02 · The situation
You pay a search firm to find candidates who are often already sitting in your files.
A search firm usually charges between 15 and 30% of the recruited candidate's gross annual salary, so a single executive on €60,000 can mean €15,000 in fees, and ten hires at that level add up to the cost of a full-time position. Meanwhile, it still takes 12 weeks on average to hire an executive in France, and more than one company in two reports having struggled with at least one executive hire during the year. The paradox is that half of all large companies already have recruitment software: the tool is there, but it sits empty, poorly configured, and ends up serving as a filing cabinet rather than an engine.
- 15 to 30%
- of gross annual salary: a search firm's fee; most charge between 18 and 25%
- Licorne Society, Leonar
- €15,000 excl. VAT
- Fees for an executive on €60k charged at 25%
- Licorne Society
- 12 weeks
- Average time to hire an executive in France
- Apec, via Culture RH
- 54%
- Companies that struggled with at least one executive hire in 2024
- Apec, via Culture RH
- 50%
- Large companies equipped with an ATS or HRIS in 2024 (+12 pts vs 2021)
- Apec, via Culture RH
03 · Community
A talent community that grows with every hire.
Every hire enriches a talent pool that belongs to the group and is shared across subsidiaries. Candidates stay in touch with you instead of being forgotten after a rejection. Yesterday's candidates become tomorrow's hires, with no advertising or search-firm fees.
Discover the community- 01
Candidates
They stay in touch with you, even after a rejection.
- 02
Managers
Followed like internal clients: brief, shortlist, progress reviews.
- 03
Teams
Affinity with the candidate counts from the start.
- 04
Subsidiaries
One talent pool, shared by every company in the group.
04 · The 6 key benefits
Cut external recruitment costs by 30% while offering a unique experience to candidates and managers.
This is not just another piece of software, it is a complete solution: a tool trained in recruitment using the method of an international executive search firm.
A careers site that attracts
Your employer brand tailored for each company in the group, and job offers published in one click on every channel. The result: more direct applications, less dependence on search firms.See detailsMatching that makes the most of your talent pool
For every role, profiles you already know come up first. Yesterday's candidates become tomorrow's hires, with no advertising or search-firm fees.See detailsA candidate community that keeps growing
Every hire enriches a talent pool that belongs to the group and is shared across subsidiaries. Candidates stay in touch with you instead of being forgotten after a rejection.See detailsSearch-firm-standard assessment
A structured grid shared by all recruiters and managers, two-way assessment and a visual summary to decide objectively. This is where market ATSs stay superficial.See detailsAffinity, beyond skills
Compatibility between the candidate, the manager and the team is taken into account from the start. Hires that last, because the relationship works. No competitor offers this pillar.See detailsOnboarding that secures the hire
Integration prepared before arrival and a monitored probation period. Fewer failures, so fewer hires to redo.See details
05 · The difference
Others install software for you. We deliver a tool that is already trained.
Off-the-shelf software arrives blank and generic, identical for a bank, a restaurant chain or an automotive supplier, and waits for your already overstretched teams to fill it and bring it to life. Our approach is the opposite: before your very first day of use, our recruiters have loaded your job framework, your assessment grids, your approval workflows and your candidate history into the platform, so the tool knows what makes an employee succeed in your company, not just anywhere.
What sets you apart from the market
- 01
A method, not just a tool: 20 years of headhunting expertise built into every step, where vendors just sell software.
- 02
The manager treated as an internal client: mission follow-up as in a search firm, with brief, shortlist and progress reviews.
- 03
Designed for multi-company groups: several subsidiaries, several countries, one consolidated view.
- 04
All sectors, from industry to services.
- 05
Clear per-user pricing, against competitors who publish no prices.
- 06
Human support from recruiters, not just technical support.
06 · The method
Four steps, one result.
- 01
We analyse your hires over the last two years, role by role and source by source, to put a precise figure on what they cost you and identify those that could have been filled without an intermediary.
- 02
Our recruiters configure your roles, criteria and workflows, then draw on your past decisions, so that every new role immediately brings up the most relevant profiles from your talent pool.
- 03
Recruiters and managers learn to run a structured interview, assess against shared criteria and decide quickly, because a good tool in untrained hands never produces lasting savings.
- 04
Every month, a dashboard compares what you spent with what you would have paid a search firm, and our experts adjust with you the criteria that need it.
07 · Employer brand and managers
A brand that attracts, managers who know how to recruit.
Hiring more easily depends on two things software does not address: the image you project to candidates, and the role your managers play in recruitment. We work on both, from day one.
Employer brand
Every company in the group becomes an employer people want to join.
- 01
A careers site for each company
Your roles, sites and teams presented in your colours, in the words of the people who work there, with job offers published in one click on every channel.
- 02
A reply for every candidate
Acknowledgement of receipt, news at every stage, interview slots offered in a few clicks: every candidate keeps a good image of you, hired or not.
- 03
Candidates who stay
Those who are not selected join the group's community and come back when a role suits them. Your reputation is also built on rejections handled well.
- 04
Managers who embody the brand
In an interview, the manager is the first face of the company. Once trained, they present the role accurately and make people want to join their team.
The managers
The manager is no longer just a client of recruitment, but an active part of it.
- 01
Kick-off brief, annotated shortlist, progress reviews and two-click approval on mobile: the manager follows their hire as a search-firm client would, without chasing information.
- 02
We help them describe the missions and expected results rather than a list of degrees, and separate the essential from the desirable. A well-expressed need means better-targeted candidates and fewer back-and-forths.
- 03
Structured interviews, a shared grid, attention to transferable skills and potential: the manager assesses the person, not just the CV, and spots profiles they would otherwise have ruled out.
- 04
Before opening a role, they ask the right questions: replace like for like, help someone grow internally, draw on another subsidiary in the group? Hiring becomes an organisational decision, not just a replacement.
- 05
Describing a team, running an interview, giving clear feedback: what they learn by recruiting then serves them every day, in annual reviews as in leading their team.
08 · Performance tracking
One indicator that really counts: what you have saved.
Your dashboard shows cost per hire by entity, channel and manager, the time taken at each stage so you can instantly see what is holding things up, and above all the amount saved each month compared with the fees you would have paid to search firms, so that your finance department sees the value as clearly as your HR department.
How much would you save next year?
Enter your number of hires per year and what you currently pay search firms: in two minutes, our simulator shows you the achievable savings, role by role, and an expert calls you back to confirm them on your real data.