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Employer branding Professional mobility Prepare your mobility Company solutions

The French Tech visa: an opportunity for foreign talent

The French Tech Visa: an opportunity for talent from around the world

  • Lauren Pinel

Regularly cited as a driver of employment, is the start-up ecosystem really recruiting? The emblematic French Tech, whose the scoreboard shows 18,000 companies employing 353,000 people, indicates that employment within start-ups represents a 1.8% share of French private salaried employment. In a phase of strong growth, the development of these companies involves international expansion and a significant need to welcome and integrate new international employees.

What type of visas are required to enter France?

♦ The easiest way: the French Tech visa

The French Tech visa is a simplified procedure for investors, founders and employees of non-European startups who want to settle in France.

Its main advantages: the visa is available for the spouse and dependent minor children. Moreover, this visa is valid for four years and renewable. Finally, diplomas are not taken into account for certain categories.

For the host company

The company must take the necessary steps to be an innovative company, and therefore be eligible for the French Tech visa:

  1. The company must be registered in France and have a SIRET number 
  2. It must have; one of the following: the status of "Young Innovative Company (YIC)", specific public funding for innovation, been supported by a French or foreign VC, been incubated / accelerated in France or abroad. Finally, it can be part of the current promotion of the Pass French Tech
  3. Apply online, for a processing fee of €324, and then pay a fee once the visa has been validated.

For the applicant

  • If the applicant is an employee : He/she will need an employment contract of at least three months with a French company eligible for the French Tech visa, as well as a gross annual salary of at least twice the minimum wage. Once the contract is signed with the employer, the company will provide the applicant with a certificate. This certificate will enable the applicant to apply for a long-stay visa (three months before arrival in France) and then a residence permit. Supporting documents will be requested, and the total cost of the visa and residence permit is €368.
  • If a founder : He or she will need official admission to one of the incubators, accelerators of the French Tech visa. They will also need financial resources or a gross annual salary corresponding to at least one year's salary at the minimum wage. It will then be necessary to apply for a long-stay visa at the embassy or consulate no earlier than three months before arrival in France. The founder can then obtain a residence permit.
  • If it is an investor: Once selected, the partner will send a letter from the DGE certifying that the company is an innovative enterprise. It will then be necessary to apply for a long-stay visa at the embassy or consulate three months before arrival in France. The local prefecture will then issue a residence permit. This allows you to live and work in France for 4 years, renewable. 

In these three cases, the applicant's family In these three cases, the applicant's family (spouse and dependent minor children) benefit from a simplified "accompanying family" procedure. The spouse automatically obtains the "Passeport Talent - famille" residence permit. Dependent children under the age of 18 do not need a residence permit. However, the applicant must obtain a "minor foreigner" circulation document.

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A visa is not enough for a successful settlement

  • Permanent accommodation: it is not always easy for a foreign employee to present a joint and several guarantee to obtain rented accommodation. Don't panic, solutions exist and our Ambassadors can set them up directly with your employees.
  • Social security: Allow about half a day for all the players to set up and complete the formalities for registration with the CPAM. The aim is to obtain a social security number, the key to health care in France!
  • The treating doctor:Finding a doctor who is willing to take on a new patient is often complex. If the doctor has to be English-speaking, it can sometimes be a real challenge. Our ambassadors are trained to explain how the French health system works. They use their local knowledge to find solutions.
  • The driving licence : Reciprocity agreement, online procedure and very, very long processing time...the exchange of driving licences is one of the most dreaded procedures for our employed newcomers...With method and anticipation (before leaving) we always end up getting the elements!
  • Opening a French bank account: Obligatory to rent an accommodation or to make certain administrative steps, the opening of a bank account is prepared even before the arrival of the employee. Debit card, credit card, cash payment, deferred payment, international transfers... opening a bank account can now be done online in a few minutes. However, you will have to take into account cultural differences, but also find an English-speaking bank contact. This will be a much better option in the long run!

To sum up, the person accompanying a new expatriate employee on French soil must take care of a few essential steps to integrate the newcomer in France. From health care to transportation, including banking procedures, the person accompanying the employee (HR or ambassador) must take care of several aspects of the installation so that it goes smoothly. Once the administrative part has been organised, do not forget the integration part: French lessons, spouse's job, children's schooling...

Let's recap...

