Owl Marketing

Et là, bah c'est pareil (vu que c'est le même groupe)

Directeur de création

Social Media Family

Là, je fais ce que j'aime vraiment avec des gens encore plus super 😁

Founder and Social Media Manager

PerfectPost App

Là, j'aide les gens à publier sur Linkedin avec un outil tout simplement gratuit et génial (en toute objectivité).

Co-fondateur

Time for the Planet

Là j'essaye d'aider un peu en soutenant un projet malin et ambitieux pour la planète.

Associé

TV Tours

Just talki,g about internet, pop culture and stuff like that every monday on the set of the show "TILT"

Replays of the show are available here :
http://www.tvtours.fr/emission/11/tilt

Channel :
TNT : 37
Free : 908
Orange : 361
SFR : 533
Numericable : 533

Television columnist for the show "TILT"​

École Supérieure de Commerce Et de Management - ESCEM

Social Media Training about Inbound Marketing, Facebook, Twitter and Linkedin

Social Media Training for companies

Peetch

Winner of the Startup Weekend Tours 2015, the Challenge Startup "Le Village by CA" and the Paris/Montreal Exchange Program organized by Paris&Co and Startupfest, Peetch is a service who allows schools to create collaborative whackies stories really easily !

500 schools using our beta version in 30 differents countries, and our V1 will be available in the beginning of 2017. Stay Tuned!

Co-foundeur

CEFIM

Là, j'étais à peine plus vieux que mes étudiants

Formateur Community Management

LE CERCLE DIGITAL

Là, j'avais carrément le même âge. Très formateur, mais très étrange.

Freelance

- Community Management (Facebook, Twitter, Instagram, Pinterest, Linkedin...)
- Digital Marketing: Consulting and support for French Companies
- Social Media Training : for professionnals and students
- Social Ads: Facebook, Twitter, Linkedin
- SEO (local and national)
- Email Marketing: creation, sending and analyse of newsletters

Social Media Manager

Ici, on parle créativité, marketing et réseaux sociaux toutes les semaines.

Et quand je ne fais pas le con sur Linkedin, je m'occupe des projets vidéos et des stratégies social media pour mes deux agences : la Social Media Family et Owl Marketing.

Enfin j'ai initié les Apéro CM, le plus grand rassemblement d'utilisateurs Linkedin en France, tous les deux mois dans une 10aine de villes de France. (Merci à tous les organisateurs bénévoles d'ailleurs ❤️)

Si vous souhaitez discuter (ou qu'on bosse ensemble), avec plaisir :
Laissez-moi un commentaire ou un message privé 👍


PS : il se peut que j'ai caché des vannes un peu sur ce profil.

Antoine Périgne

Groupe Casino

Summary: Recruitment and onboarding lead for head office positions in IT, logistics, supply chain, legal, and fashion across Groupe Casino's brands (Monoprix, Franprix, Naturalia, Spar, Vival, Casino). Focused on hiring mid- to senior-level professionals with a high-quality, candidate-centric approach. Involved in the redesign of onboarding journeys and employer branding initiatives.

Recruitment:
▸ Managing 15 to 25 simultaneous recruitments for strategic and senior roles in IT, supply chain, logistics, legal, and fashion across all group entities.
▸ Full-cycle recruitment: intake meetings, sourcing, screening, structured interviews, scorecards, and shortlist presentations to hiring managers.
▸ Personalized follow-up for each candidate to ensure a smooth and engaging experience.
▸ Tools used: Cegid RH (formerly Digital Recruiters) and Rowshare for data management.

Onboarding and integration:
▸ Project team member responsible for onboarding head office employees.
▸ Designed a welcome program including store visits, collaborative workshops, and a mentorship initiative.
▸ Rollout of an onboarding journey aligned with the group’s values and business challenges.

Employer branding and sourcing:
▸ Targeted LinkedIn campaigns to boost the attractiveness of the group's employer brands.
▸ Participation in job dating events and school partnerships to build a future talent pipeline.
▸ Collaboration with local HR partners to streamline recruitment processes.

Recruitment and Integration Manager

AG Talent

Summary: specialist in recruitment and acquisition strategies for companies in tech, industry, hospitality, and agribusiness. Expertise in inbound recruitment, employee advocacy, and LinkedIn training to attract talent and strengthen employer branding.

Recruitment:
▸ Recruitment for various positions in France and Canada (electronics, mechanical, embedded systems engineers, CIOs).
▸ Management of 15 positions simultaneously, with sourcing and pre-qualification of candidates via LinkedIn and Jarvi.

Acquisition strategies:
▸ Development of inbound recruitment strategies for Exotec and Sogetrel, increasing the number and quality of spontaneous applications.
▸ Creation of LinkedIn content focused on the company and the employee journey to attract talents, clients, and partners.

Training and coaching:
▸ Training over 400 employees on LinkedIn: profile optimization, content creation, and talent attraction techniques.
▸ Individual coaching sessions to help candidates optimize their job search using LinkedIn.

