Tech and product is all we recruit, so we know each role down to its stack, its levels and the paths around it. Choose a family, then a role to open its map: the specialisations behind the title with their languages and frameworks, the ground they share, the career paths around the role and what we look at when we present your profile.
In our role library, the roles of this map get their own guide: what the work looks like day to day, the stacks behind the title, what each level means, the education and certifications that help, how interviews usually run and where the role can lead. We publish them role by role.
Tech and product is all we recruit, so we know each role down to its stack, its levels and the paths around it. Choose a family, then a role to open its map: the specialisations behind the title with their languages and frameworks, the ground they share, the career paths around the role and what we look at when we present your profile.
In our role library, the roles of this map get their own guide: what the work looks like day to day, the stacks behind the title, what each level means, the education and certifications that help, how interviews usually run and where the role can lead. We publish them role by role.
The exact sequence depends on the role and the client's internal process. Before you commit any time, we walk you through the known stages, who is involved, and what each one is meant to decide.
We check your experience against what the search actually requires: technical scope, operating environment, expected level of ownership, and any practical constraints on the role.
We walk you through the business context, the team, the technical problem, the salary range and why the role exists, along with the points still waiting for confirmation. From there, you decide whether it is worth continuing.
A conversation about the parts of your experience most relevant to the role, on topics we share in advance, using concrete examples from your own work, followed by five questions written for the role. How we evaluate you
We map your experience against the Scoring Grid agreed with the client, record the evidence, the open questions and any gaps, and share our feedback with you.
Once you agree to go ahead, we present your profile, prepare the handover and stay closely involved through the client's interviews and the discussions that follow.
We share what we know, chase down outstanding questions, and stay involved through the offer, your notice period and your start in the new role.
Each role has its own Scoring Grid, agreed with the hiring manager before the search starts. Every candidate for the role is assessed against the same grid, so the comparison rests on evidence from your experience. The grid gives the evaluation its structure, and a recruiter reads your career as a whole.
Before the search starts, we sit down with the hiring manager to agree on what the role really needs.
Five criteria built around the real work of the role. They change from one role to the next.
Some criteria matter more than others for a given role, so each one carries its own weight.
Practical requirements such as a language, a location or a certification are checked separately.
For a senior profile, a list of tools tells only a small part of the story. The interview is a conversation about your work, where we collect the evidence for the Scoring Grid.
It closes with five questions written for the role and built from its Scoring Grid. Every candidate for the role answers the same ones, so each profile is evaluated on equal terms. Any technical assessment stays with the client, later in the process.
We share these six topics before every interview, so you can choose one or two concrete examples from your own work for each of them.
AI may support transcription, information structuring and report preparation. The final evaluation is made, reviewed and owned by the recruiter who conducted the interview.
Confidential code, data, architecture and product plans stay confidential. We see the depth of your experience through the way you explain your work, while you fully respect those obligations.
These commitments hold whether a process leads to an introduction, an interview, or an offer.
We reach out when your experience matches the core of the role, well beyond a shared keyword or job title.
Our first message names the scope, the stack, the level and the location of the role.
Before your first interview, you know what we know about the role, and anything still unconfirmed is flagged as such.
Team size, reporting line, stack, remote policy, interview stages and salary range.
We present your experience as it is, with the evidence and the context needed to read it correctly.
The client receives a written summary of our interview, built on the Scoring Grid of the role.
Your profile goes to a client only with your agreement, role by role.
Before any introduction, we name the company and confirm that you want to go ahead.
Changes to the search reach you as soon as we know them.
Scope, timing, headcount approval, or a pause in the search.
After every interview with us, you receive our feedback, whatever the outcome.
Feedback tied to the Scoring Grid of the role, specific enough to be useful.
Strong capability follows many career paths. Inclusion starts with the process: every candidate is assessed against the requirements of the work, with the same Scoring Grid and evidence from their experience.
We open each search to different backgrounds, and what counts is the experience you bring to the role.
We look beyond familiar employers, conventional titles and standard career sequences whenever the underlying experience is relevant to the role.
If your health, a disability, neurodivergence or the interview language affects how you take part, ask us for an adjustment.
You can ask for an adjustment without disclosing a diagnosis or sharing medical information. Just tell us what would help you take part and show your experience fairly.
In France and in the US, the law protects candidates on criteria such as these, and the role alone sets the bar.
These criteria stay outside every evaluation, at every stage of the process, for our team and for the client's interviewers.
Each step is designed so that every candidate for a role is assessed on the same basis, from the job ad to the offer.
The same rules apply to every search, whatever the level of the role, from a first role to a CTO position.
If anything during the process felt unfair, inappropriate or inconsistent with this page, write to hello@thefrenchsourcer.com. We take it seriously and follow up.
For engineers, data and AI specialists, IT consultants, product people and tech leaders who work across France and the US, or want to. Join once, and stay connected to the people and the searches that matter for your next move.
Your profile goes to a client only with your agreement, role by role. We keep it for up to two years after our last exchange, and you can update it or leave the community at any time with one email to hello@thefrenchsourcer.com.
Our job pages set out the context, the core responsibilities and the requirements of each active search. Review the role first, then apply directly from our open jobs.