Our Ambassadors are the local reference for your employees, guiding and accompanying them at every stage: informing, advising, explaining, helping to gather the right documents, establishing a step-by-step plan that you can follow on our platform, reassuring, reminding... they will be at their side to apply for their French Tech visa. A precious help for all the newcomers on the French territory.

Switch-Up offers you a complete and quality service. We enable new employees to settle in peacefully near their place of work thanks to our local ambassadors. They are experts in welcoming, settling in and integrating new employees.

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Professional mobility Preparing your mobility

Moving with your children: our advice

Moving with your children: our advice

  • Gabrielle Rodier

According to an Opinionway survey conducted in March 2017, 82% of French people find moving house stressful. Indeed, it disrupts habits and always brings its own set of unforeseen events to deal with... especially when you move with your children! It's not always easy to get them to understand why you're moving, and to get them to accept it. Switch Up gives you some advice to help you get through this not always easy time.

Switch Up's 6 tips

♦ Inform and explain

Inform your children as soon as possible of your future move, and explain why it is necessary. It's important to be honest with them: their life will change too! Don't underestimate your child's ability to understand, even if you have to adapt to their age.

♦ Reassurance

Take the time tolisten to his fears, and respond to them. Is he afraid of losing his friends? Tell him that you will write to them, exchange photos, and that they will be able to come home on holiday. Tell him about the positive aspects of his new life: a bigger house, a room all to himself, a garden to play outside... things will change, but for the better!

♦ Reading books

There are books in children's literature about moving house that can help your child. They play down questions that your child may have, but also deal with aspects that you may not have thought of and that are likely to affect them. There are books for all ages and they can help you find the right words to talk to your child.

All Children's books

♦ Introduce him to the city

Moving to an unfamiliar city is always frightening, so if you can, introduce your child to the new place before the move. Introduce him to the neighbourhood, the school, the park... Making this new place a known place is a big step forward. If you are not yet familiar with the place, you can take one of our ambassadors on a tour. It is always easier to know the parks, walks, activities and to have the opinion of a parent with children in the same age group.

♦ Associate it with the big change

Moving house means packing boxes, so let him do it with you! He will be able to sort through his games, but don't force him to throw away too much: he should be able to keep a familiar environment. Write his name on his boxes with him to reassure him that he will soon find his things in his new room. It can also be useful to involve him in part of the moving day.

This will make the change real: there is no turning back, the old house is empty... let's go and set up the new one! However, if he is too small to participate, try to leave him in your care for part of the day: if he is in your pasta, this may create additional stress for everyone.

♦ Allow him to socialise

A change of address often means losing friends, but it is also an opportunity to make new ones. Enrol your child in school, in sports, take him to the park or the swimming pool... in short, in all the places where he can meet other children. However, don't cut ties with his old friends abruptly: the change will come naturally, gently. Going to meet children his own age is also an excellent way for you to start creating a new circle of acquaintances.

Go back to your old house! For him and for you, this house will always be full of memories, even after the move. Don't hesitate to return from time to time!

Moving with children?

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Three ages are particularly sensitive 

7, 13 and 18 are the most sensitive ages for a move.

♦ What happens to the little ones?

Younger children are reassuredby the stability of a preservedfamily unit. The external environment, the house or the school may change, but as long as the family organisation and siblings are preserved, the child feels comforted by his or her main emotional source. They are more likely to be affected by the lack of availability of their parent, who is busy with preparations, than by the change in their living environment. Some changes in their direct environment, such as their room or food, may nevertheless disturb them. Finding familiar objects such as cuddly toys and games reassures them. It is therefore important to try to maintain family routines as much as possible, as these have a reassuring effect on the youngest children.

From a psychological point of view, when the move does not go well, sleep, eating and behavioural problems may appear, with an increase in angry, anxious or sad behaviour. Regression in toilet training or language acquisition may also occur. Initially, the child needs to be reassured and special time is required, as well as patience so that new habits can be established.

♦ The critical age of 7

According to a recent Cambridge University study by Katie Mace, age 7 is a particularly sensitive age. School-age children, from 5 to 10 years old, are moving away from the family cocoon to invest in the world. They are mainly mobilised by the development of social bonds, by the discovery of the world around them and by the acquisition of new knowledge. They will be greatly affected by the loss of their loved ones and by the transformation of their living environment. Changing schools and playmates, changing languages, and changing social rules is particularly anxiety-provoking. Highlighting the benefits of expatriation can help them to accept the positive aspects. They also need to feel that they are an active part of the project: do not hesitate to ask them how they wish to participate in this adventure!

