Agnès Dorisca at Aviv Group: It’s All About Attracting Talent

When Agnès Dorisca was studying history at university, she never imagined she would one day be responsible for recruiting tech and product talent for a European group. After several professional experiences, she joined SeLoger as a sales assistant. There, she discovered a company attentive to its employees and with a strong tech foundation, sparking a career of continuous growth.

When Unconventional Career Paths Are Not So Unconventional

A Group That Nurtures Its Employees

During my first experience as a sales assistant, I had the opportunity to take on more technical responsibilities when my manager went on maternity leave. This included tasks related to the company’s CRM system, which I had previously used without fully understanding its capabilities. I organized and led training sessions on the CRM for new sales representatives. This was my first exposure to technical tools, and my manager recognized my aptitude for tech and my enthusiasm for teaching and learning.

This experience helped me reflect on what I truly enjoyed, leading me to pursue further studies in human resources. Developing employees is deeply embedded in the company’s culture, and we have many success stories. For example, people who started as software engineers or product managers have grown to become directors overseeing entire departments. We aim to help employees climb the ladder while guiding them towards roles aligned with their professional interests.

With my HR degree in hand, I decided to rejoin SeLoger for two main reasons. First, I had a genuinely positive experience during my previous time there—from my onboarding to the introduction sessions, meeting the directors, and the overall culture. Second, during my HR apprenticeship at a recruitment firm, I specialized in tech profiles, confirming my passion for this field.

The Joy of Learning

What I love about tech and product talent acquisition is the continuous learning. The tech industry is vast and constantly evolving, with new technologies and roles emerging every year. I learn from both colleagues and candidates. It’s an exciting, ever-changing environment that requires curiosity.

Tech and product talent acquisition involves close collaboration with managers to identify their needs, create job descriptions, optimize recruitment processes, and select candidates. I maintain communication with managers throughout the process—from defining the recruitment strategy to selecting the right candidate. Building trust and understanding their needs is crucial.

To find the right candidates, I establish sourcing strategies, identify effective channels, and post job ads on the most relevant platforms. The process always begins with an HR meeting to evaluate whether the candidate’s profile aligns with the job requirements and company values. Then, we arrange a meeting with the manager to ensure the candidate fits the team’s needs and business vision. A crucial step is the technical test, conducted live or remotely, to validate the candidate’s technical skills. Throughout, our goal is to ensure the best candidate experience.

An Inclusive Group from the Inside Out

Building an Inclusive Employer Brand

We also work to develop our employer brand by launching campaigns and forming partnerships that promote our company culture and attract diverse talent. We often give employees a platform to share their experiences and expertise, whether through workshops, meetups, or video testimonials. They are our best ambassadors.

Focusing on our employer brand allows us to recruit diverse profiles, which is essential for achieving our OKRs and driving innovation. Our team includes individuals from prestigious schools as well as those who have successfully transitioned into tech from other fields. For instance, I had the chance to hire an intern who transitioned from a communications role to front-end development. After six months, she secured a permanent position with us.

We don’t hire women just for the sake of hiring women but because we believe diversity within our teams is essential to serving the diversity of our customers. While we focus on talent, skills, and values, we also make an effort to source candidates from diverse platforms like 50inTech, reaching those who might not use traditional job channels. We’ve also adapted our job postings and language to be more inclusive.

Additionally, we partner with organizations like DesCodeuses to support women transitioning into tech roles. For example, we’ve offered them training on agile coaching and provided opportunities to engage with our tech and product teams. One success story involved recruiting a DesCodeuse as a front-end developer intern for six months. We’re looking to replicate this initiative because it works. Currently, 30% of our tech and product team members are women, representing almost every role within the department.

A European Approach

Aviv Group is the result of multiple acquisitions in recent years. We’re pursuing an ambitious goal with teams in France, Germany, and Belgium: to become the leading marketplace in Europe. I recruit for all three countries, which has significantly influenced my recruitment methods.

It’s a multicultural environment where English is the primary language, reflecting the group’s diversity and international reach.