In France we provide Permanent & Contract recruitment solutions across the IT, Finance, Tech, Telecoms, e-Commerce, Engineering & Life Sciences sectors. Check out some of our jobs.
How to hire in France
To learn all the information required to hire in France, check out our recruitment extensive guide in this country.
What the guide covers:
- How to hire long term temporary or contingent workers in France
- How to permanently hire in France
- How to fill limited company contract roles in France
Need help with your hiring in France?
We’ve got a whole range of service options that give you access to our technology and expertise. Here are the other services you can choose from:
We think differently about recruitment
We’re not interested in providing a generic and 360 recruitment process; we excel at every service we offer. This means understanding exactly what hiring managers are looking for from candidates, then turning to our search experts to research where to find talent that fits these needs. It means understanding what each candidate is looking for through detailed screening, so we can secure the right talent for each client. It means working with elite recruiters who are specialists in their fields, so every step of the process is taken care of by an expert.
Whether you are looking for an agency solution, an outsourced support team or a senior appointment, our flexible and specialist recruiters will be there to provide you with exactly what you need. All of our talent solutions are built on what we excel at, so you’ll never be getting anything other than the best services.
Contact us now to get started
We do things differently to deliver better experiences for candidates, hiring managers, interviewers, and recruiters. We reduce time to hire, improve the quality of candidates, provide a high candidate shortlist-to-interview ratio, and fill more roles.
Frequently Asked Questions
We’ve put together the most comprehensive guide out there on how to hire in France to help you navigate the French employment system, from contractual nuances, up to financial implications and immigration considerations.
There is no single universal “CV retention period” for every purpose. The CNIL’s 2026 HR retention framework identifies 5 years from the date the position was filled for certain evidential purposes relating to potential discrimination claims, while a candidate talent pool may generally retain relevant data for up to 2 years from the last contact, subject to the conditions set out by the CNIL. These purposes and storage arrangements should be kept separate.
France’s September 2026 pay-transparency bill proposes that employers will not be able to request information about a candidate’s current or previous remuneration. However, the bill was still before Parliament on 21 September 2026, so employers should distinguish the proposed future rule from the law currently in force.
The EU Pay Transparency Directive provides for applicant information about initial pay or a pay range. France’s transposition was still in legislative process in September 2026. Employers should prepare to disclose ranges, but the exact effective French-law requirements and implementation timetable should be checked before relying on the future regime as if it were already fully enacted.
Questions should relate directly and necessarily to the role and professional capabilities. Questions concerning matters such as health, family circumstances, religion, political opinions, trade-union activity or other protected characteristics should not be used as selection criteria.
Yes. The DPAE must be submitted to URSSAF before the employee starts work or begins the probationary period, no earlier than 8 days before the start date.
The CDI is the normal form of employment. CDD and temporary employment arrangements are available where their statutory conditions are met.
The statutory reference for full-time employment is 35 hours per week, although collective agreements and other lawful working-time arrangements can alter how working time is organised.
Potentially yes. The requirement depends on the candidate’s nationality, residence status and employment route. Employers should verify the candidate’s right to work before the employee starts and follow the applicable immigration procedure.
We can prove that Data and Technology is the Future of Recruitment
The way we recruit is not what you might expect. We’ve rewritten the rulebook and taken a tech-powered, people-first expert approach that finds candidates that are the perfect fit for you.