The signs of ill-being to be monitored concern social relations (withdrawal, fear of reaching out to others), behaviour (gloominess, lack of energy, mutism, lack of interest, anger, opposition). It can also be school investment (rejection of school, drop in grades, integration difficulties), and psychosomatic disorders (fatigue, pain, migraines, sleep disorders, anxiety). Psychological support to help the transition may sometimes be necessary.

♦ The turning point of 13 years

Adolescence is a phase of change and questioning in normal times, and geographical mobility adds to this already busy period!

The change is not only that of self in relation to self but also self in relation to others. Just as they were investing in their social network in order to detach themselves from their parents, a move makes them lose both their place in the community and their autonomy. The question then becomes: "How do I know who I am when not only my body, my thoughts, but also my world changes?

Psychologically, the signs of difficulties are on a narcissistic level (loss of self-confidence, doubts about personal value, inhibition, social withdrawal), behavioural (aggressive attitude, marginalisation, opposition, mood swings, emotionality). Unfortunately, there is a risk of significant suffering, more or less hidden, which can lead to risky behaviour or depressive states if support is not found in time.

♦ Early emancipation at 18

The pursuit of education sometimes leads to international separations. These young adults who go abroad to study not only leave the family nest at a very early age, but also have to deal with more or less significant socio-cultural changes, a great sense of responsibility, early independence and a relative maturity, which may cause them some difficulties in adapting

It's clear: between the "that's the way it is" and the twenty-five sessions with the child therapist to cushion a possible shock, there is a middle ground. The questions of the little ones will be echoed by the older ones, the wording is just a little different.

A little time with each one, to clear the ground and even if you have doubts about your psychological talents, it is essential to prepare these changes as a family and to remain united...One of the keys to success is to succeed in working as a team together!

Getting support for your move

Are you afraid that you won't be able to manage everything on your own? You don't know your new city and don't know how to make it attractive for your children?Call on our ambassadors! They can help you discover the city, find the house of your dreams, carry out the administrative procedures... but also prepare the arrival of your children ! They can help you choose a school, a gym or a swimming club. They can even do the legwork for you! In this way, your children will be able to arrive in the best possible conditions... and so will you! To find out more, contact us or visit www.switch-up.fr

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Professional mobility Nantes Preparing your mobility Territories

Attracting Parisian talent: leaving Paris for the provinces

Experts' views: Attracting Parisian talent, leaving Paris for the provinces

  • Gabrielle Rodier

This episode of Expert Talk is designed to help your company attract Parisian talent so that you can stand out in the 'war for talent'.

60% of Parisian executives say they are ready to leave Paris to live in the provinces. At the same time, the recruitment of executives is proving to be a real challenge. In fact, in a labour market that is almost at full employment, companies are competing with each other. So what solutions can HR rely on to highlight their added value? 

With the will to be pragmatic and to stick as close as possible to reality, Benjamin Casseron (from EXTERNATIC) brings us a new look at recruitment in a market under pressure. 

3 tips for attracting Parisian talent to the provinces:

♦ TIP #1

When recruiting, following an initial video conference interview, it may be worthwhile to offer the candidate a face-to-face interview . This should preferably take place at the beginning or end of the week to allow the candidate to visit the city with their family at the weekend.

The company can also add a tab to its job section . This tab will contain information about the city, its heritage or cultural activities to help the candidate make a decision.

♦ TIP #2

Make sure that the candidate has already researched the city for him or herself and for the family. There is sometimes a long way to go between wanting to move and actually doing it. Leaving Paris for another provincial city can be difficult.

In this respect, a complementary telephone interview with a local person capable of answering the various questions of the candidate can facilitate the process and remove certain obstacles.

♦ TIP #3

Remember to prepare a sales pitch with supporting figures to answer the question of the wage gap between Paris and the provinces. 

For Nantes, the gap is nearly 30%.

Benjamin Casseron│EXTERNATIC

This gap is of course modulated according to the sector and the size of the company. Explaining the differences in costs will help the candidate to better understand and accept this difference. The real estate market is more affordable and it is easy to spend weekends by the sea or in the mountains.

