Recruitment and HR resources

A CDD is appropriate when the need is genuinely temporary, such as a seasonal peak or replacing an absent employee, and requires a valid stated reason. For flexible short assignments where you would rather not manage the paperwork, an intérim arrangement through a staffing partner is often simpler. If the need is ongoing, a CDI is the safer and usually cheaper long-term choice.

For line staff with a clear job description and a warm candidate pool, two to four weeks from posting to first day is achievable. Manager and cadre roles typically take four to eight weeks because of longer notice periods and more interview rounds. Delays most often come from unclear briefs, slow decisions, or notice periods the employer forgot to factor in.

A recruitment agency finds candidates and hands them over; the employment relationship stays with you. HR outsourcing goes further and can cover ongoing tasks such as payroll, contract administration, onboarding and compliance. Many employers combine both: outsourced recruitment to fill roles quickly and outsourced HR admin to keep the paperwork correct.

They cover the core steps most employers need, but your obligations also depend on your sector's collective agreement, company size and specific role. Treat the checklists as a practical starting point rather than legal advice, and confirm details against your convention collective. If in doubt, ask us to review your process.

No. The DPAE must be filed with URSSAF before the employee begins work, and starting someone without it exposes you to significant penalties. In practice, file it as soon as the start date and identity details are confirmed, and always before the first hour worked.

Yes. We can handle sourcing, screening and interviewing, prepare compliant contracts, and manage onboarding steps such as the DPAE and medical visit scheduling. Request staffing support and we will map the process to your roles, sector agreement and timeline.