highlight a few program results but do not publish wider early-career retention or progression metrics.

Pillar 1: Early-career access

Score

16.8

/ 20

The company runs affirmative early-career pathways including a trainee program exclusive to Black women and the SOMOS Afro internship program exclusive to Black candidates (pretos e pardos).

Cogna lists large numbers of vacancies on the public job portal at any given time, including “JR” roles and education-adjacent early-career jobs such as monitor/estágio supervision roles tied to student placements.

The company funnels applicants through a single, central application system (Gupy) that makes repeat junior hiring visible across cities, business units, and job families.

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Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company publishes a step-by-step process inside many job ads, typically including registration, a culture-fit stage, screening, HR interview, business interview, offer, and hiring.

Cogna uses structured selection components that show up repeatedly across roles, including “Fit Cultural” and staged interviews, which helps candidates understand what is coming next.

The company has public complaints about slow or missing follow-up through the recruiting platform, and the company does not consistently publish time-to-decision expectations or feedback practices for unsuccessful candidates.

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Pillar 3: Learning and support

Score

13.8

/ 20

The company advertises an internal corporate university with learning “trails” and free courses, and these resources are referenced directly inside standard job postings.

Cogna ties onboarding to required training for some topics, including a stated onboarding period that includes mandatory health and safety training.

The company promotes internal mobility through an internal recruitment program (“Valoriza”) in job ads, but the company does not publish consistent early-career mentoring or buddy-system standards across brands and campuses.

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Pillar 4: Pay fairness and stability

Score

13.8

/ 20

The company’s job ads often include stable employment signals such as profit-sharing, medical and dental coverage, meal/food benefits, life insurance for CLT hires, and education scholarships for employees and dependents.

Cogna has published pay information for at least some flagship early-career programs, such as a trainee salary level and an internship stipend level for SOMOS Afro alongside extra benefits like postgraduate scholarship support.

The company does not consistently publish salary ranges on everyday junior vacancies (including “Analista JR” roles), which limits a candidate’s ability to judge pay fairness before investing time in interviews.

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Pillar 5: Early-career outcomes

Score

11.8

/ 20

The company has published at least one concrete early-career outcome result for an affirmative internship cohort, reporting a high conversion rate from internship to permanent roles for SOMOS Afro participants.

Cogna positions early-career programs as routes into longer-term progression, including a trainee track intended to place participants into leadership roles at the end of the cycle and an internal hiring program that advertises moves into new roles.

The company has strong volumes of public employee and interview feedback in aggregate, but the company does not publish early-career retention, time-to-promotion, or cohort progression metrics across the wider workforce, which keeps outcomes confidence moderate.

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