Switch-Up's advice

From the recruitment process to the acclimatisation of the employee and his/her family, Switch Up offers complete and individualised solutions. The employee will be able to choose an ambassador to accompany him or her and inform him or her about his or her new home. Leaving Paris and moving to the provinces is the case for many of the mobile people we support.

Switch Up Ambassadors are inhabitants of the host territory. They are selected for their ability to listen and their expertise in certain fields. They know the particularities of the different neighbourhoods of a city, expatriation, the associative fabric or local schooling solutions etc. In addition, they speak several languages. This creates a real relationship of proximity in a climate of trust. During the recruitment process, the ambassadors can answer all the questions that candidates may have, in a neutral manner.

Many of the additional services available on www.switch-up.fr can be very popular with talented Parisians and their families. For example, they can help families to find a choice of childcare for their youngest children.

The Onboarding process extends outside the company and involves the employee and his or her family members. Thus, the new employee will be integrated into a new professional team but also into a new territory.

Want to know more about Onboarding?

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Employer branding Professional mobility Preparing your mobility Accompanied testimony

The different types of internal mobility.

The different types of mobility

  • Gabrielle Rodier

There is no single type of internal mobility. Horizontal, vertical, geographical, suffered, voluntary... The theme of mobility is rich and can be seen as a multiple entry table. There is not just one mobility policy to be put in place, but different policies to be implemented depending on the company, the context and the issue at stake.  

There are different types of internal mobility, depending on the path taken by the employee from one position to another.

You should therefore consider what kind of mobility you want to encourage, but also how much emphasis you should give to your internal mobility policy. These decisions may vary, among other things, according to the size and structure of your company and its strategic objectives.

The different types of mobility

There are several types of mobility, and the challenges and support arrangements are not the same for each of them.

The types of mobility we will see may, in addition, overlap with each other, which makes their implementation and support even more complex.

♦ Transverse, horizontal or vertical mobility

Transversal or horizontal mobility is characterised by a change of job at the same hierarchical level.

For example, an employee moves from a position as Human Resources Manager in one group entity to an identical position as Human Resources Manager in another group company. Another example: an employee moves from a Communication Manager position to a Marketing Manager position. This employee is still a manager (same hierarchical level), but in a different position.

This is a promotion. It can be within the own team or in another part of the company. It may be accompanied by a salary increase.

For example, an HR manager can become an HR director.

If a legal manager becomes HR director, the mobility is both horizontal (from lawyer to HR) and vertical (from manager to director).

♦ Geographical mobility

An employee may wish to move closer to a company location. They may wish to move to another city or country to gain international experience. This may be at a job level equivalent to the position they are currently in, but also as part of a promotion.

♦ Voluntary or forced mobility
♦ The loan of employees

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Professional mobility Nantes Preparing your mobility Accompanied testimony

Nantes République is a great place to live.

Nantes République - a district where life is good.

  • Martine Luriot

Having arrived in Nantes from Lille with 4 children, I know how necessary it is to be guided through the different neighbourhoods in order to make a choice of accommodation that corresponds well to one's lifestyle and needs.

Since then, I have been a Switch Up ambassador, and in order to advise our clients, I take an interest in the future of Nantes, in new projects and living spaces that can welcome newcomers. The number of newcomers is increasing, which is putting pressure on the property market. 

Fortunately, however, new neighbourhoods are emerging that are well thought out for maximum living comfort. This is the case of the new République district

Nantes, a tailor-made city that is inventing itself.

It is a perimeter located between the Boulevard de l'Estuaire to the north and the future university hospital to the south, covering approximately 20 hectares. To design it, citizen consultation workshops were held and they formulated recommendations that the urban planners and landscape designers took up.

♦ 5 major concerns were expressed:
  • A breathable neighbourhood with space and light
  • A neighbourhood with a strong mix of people and generations 
  • A green district, nature in the city, green spaces, walks
  • A lively and dynamic neighbourhood with cultural, sports and leisure activities
  • Smooth and safe traffic 

Neighbourhood relations and shared spaces as the basis of the architectural project.

The urban design teams have submitted their project, which gives pride of place to nature in the city.

From a landscape point of view, nature has been integrated into all the interstices, creating an atmosphere conducive to well-being, neighbourhood life and exchanges between neighbours: playgrounds, sports areas, shared gardens, a large lawn, etc. A whole series of pathways encourage walking and cycling. 

