ASA invests in Generation Z

26 May 2026 - Corporate -

The Vicenza-based company is investing in under-30 talent to drive forward new, high-innovation projects. Over the past year, ASA has welcomed eight recent school leavers and graduates into the business, in some cases even before they had completed their studies.

The company’s approach focuses on nurturing emerging talent through structured mentoring and tailored training pathways designed to develop both soft skills and professional expertise. As part of its long-term growth strategy, ASA – the Vicenza-based company specialising in laser and magnetotherapy devices for the human and veterinary sectors – has consistently invested in younger generations. Today, more than 10% of its 75 employees are under the age of 30. Of these, five joined the company over the last year and, following internships or fixed-term contracts, have now secured full-time positions within the Research & Development, Quality & Regulatory Affairs, Production, and Purchasing teams. ASA views the contribution of Generation Z as a key driver for building forward-looking projects that demand new approaches to work and strong capabilities in the use of innovative technologies.

“In the young people who joined our organisation, we recognised genuine professional and personal potential that we wanted to help cultivate and allow to flourish within our company,” explains Giulia Sossella, HR Manager at ASA. "To support this process, the company in some cases chose to assist students even before they completed their degree programmes, helping them develop their thesis and during their internship placements. We provided internal mentors to support them throughout their journey, worked together to identify the most effective working arrangements for their needs, and involved them in significant projects where they could gain hands-on experience.”

The success of this strategy – which ASA plans to expand further through additional R&D recruitment in the near future – is reflected in the testimonials of the young employees themselves, many of whom joined the business either through direct recruitment or following internships.

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“At ASA,” says Francesca Garbugio, 25, who holds a Bachelor’s degree in Biomedical Engineering and a Master’s degree in Bioengineering specialising in Rehabilitation, and who now works in ASA’s Quality Division, “I was given the opportunity to manage my internship in a way that best suited my needs, allowing me to complete my thesis and graduate on schedule. ASA is a company that listens and offers real growth opportunities to people who are willing to challenge themselves and fully commit.”

A similar view is shared by Gabriele Sinigaglia, 27, who holds a Bachelor’s degree in Biomedical Engineering and a Master’s degree in Artificial Intelligence, and who is now part of the company’s R&D department.

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“My internship at ASA was extremely valuable because the company allowed me to work on a project aligned with my interests and consistently supported me throughout the process – for example, by enabling me to study directly on-site. My decision to stay with the company was driven by several factors, including my colleagues and the opportunity to continue working on initiatives that made the most of my skills and expertise.”

While investing in younger generations remains a strategic priority for ASA, the company also considers the development and recognition of long-standing employees equally important. The combination of new talent and experienced professionals creates valuable cross-pollination of ideas and encourages collaboration, supporting both the company’s evolution and the professional growth of its people.

“If we were to describe our workforce from a generational perspective,” concludes Sossella, “51% of our employees are Millennials with more than six years of service at ASA; 31% belong to Generation X, bringing an average of 16 years' experience within the company; 11% are part of Generation Z, with an average tenure of around two years; while the remaining 7% are Baby Boomers who have been with us for more than 14 years. A highly diverse work environment that encourages meaningful and productive exchanges. Another key factor behind this effectiveness is the combination of different generations and the educational backgrounds of our employees: 3% hold a Bachelor’s degree, 44% a Master’s degree, and 8% have completed postgraduate specialist training.”

Additional figures also reflect the company’s steady growth over the years. In 2005, ASA employed 16 people; by 2015 the workforce had more than doubled to 43, and by 2025 it had increased by a further 20 employees. Today, ASA employs 75 people, with an average age of 43 and an average length of service exceeding nine years. Looking ahead, under-30 talent will continue to play a central role in the company’s recruitment plans.

“Investing seriously in Generation Z is not only socially responsible,” concludes Damiano Guidolin, General Manager of ASA, “it is also strategically essential if we want to continue benefiting from new perspectives, capabilities and ideas. But that's not all. Bringing younger generations into the company also has a positive impact on long-standing employees, encouraging them to challenge themselves, reflect and draw on their fresh thinking. We are convinced that helping them cultivate both their professional and personal ambitions – shaped by a strongly innovation-driven mindset – can also strengthen our company and support growth across every area of the organisation.”

ASA invests in Generation Z

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ASA invests in Generation Z

ASA invests in Generation Z

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