Consultant recruitment process

NUMERYX employees are essentially staff with a recognized professional qualification and/or significant professional experience in the IT sector. Most recruited staff already have experience. The company may also meet its needs by recruiting junior staff members. 

NUMERYX has adopted recruitment procedures that ensure consistent processing for all applications in line with the legal and ethical principles that apply to its field of activity, particularly in terms of professional equality and non-discrimination.   

The staff onboarding phase has been streamlined to ensure that employees can assume their duties with ease. All new employees take part in an onboarding course that enables them to quickly gain mastery of the environment in which they will be operating. 

Welcome meetings, specific training courses and meetings with various contacts are held to provide greater familiarity with the team, and also a better understanding of the NUMERYX philosophy. 

The employee’s key objectives are to understand the role they will be playing in the organization, and to integrate successfully into the company. 

At each professional career stage, the necessary resources are provided to ensure that all staff can develop their skills and find fulfillment within NUMERYX: training, qualifications and certification, support from an expert colleague, on-the-job simulations of new roles, assignment of new responsibilities, etc. 

In order to grow the collective skills of its teams and better understand the technical developments associated with the IT sector, NUMERYX makes skills development a key component of its HR policy. 

All employees receive support throughout their professional career through a collection of measures facilitating the implementation of forward-looking job and skills management strategies. 

The purpose of these multi-year meetings is to take stock of the employee’s work situation. This, of course, includes a discussion about their career prospects. The aim of this approach is to promote professional development, identify potential and set up training plans in support of professional and geographical mobility. 

NUMERYX’s results-driven culture is a key component of its success. For this reason, we have established a motivational and fair overall remuneration policy that encourages all staff to expand their professional boundaries and contribute to the company’s success. 

The key principles are:

• To remunerate individual performance via a merit-based salary adjustment system 
• To involve our employees in the company’s growth and success through our participation agreement 
• To ensure fair treatment internally and achieve consistency between our remuneration policy and market practices 
• To offer appropriate social protection schemes in terms of healthcare, provident and retirement costs 

Applications are received by the HR Department and the Sourcing Manager, via the various sourcing channels (job board, LinkedIn, website, etc.) at the address  jobs@numeryx.fr.

We then analyze the resumes in line with the requested need.

The end of the selection phase for the appropriate candidates triggers the qualification and approval interview phases. 

The Sourcing Manager contacts the selected candidates by telephone or email to inform them of the interview dates and times (the general manager and business engineers are likely to be involved in the motivation interview). 

On the day of the interview, the candidate attends a “motivation and communication” interview and a “technical test”, depending on their profile, with the Sourcing Manager. 

If the candidate passes the first interview, they are invited to attend another technical interview with senior management, the project managers or the business engineer, in the presence of the Sourcing Manager, for approval or rejection. 

Once the candidate has completed all the interviews, their application is sent to the HR Department. 

• If a decision is taken not to recruit the candidate, the application is filed and an email to inform the candidate is automatically sent by the Human Resources Department and/or the Sourcing Manager. 
• Although the candidate’s application may be considered acceptable, it may be placed on hold, in which case the application is filed and an email to inform the candidate is automatically sent by the HR Department and/or the Sourcing Manager. 
• If a decision is taken to recruit the candidate, the HR Department and/or the Sourcing Manager submit the application to NUMERYX General Management for final approval. 

NUMERYX General Management may request further interviews for the selected candidates. 

• If General Management rejects the application, it is returned to the HR Department, which notifies the Sourcing Manager. 
• If General Management approves the recruitment, the HR Department notifies the candidate that they have been accepted, and sends them the offer made by Numeryx, along with the anticipated start date (internally in Tunisia or as a direct assignment in France at the client’s site), and waits for the candidate’s agreement. 
• Once the candidate has accepted, an agreement is jointly signed. 

Upon receipt of the candidate’s acceptance of the offer, the contract and the company’s internal regulations are submitted by the candidate (signed in two legally valid copies), plus a completed insurance application form, along with the required documents for administrative purposes. 

The HR assistant, working in partnership with the system administrator, prepares the necessary IT equipment for the new recruit, i.e.: A PC, a fingerprint for clocking in, an email account, an SVN account (applies to internal staff for project management purposes), a GLPI account (for all purchase requests) and an Intranet account (Team Numeryx for activity reports management and all types of ADM order requests). 

• The new recruit is welcomed by the person who will be responsible for them. 
• Onboarding training (HR and on-site security). 
• Tour of the premises and introduction to the various site teams. 
• Handover of the PC and the equipment required by the recruit for their duties, and the welcome pack. 
• Issuance of access to email and Intranet accounts. 
• Creating of the badge and issuance to the new recruit in return for a waiver. 
• Registration of fingerprints for biometric access. 
• Issuance of the insurance reimbursement table and creation of a declarations file. 
• Announcement of the new recruit’s arrival to other staff by means of a communication via the Numeryx Intranet. 

We have put everything in place to assist your onboarding to NUMERYX. The onboarding day will start with a “Welcome” presentation focusing on the company’s vision and mission, its culture and values. We will then accompany you on a tour of our premises, followed by lunch with the NUMERYX team. 

The onboarding session continues in the afternoon, with an opportunity for you to ask questions. We will have the pleasure of talking you through all of the social benefits. 

And last but not least, you’ll receive a report at the end of the onboarding session telling you more about the company and its future prospects.