Efficient public transport will link the centre, the station and other districts of Nantes: two new tramway lines are planned, in addition to the existing Chronobus C5.

Mutualisation is encouraged: parking, laundry, vegetable gardens, heating and hot water production with more than 85% renewable energy, electricity with photovoltaic production, etc.

Approximately 2,000 homes will be built, 55% of which will be social and affordable, encouraging everyone - and particularly families - to settle in the city centre. 

75,000m² of service sector buildings, as well as 25,000m² of ground floor retail space, will allow for the development of approximately 4,000 new jobs in this new district.

Close to the city centre and nature.

All this makes it a very attractive place to live on paper, with a clear desire on the part of the decision-makers to move towards participative, sustainable approaches, geared towards the well-being of the inhabitants.

The urbanisation of this new area will be developed over the next 10 years and the first construction sites will be delivered in 2020 with the 5Ponts and O-Slowoperations.

Achievements to watch closely!

The Switch Up advisors, well aware of the advantages of the different districts of Nantes, will advise you on the suitability of the district for your needs.

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La Roche sur Yon Professional mobility Preparing your mobility Accompanied testimony

Is it really a good idea to move to your holiday destination?

Choosing to move to your holiday destination: Is it really a good idea?

  • Marie Tertrais

Who hasn't dreamed of leaving their holiday destination at the end of August and moving there permanently? But when the dream becomes reality and a transfer or a new job allows us to live at our holiday destination, is it really a good idea?

Living in a coastal department, the Vendée, and accompanying many people in their change of life, I very often have questions and legitimate fears from future arrivals about their choice of address.

Les Sables d'Olonne, a large city on the ocean, attracts even those who go to work in La Roche sur Yon, the main town of the department, located about 30 km away.

Who hasn't dreamt of the sea as a garden?

After this cliché, I take the time with my future arrivals to weigh up the pros and cons of moving to the seaside and to understand their true aspirations. The list of positives: the sea, the walks, the water sports, the calm, the port and also the disadvantages: the more expensive rents, a smaller property, the scarcity of properties rented all year round, the obligation to travel by car to go to work, the very quiet side of a coastal town in winter, the traffic and parking difficulties in summer, an older population. Once all these criteria have been met and a dialogue has been held with the newcomer and his family, the choice is made calmly and naturally.

As a rule, reason prevails and most people move to La Roche-sur-Yon, knowing that the seaside is only 30 minutes away. However, sea lovers such as sailing or surfing enthusiasts often take the plunge .... Their passion outweighs the inconvenience.

But everyone is different. All horizons are open and the key to success is often a good analysis of the needs of newcomers! 

This article was written by Marie.T, at your service to help you settle in La Roche sur Yon.

I ask for his help
LA ROCHE SUR YON
Categories
Nantes Preparing your mobility Accompanied testimony

From Paris to Nantes - Lise's journey.

From Paris to Nantes, Lise's journey.

  • Martine Luriot

With her husband Pierrick and their two children aged 3 years and 18 months, they lived in a small flat in Montreuil, and it was becoming complicated.

With their respective families based in Mayenne and Maine et Loire, it was towards the West that they focused. A job opportunity arose in Nantes for Pierrick in February. He seized it and Lise asked for a transfer, which she obtained. So it was in Nantes that this little family prepared to live in the spring, with a job opening in May.

Switch Up for a smoother arrival.

"Like many people living in the Paris region, when our children were born we dreamed of a quieter, less stressful life and moving to the provinces became an obvious choice.

This is where Switch Up comes in.

"We had friends in Nantes who spoke very highly of it, and we were getting closer to our families, which was perfect. But we had to find our nest and we also knew that the property market in Nantes was tight. Looking from Paris with work and children was going to be a challenge.

The couple then requests Switch Up's intervention via a Mobilipass* and chooses an ambassador on the platform. The role of the ambassador is to provide them with all the information they need to determine which neighbourhoods are suitable for their situation and to accompany them remotely to find their new home. Switch Up ambassadors know their city well and are in contact with real estate professionals. They are reactive to visit properties, use video to allow clients to see for themselves, build up files and follow up. Once the property is found, they are present during the signing of the lease and the inventory of fixtures.

"We wanted a spacious house, so that each child would have his or her own room, and we would be able to get to our place of work quickly. We dreamed of a house with a small garden.

