How to Hire in France Without Posting a Job Ad

Hiring in France can be a complex challenge, especially for international companies unfamiliar with the local talent market. While job postings may work in some countries, they often prove ineffective in France, where the majority of skilled professionals are not actively looking. In fact, studies suggest that up to 65% of job opportunities in France are never advertised, forming what is known as the hidden job market.

In this environment, companies that rely solely on job boards may miss the most qualified, culturally aligned, and bilingual candidates. By avoiding traditional job ads, you can engage top talent directly**, build stronger relationships from the first interaction, and save time by pre-qualifying candidates more effectively.

This guide outlines how to hire in France without posting an ad, using modern, efficient, and proven methods tailored for international companies — whether you’re opening a subsidiary, expanding a team, or reinforcing your French presence.

"In the French job market, traditional job postings often fall short when it comes to attracting the right talent."

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

There are several reasons for this. First, the competitive landscape — especially in industries like IT, engineering, life sciences, and digital marketing — means that the most qualified candidates are already employed and not actively browsing job boards. According to France Travail, over 45% of recruitments in 2024 were conducted outside of online ads.

Second, job ads can attract large volumes of unqualified applicants, especially when published on mainstream platforms like Indeed or Monster. HR teams may find themselves spending more time filtering than interviewing.

Additionally, French candidates often place high importance on company reputation, corporate culture, and personal recommendations. That’s why many prefer to be contacted directly or recruited through networks of trust rather than replying to anonymous online offers.

For global employers, especially those new to the French market, avoiding job ads can actually be a competitive advantage, allowing you to engage with passive candidates in a more strategic and personal way.

To successfully hire in France without posting a job ad, it's essential to use alternative recruitment channels. One of the most powerful methods is direct outreach, known locally as chasse de tête (headhunting). By targeting profiles via platforms like LinkedIn or Welcome to the Jungle, you can reach professionals who aren’t actively searching but are open to the right opportunity.

Another important channel is the use of industry-specific events, such as VivaTech for startups and tech talent, or career fairs at French grandes écoles like HEC Paris or CentraleSupélec. These provide direct access to highly educated, multilingual candidates.

Additionally, professional communities, alumni networks, and Slack or Discord groups focused on specific fields (e.g., product management, data science) are often more efficient than public job platforms. These spaces foster trust-based relationships, which are crucial in the French job market.

Finally, don’t underestimate the power of your company’s own network — internal referrals, partnerships with French universities, or leveraging French employees as brand ambassadors can significantly boost your hiring success.

One of the smartest ways to navigate the French recruitment landscape is by partnering with local experts.

"Specialized recruitment agencies and executive search firms in France understand the nuances of the market, including legal considerations, salary expectations, and cultural subtleties."

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

These partners can provide access to vetted candidates in your target industry or region, without ever needing to post an ad.

For instance, firms like PageGroup or boutique agencies such as Urban Linker specialize in passive candidate sourcing. They help you approach profiles directly, ensuring the message and value proposition are tailored to French professionals' expectations.

Moreover, international companies can benefit from working with binational chambers of commerce, such as the French-American Chamber of Commerce or the Franco-German Chamber of Commerce, which often offer recruitment support and access to prequalified bilingual talent.

By investing in recruitment partnerships, you reduce time-to-hire, enhance your employer branding, and make hiring in France more predictable and scalable — without relying on public job boards.

In France, personal connections and referrals are a vital part of the hiring process. Many jobs are filled via word-of-mouth or through internal recommendations, which carry more trust than anonymous online ads. Building and maintaining a network of contacts in your sector can therefore be one of your most powerful recruiting assets.

International companies should encourage employee referral programs, especially among local staff. These programs are often successful because employees understand the culture fit required and are motivated to recommend strong candidates from their network.

Another strategic approach is to get involved in local professional associations, such as Syntec Numérique in tech, or participate in chambers of commerce events and business clubs. These circles offer visibility among French professionals and often lead to organic hiring opportunities.

Startups, in particular, benefit from being part of incubators like Station F, where recruitment often happens via community knowledge-sharing rather than formal ads. In such environments, reputation and presence matter more than job board visibility.

LinkedIn is widely used in France, especially in urban centers like Paris, Lyon, and Bordeaux, with over 25 million users in the country. For international companies, it’s the ideal platform to target French professionals directly. Instead of posting a job, focus on active sourcing using LinkedIn Recruiter or even basic search functions.

The key is to send personalized outreach messages, ideally in French, highlighting why your company and project are unique. Include specific references to the candidate’s background or recent work. Authenticity and clarity go much further in France than flashy language or aggressive selling.

In addition, optimize your LinkedIn Company Page with French-language content that reflects your values, culture, and mission. Showcase employee testimonials, videos of your French team, and your local activities to attract passive candidates.

Lastly, consider creating thought leadership content in French, such as articles or LinkedIn Lives, to raise your visibility. This can position your company as a serious and engaging employer, even without posting a single job ad.

Learn more:

• 10 Tips to Craft Effective Outreach Messages for German Candidates
• Hiring in Germany: Does Your Compensation Policy Meet Local Standards?
• How to Hire in Germany Without Relying on LinkedIn or Job Boards

Olivier