This week, we have the pleasure of highlighting Fisio, through its founder Antoine Debernardi.
During this exchange, we explore the values that Fisio seeks to embody and the qualities they look for in future employees. We also discuss their recruitment strategies, expansion plans, and even their integration techniques.
Enjoy your reading!
.png)
Hello Antoine! If you were to recruit a new person today, what would be the main message to remember about your company culture?
Hello ! When we're looking to add a new member to our team, we pay particular attention to their values. We are, in essence, an innovative, forward-thinking company. We're always on the lookout for the latest trends in our industry, and we seek to distinguish ourselves by offering unique creative, technological and business solutions. As a small company, this approach is essential to us. We are therefore particularly attracted to candidates with an original vision who can bring real added value to our team.
I really like this idea. If you had to convince a candidate to join you in one minute, what would your pitch be?
It's an interesting challenge! Fisio is more than just a resume builder. We designed this platform to be accessible to everyone, regardless of your graphic design or digital skills. By joining Fisio, you are contributing to a project that makes sense, that helps people access the world of employment. In addition, we collaborate with higher education institutions to help students create quality resumes, to support them in their professional transition or career development.
What does a "Made in Fisio" recruitment process look like?
When we're looking to add to our team, the first step is to post an ad on specialized recruitment sites. Willow Devs, Welcome to Jungle and other such platforms are our starting points, depending on the industry and the position to be filled. Our priority is to receive quality applications, to avoid spending time sorting through resumes that don't match our needs.
At Fisio, we value innovation and creativity very much, so we look for candidates who fit these criteria. The advantage of specialized recruitment sites is that they allow us to efficiently filter the applications and focus on those that are truly relevant to our company.
This opens up an interesting new discussion. So you are planning to recruit new members, right?
That's right. We are currently considering what roles may be needed to support Fisio's growth in the coming years. Right now, the most pressing need is for sales people. Indeed, I am in charge of managing relationships with more than 3500 higher education institutions in France, which represents a significant volume of work for one person. Adding a B2B sales person to our team would be very beneficial.
In addition, we are also looking to hire a communications person to manage our social media interactions and develop the company's marketing strategy.
In terms of timeline, when do you plan to recruit these profiles?
Well, if we look ahead, we anticipate that these hires could take place in the next two years. In 2023, we still have a lot of technology development to do. However, at some point, we will have to think about expanding into the European market, especially targeting countries like Belgium and Switzerland. We have already established a presence in Morocco through a partner school, which demonstrates the growth potential we have in other countries. This expansion will be a process that will take time, especially on the commercial side. Nevertheless, I am optimistic that we can recruit for these positions within two years.
Finally, can you share with us a best practice in onboarding that you would like to incorporate at Fisio?
Of course we do. At Fisio, we place a high priority on onboarding new hires. We plan to establish a structured onboarding process that will include written process documents, graphic charters, resource materials and deployment kits for salespeople. Our goal is to make every new hire feel comfortable from day one. We want to give them all the information they need to understand how the company works. We believe this will allow them to really feel part of the team and work more efficiently from the start.
Thank you very much, Antoine!
.png)