A set of specifications is drawn up with the ambassador, the file is compiled and submitted on the secure platform, and the search can begin.

Everything was on track by the beginning of March and the first housing units were offered to them. But the health crisis led to a slowdown or even a halt in the agencies' activities. Notices and removals were suspended. The first visits were cancelled and no more properties were offered: a very stressful period when it was difficult to plan ahead.

We had to wait until May with a timid recovery.

"We arrived in Nantes at the beginning of May with our children and were hosted by friends so that we could start working in our new positions. Then the marathon of visits began, accompanied by our ambassador. Time was running out. After 8 visits, we found our house!

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A new life begins.

The lease was signed, the house was inspected, the energy was switched on, and Lise and her family moved to the St Félix district. The house, located in a dead end street, is large and bright with a small garden, very practical for the children.

"Its proximity to the city centre is a strong point. There is plenty of public transport and we can get to our work very easily. We are lucky to be in a quiet, family-friendly street. I quickly met other mums and was able to set up a shared childcare arrangement for our youngest. The eldest goes to the Villa Maria school near the house. It works out well! We love to go for walks at the weekend along the banks of the Erdre, nature is very close by. But the best thing is that we can go to the seaside very quickly. The children love it. As far as supplies are concerned, we have to change our habits compared to the Paris region with its small shops open late at night and anticipate our shopping for the week. We'll get used to it. Besides, we are close to the Talensac market which is really great for fresh produce.

A successful change of life and a well settled and happy family in Nantes!

Mobilipass is an Action Logement scheme that allows the financing of the costs of a professional mobility service. The latter will help employees of companies with more than 10 employees in professional mobility to find accommodation and to take the various steps. 

Categories
Candidate experience Professional mobility Preparing your mobility Company solutions

Mobility aids

Support for geographical mobility

  • Lauren Pinel

90% of the recruiters questioned (in a study carried out among recruitment agencies) are not aware of mobility aids. However, there are severalthat, for a small effort/cost on your part, will enable you to build a real link with your clients to support them on the subject of employer branding and to build with them a link between the candidate path and the employee experience in the Onboarding period. 

1. How to help mobile applicants?

There are bonuses paid directly to the future employee when it comes to financing a move, whether through the CAF, Pôle emploi or Action Logement. Some bonuses finance family removals, others reward a change of accommodation close to the workplace and others support the recruitment interview phase by financing professional services.

♦ For those seeking accommodation.

Moving to a new life is often frightening, especially when you don't know the area or the price per square metre. Everyone wants to be in the right neighbourhood, not too far from everything and with good access. To achieve this, it is essential to get in touch with local ambassadors.

You can request the help of our local experts to accompany your candidates in their search for accommodation. From the design of the specifications to the start of the accommodation, the service can be financed by Action Logement. A great way to start a good relationship, add a concrete element to your employee experience and improve your Employer Brand at no cost.

♦ For the one coming from abroad.

In addition to a total lack of knowledge of French culture, the language barrier often adds to the difficulties of settling in. And if one imagines that the candidate is not alone in this project, this complicates things further. 

Offer your candidates support solutions at the best price on multiple services (from housing to administrative matters, including the integration of the family on a social and professional/school level). Our platform allows you to apply for aid that may exist on this point at European level (via EURES): language courses or administrative procedures, there is specific aid at European level.

Let's make an appointment!

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Survey of 50 recruitment agencies conducted in August/September 2020:

2. Why set up coaching for its candidates?

The main reason is that it greatly improves their candidate experience, followed by the fact that it makes it easier for you to hunt for candidates further afield, outside the company's employment area. Finally, it allows you to provide additional services to the companies that use your firm's services.

As far as the candidate experience is concerned, accompanying your candidates literally "to the end" of the process by allowing them to be accompanied in their search for accommodation can only strengthen it and make your firm an expert in recruitment, the candidate experience and the on-boarding process.

♦ How can this be done in practice?

Before becoming a Switch Up partner, we suggest you test our solutions.

Switch Up offers you a test phase in order to try the solution for free. It also offers you the benefit of its expertise in assessing the mobility of your candidates through simple and effective methods.

Finally, the Switch Up solution allows you to monitor your candidates on a daily basis from the moment they are installed, so that you can keep in step with your clients and reassure them that their employees are being properly looked after.

Let's make an appointment!

Do you want to support your employees in their mobility?
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