Hello Astrid! Can you give us an overview of Mobsuccess and its activities?
Hello ! Mobsuccess is a fast-growing AdTech group specializing in helping advertisers and agencies with their digital transformation. Our main objective is to generate qualified traffic, whether on mobile or in physical points of sale. We have particular expertise in geolocation and geomarketing. Mobsuccess comprises several entities, each focusing on a specific facet of digital advertising and marketing.
Today, Mobsuccess employs over 150 people. Our team has grown fivefold in just three years, a feat we're very proud of!
And what's your mission at Mobsuccess?
I'm in charge of human resources for the Group. I have two main missions. Firstly, I support managers in their day-to-day HR issues and I look after HR development. This includes recruitment, choosing the right tools (like LinkedIn Recruiters) and setting up a group showcase on Welcome to The Jungle to strengthen our presence. Next, I work on training planning and employee support. I'm also involved in setting up annual and professional interview campaigns. All this is essential to ensure the follow-up and development of our employees, and to encourage their commitment.
Impressive! What are the objectives and challenges of Mobsuccess, both in terms of vision and the direction you want to take?
We want to develop our internal professions so that they are perfectly aligned with our business objectives. We've restructured to give production teams greater responsibility and autonomy, and we're looking to recruit experts in specific fields, such as geomarketing, or media traders. This is a major challenge for us in terms of recruitment. We also attach great importance to welcoming our employees. Jessica and Juliette are in charge of the tools and equipment, as well as the introduction to the different professions and the integration process. Whether following acquisitions or recruitments throughout the year, we put in place a solid integration process, which starts with the promise of employment and continues several months after the employee's arrival. Recruiting the right people, securing their loyalty and welcoming them in the right way are essential to us.
In addition to your HR missions, you also seem to be committed to employee well-being, don't you?
Absolutely! At Mobsuccess, we're very attentive to employee well-being. We have a CHO, Claire , and a CSR manager, Julia , who is in charge of QVCT issues. We regularly organize events and get-togethers to encourage people to get to know each other and feel part of the company. For example, we recently organized a major seminar in Chamonix with over 100 participants. We have also just completed a QVCT week, during which speakers led daily workshops on stress, sleep, diet and more. We are convinced that a good work-life balance is essential to ensure the commitment and satisfaction of our employees.
How do you attract new talent?
In addition to traditional methods such as advertising on LinkedIn, we are focusing on our online presence and our image as an innovative and distinctive company. To this end, we have built a brand platform and charter that our subsidiary StorySuccess applies to all the content it creates. We also believe in transparency and sincerity during interviews, deconstructing traditional recruitment codes to encourage genuine exchanges with candidates. Our aim is to create a real connection and see if we're a good match.
How would you describe your corporate culture?
Although we haven't yet formalized our values, we already feel a strong natural culture within the company. We value entrepreneurial spirit, creativity and innovation, both individually and collectively. What's more, we care about each other. We recruit people who share these common values, which helps shape our corporate culture.
What does a "Made in Mobsuccess" recruitment process look like?
After selecting candidates on the basis of their CVs and skills, we invite them to an interview with me to assess their suitability for the position and the team. They then meet with the relevant team manager. Depending on the department and position, there may be additional tests. In some cases, they will also have an interview with the CEO or MD for a final validation. In addition, we sometimes organize discovery interviews where team members can meet the candidate informally to assess compatibility. Once we have validated the candidate, we have a very structured induction process to facilitate their integration into the company.
And what about employee loyalty? Any tips to share?
Well, to foster employee loyalty, we attach great importance to good recruitment based on shared values and a genuine commitment to the team. We also take care to give meaning to our identity as a group, our intentions and our visions. In addition, we encourage meetings and exchanges between employees, whether with managers or on a cross-functional basis. We organize team-building events, karaoke and other fun activities to strengthen bonds between teams.
You mentioned the importance of rituals, I'd love to hear a bit more about that!
Absolutely! We do have regular rituals within our company. Some are professional, like "Wednesday is stati", where we talk about data, or "Friday is viennoiseries", to make Friday a pleasant moment in the office rather than on video. There are also yoga classes every Wednesday. Other after-hours moments are more informal and very regular. We're playful and like to have a good time together. What's interesting is that these events are not always initiated by the activities team, but can be proposed by the employees themselves. This creates a pleasant group dynamic where everyone can participate.
How do you manage the commitment of these telecommuting employees?
During the telecommuting periods, we faced the challenge of maintaining team commitment and cohesion. We developed a very strong gene of team autonomy, which has endured after the periods of confinement and is essential to our vision of work. Autonomy and trust.
Depending on the business, the presence/distance mix varies, and our credo is rather to say that each team organizes itself according to its needs, as long as this doesn't impact the others and doesn't cut them off from the company.
Obviously, a management position requires a greater presence at head office than for a developer.
Distance learning is, and will remain, an important component, as we have teams in Paris, Lille, Bordeaux, Toulouse, Marseille, Lyon and abroad in Brussels, Tel Aviv, Lisbon and Brazil.
Any jobs you're currently looking for?
We're recruiting around fifty people this year, with several positions to be filled in each department. On the sales side, we're looking for Sales Managers and Business Developers Managers, both for agencies and direct advertisers. In our Operations Partners team, we have opportunities for AdOps (Media trader, CSM), digital marketing experts and traffic specialists. For the Tech team, we're looking for data scientists and developers of all kinds. On the Marketing Intelligence side: a Geomarketing Consultant. Our agency is also looking for a Head of Studio, a Motion Designer on a sandwich course, and an Advertising Graphic Designer. Telecommuting is possible for most of these positions.
Last question: why should we NOT join you?
Well, to be honest, you shouldn't join us if you're reassured by an ultra-defined, unquestioning environment where managers put a lot of distance between themselves and you.
We strive to offer a dynamic environment where everyone can flourish. Joining Mobsuccess means being part of a motivated team and having the opportunity to contribute to our growth.
Many thanks, Astrid!
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