Recruiting in France Without Posting a Job Ad: Strategies for the Hidden Job Market

In France, a large part of recruitment happens under the radar. While international companies often rely on structured job postings, the French labor market operates differently: recruitment is frequently done through personal networks, referrals, and direct outreach – without publishing a job ad. If you want to hire successfully in France, you need to understand this "hidden market" and adjust your strategy. This article shows how you, as an international employer, can hire discreetly and efficiently in France – without ever posting a job offer.

"In France, recruiting without publishing a job ad is not the exception — it’s common practice

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

According to Resumly, between 50% and 80% of positions are filled through the hidden job market, meaning they are never publicly advertised. In fact, Le Point reported that in 2024, 57% of all new hires in France were made without any published job offer, up from 53% in 2023 and 51% in 2022.

Why do French companies prefer discretion?

• Confidentiality for sensitive roles or upcoming strategic changes.
• Efficiency and speed: A typical job ad attracts over 90 applicants (SmartRecruiters), requiring time-consuming selection.
• Relationship-driven culture: In France, personal recommendations and trust play a major role, especially in SMEs.

French public employment agency Pôle Emploi confirms that many hires are made through spontaneous applications, referrals, and direct outreach, rather than formal ads. For German employers, it’s essential to embrace these informal dynamics to tap into top talent — without depending on job boards.

France’s hidden job market thrives on alternative and informal recruitment methods. First, spontaneous applications play a major role. According to APEC, over 25% of unsolicited applications result in a job interview — a high rate by European standards.

Secondly, network-based hiring and referrals are core practices. A study by Université Paris-Saclay shows that over 40% of French companies use networks to recruit, especially alumni networks from elite institutions like HEC, Sciences Po, or École Polytechnique.

Tools like LinkedIn and Viadeo are widely used for direct sourcing, and French recruiters increasingly hire through headhunting firms like Eurojob Consulting or Connexion-Emploi, which specialize in discreet executive search.

Finally, Resumly confirms that up to 80% of hires in France may come from informal or hidden channels, making it vital to think beyond ads.

In France, networking is not optional — it is essential. Studies by INSEE show that up to 50% of hires are made via networks — including former colleagues, friends, alumni, or internal referrals. In certain sectors like consulting or tech, this figure is even higher.

Top-tier schools like HEC Paris, Sciences Po, and École Polytechnique have powerful alumni networks, often functioning as closed hiring ecosystems. Recruiters also use platforms like Welcome to the Jungle or groups like “Jobs à Paris” on Facebook to access local talent pools.

Business organizations such as MEDEF and the CCI France Allemagne offer valuable access to French professional circles.

German companies recruiting in France must leverage existing and new networks. Without them, they risk missing out on top candidates who never appear on public platforms.

"Recruiting discreetly in France offers several strategic advantages for international firms."

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

• Access to passive talent: Many high-potential professionals are not actively job hunting. According to Remofirst, French candidates are valued by German employers for their technical skills, adaptability, and bilingual capabilities.

• Cost and time savings: Avoiding job ads means avoiding 90+ applications per post (SmartRecruiters), reducing administrative load.

• Discretion for strategic roles: Companies like Air Liquide and Bosch France use silent recruitment methods for sensitive or strategic hires, avoiding unwanted market signals.

• Cultural advantage: Bilingual or bicultural hires support smoother operations in cross-border teams. As IAB points out, cross-border hiring is a key success factor in French-German economic cooperation.

• Boost to employer branding: Quiet recruiting and referral-based hiring signal exclusivity and professionalism, improving your reputation in France’s competitive talent market.

How can German companies succeed in discreet recruitment in France? Here are five tested strategies:

1. Master LinkedIn
Optimize your LinkedIn company page and recruiter profiles in French. Recruitee recommends using clear titles (e.g., "Franco-German Talent Recruiter") and sharing posts that reflect your values and culture.

2. Personalize your outreach
Write tailored messages in French that explain your offer and why the candidate fits. Eurojob Consulting emphasizes cultural nuances: polite, clear, and non-aggressive communication is key.

3. Use referrals (cooptation)
Welcome to the Jungle highlights that fewer than 30% of firms fully utilize internal referrals. A small bonus system or recognition campaign can activate this powerful channel.

4. Explore alternative platforms and events
Use Welcome to the Jungle, Facebook groups, and events like the Forum Emploi Franco-Allemand to identify talent through non-traditional channels.

5. Work with specialized recruitment partners
For bilingual or niche roles, agencies like Connexion-Emploi or Eurojob Consulting can help source qualified candidates discreetly.

Learn more:

• These are the new recruiting trends in France
• Recruitment in France and Germany: 7 best practices to avoid losing candidates along the way
• Recruiting on social media in France and Germany: Top 5 mistakes

Jérôme Lecot