Today, we have the chance to talk to one of the most promising insurtechs of the moment: Dalma.
In the following interview, we explore, with Claire MaarekHead of People, we explore Dalma's HR DNA, challenges and successes.
We cover topics such as attracting and retaining talent, corporate culture, recruiting, integrating new employees... and even why some people might choose not to join Dalma!
Enjoy your reading 🐈
Hello Claire! Could you introduce yourself and tell us a little about Dalma?
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Hello ! I'm Claire Maarek, Director of Human Resources at Dalma since last September. Dalma is a recent startup in the field of pet health insurance, existing for two years. Our mission is to provide insurance for dogs and cats 🐶🐱, in the manner of Alan in the human health insurance sector. We reimburse veterinary expenses for our furry friends. Our aim is to help pet parents ensure the health and well-being of their companions while saving money.
Our main product is an insurance policy that reimburses all veterinary expenses for a monthly subscription of around €35. In addition, we've introduced a unique feature: 24/7 access to vets via our app. You can ask questions via chat or schedule a video consultation with a vet. It's a bit like a teleconsultation service for pets. We currently have over 35,000 customers in France, and we have plans to launch in Germany from October.
That's impressive! So you've had a great expansion and are now targeting the German market. How is your expansion abroad going?
Yes, our growth is indeed very stimulating! As far as expansion in Germany is concerned, we're in the midst of preparations. We're aiming to welcome our first customers in October. This includes product development, setting up a local team and recruitment in Germany. This is a key issue for us at the moment. We're very keen to expand internationally.
And to talk a little about the Dalma team, can you tell us more about the number of employees and the company culture?
Of course we do! Today, Dalma employs 75 people, all based in France. About 50 of us work in Paris, and about 20 work remotely. We have a very flexible telecommuting policy. Employees can come into the office whenever they like, and there are no compulsory days on site. What's more, we have really nice offices in the heart of Paris. Our aim is to give our employees maximum flexibility. This allows everyone to manage their productivity and personal constraints in the best possible way. Our aim is to create a working environment that fosters individual freedom and well-being.
Does talent come easily to you, or do you still have to attract it?
Good question! No, not all talent comes to us spontaneously. We don't yet have such a powerful employer brand. We're working on it, but it also depends on the business. For example, in the tech sector, there's a shortage of talent and our reputation isn't yet sufficiently established. Even if our CTO is invited to events like the AWS Summit, we still have to actively seek out profiles. Fortunately, animal welfare-related professions, such as customer service or operational teams, attract passionate people. We're active on social networks, especially TikTok and Instagram, where we have ambassadors talking about us. Word-of-mouth also helps us a lot.
👉 To apply for a job at Dalma, click here.
So, in addition to Welcome to the Jungle and LinkedIn, do you use other methods to attract talent?
Yes, Welcome to the Jungle and LinkedIn are indispensable. Depending on the profiles we're looking for, we adopt other strategies. For example, in tech recruitment, we attend specialized conferences and seek out communities linked to our technology stack. We have also strengthened the co-optation system, offering bonuses to employees who recommend candidates. We organize events such as Dalmapéros, to which we invite our customers, veterinarians and breeders. These gatherings create a network and a community within which we can find talent.
And once you've attracted this talent, how does the recruitment process work?
When I arrived, we didn't really have a recruitment process in place, but we've recently introduced one. We follow a classic approach with structured interviews. We have a recruiter who does the pre-screening and interviewing, and then we use technical tests or role-playing to assess candidates' skills. We try not to send tests that are too long and time-consuming, so as to respect candidates' time. Before the interviews, we provide a short overview to put candidates in a position to succeed. This is followed by a real-life simulation with the team, and an interview with the co-founders to assess the fit with the company's culture. All this culminates in a final decision.
What about onboarding?
Once employees have joined the company, we try to maintain a link with them from the outset. If the person is in Paris, we regularly invite them to our events, team lunches, informal after-work parties, etc. We also offer team-building activities to create an integration dynamic. We also offer team-building activities to create an integration dynamic. During the first week, we have a whole program planned for them, with specific moments with each team, presentations, observation sessions to understand how things work in concrete terms in each team. After that, there are times set aside to spend time with your team and your manager, and routines are gradually put in place.
Can you tell us about the initiatives you've put in place to retain and develop your talent?
I've set up two big get-togethers at Dalma. The first took place in December, and the second is scheduled for June. These are the HR talks, special moments when you and your manager look back over the last six months and the six months to come. It's an opportunity to assess your performance, but also to discuss your professional and personal development. We also organize 360 feedback campaigns in June, when your peers and team members give you feedback on your work. These are also good times to discuss your training needs and career aspirations.
It's an interesting approach! How do you manage the development of English within the company, particularly with your expansion into Germany?
As part of our expansion into Germany, we've decided to switch to English for all our written communications. This includes our Slack channels. We see this change as a major challenge, and want to provide our employees with the best possible support. We have therefore set up English-language training courses, entirely paid for by the company. In addition, we offer unlimited access to an English learning platform, including written and oral courses. It's a great opportunity for our employees!
Do you have any job opportunities to share at the moment?
In France, we are already well staffed and are in the process of finalizing our recruitments. In Germany, we're setting up a team in Berlin. In particular, we're looking for a German-speaking sales person and a customer support manager, capable of responding to customer queries and managing refunds.
I have one last question for you, why should we NOT join you?
If you don't like animals, you'd better avoid joining us, because we're really concerned about their well-being. Or if you like them but are allergic, I'd advise you not to choose our offices. We have dogs with us all the time. So, if you're allergic, unfortunately, it could be complicated for you. Also, if you need a very rigid structure, you might want to consider another company. With us, things are pretty flexible. We're constantly evolving.
I understand. So, it's an environment where you have to be comfortable with a certain amount of uncertainty and movement. Is that it?
Exactly! We're a constantly growing company, always on the move. That's what makes our environment unique and stimulating. So, if you need everything to be extremely predefined for you and very framed, our company may not be right for you.
Thanks for all this information, Claire!
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