Community management:
▸ Management of communities with 35+ ambassadors: weekly podiums, sharing post ideas, and LinkedIn content.
▸ Creation of visual content (videos with CapCut, carousels with Canva) and podcast management (Podsqueeze, Ausha).

Use of AI:
▸ Writing job postings, interview summaries, training materials, and brainstorming content.
▸ Saving 30 minutes to 1 hour per candidate through automation.

Clients:
▸ Recruitment: Groupe Exel, Ticketmaster, GBNA, Kiwa, Notarius, Equisoft, Smart Monkeys, Divalto, GRDF.
▸ Training: Chanel, Sopra Steria, Motherson.
▸ Employee Advocacy: Exotec, Sogetrel.
▸ Community Management: Le Temple RH.

Talent Acquisition Specialist

Talent catcher

Summary: development of inbound recruitment strategies and ambassador communities to strengthen employer branding for clients such as Exotec, Sogetrel, Sopra Steria, and Chanel. Training on social media and LinkedIn to attract talent, enhance company visibility, and support employees in their professional growth.

Community creation and management: deployment of employee advocacy strategies to boost companies' visibility on social media.
▸ Implemented these communities from A to Z: defining objectives, identifying and training ambassadors, regular follow-ups, and animation through challenges and monthly workshops.
▸ Managed groups of 30 to 40 motivated and voluntary employees sharing authentic content.

Results achieved: increased qualified applications, enhanced local visibility, and growth in client inquiries, partnerships, and subcontracting opportunities.

Training: delivered training sessions for ambassadors and recruiters focused on:
▸ Content creation, LinkedIn profile optimization, employee referral, company pitching, and the use of AI for content creation.
▸ Establishing inbound recruitment as a non-intrusive approach to attract talent through engaging content.

Job search support:
▸ Provided LinkedIn training to optimize job applications and improve candidates' chances of securing employment.

Clients: Exotec, Sogetrel, Chanel, Sopra Steria, Motherson.
Environment: training sessions predominantly conducted in English.
Impact and results: over 400 employees trained.

Trainer, Employee advocacy advisor and community builder

Jarvi

Simple and powerful : the first connected ATS + CRM for recruiters.
• Continuous Improvement
• https://www.jarvi.tech/

Partner and advisor

1perTInentt

Summary: recruitment of IT and digital profiles for Canadian and American start-ups, with major clients such as Smart Monkey, Divalto, Equisoft, Notarius, Ubiweb, Akur8, and more. Implementation of modern tools and innovative strategies to identify and assess top talent.

Profiles recruited:
▸ Developers, PM/PMO, DevOps, DevSecOps, Android specialists, support technicians, and cybersecurity experts.
▸ Occasional roles: digital marketing, payroll manager.

Recruitment:
▸ Sourcing via LinkedIn and management of applications on SmartRecruiters and Trello.
▸ Approximately 20 to 40 candidates contacted per week.
▸ Structured interviews conducted independently, with scorecards and interview frameworks generated by AI based on job descriptions.
▸ Technical questions asked to provide tangible evidence to clients.
▸ Use of a transcription tool and generative AI (ChatGPT) to produce detailed reports and interview summaries.

Candidate pool management:
▸ Active management of the talent pool via Jarvi with regular interactions with top candidates.
▸ Creation of LinkedIn content to engage candidates and sustain their interest.

Impact and results:
▸ A dozen profiles proposed to clients, expanding the talent pool and reinforcing modern recruitment practices.

Talent acquisition specialist & tech recruiter

GRDF

Summary: temporary mission to support the recruitment of gas technicians in less attractive areas (ZHA - Zones d'Habitat d'Astreinte) for the Centre and West regions of France. Contributed to optimizing prequalifications and sourcing via LinkedIn while enhancing the candidate experience.

Recruitment and prequalifications:
▸ Prequalified 38 candidates by assessing their mobility, experience, gas knowledge, and ability to accept on-call constraints.
▸ Collaborated with the recruiter responsible for these regions to validate profiles and address urgent recruitment needs.

Sourcing:
▸ Sourced 80 to 100 profiles via LinkedIn, with 30 candidates entering the recruitment process.
▸ Highlighted GRDF’s benefits (energy discounts, job stability) to overcome barriers related to on-call constraints, salary, and relocation.
▸ Introduced LinkedIn as a strategic tool to attract profiles in areas traditionally overlooked by this method.

Candidate experience:
▸ Provided systematic phone calls to inform candidates about refusals, clearly explaining the reasons.
▸ Delivered personalized coaching to help candidates stand out and succeed in interviews.

Results:
▸ Successfully recruited 3 candidates, with 2 under discussion for alternance opportunities and 1 profile in negotiation at the end of the mission.

Recruitment officer (RPO)

TMC Canada

Summary: responsible for recruiting technical profiles (IT and engineering) for major clients such as Desjardins, Revenu Québec, Italferr, MDA, and Contrôles Laurentide. Also developed employer branding on LinkedIn, contributing to the company’s attractiveness and enhancing the candidate experience.

Employer branding:
▸ Created LinkedIn content (written and visual) to promote the company’s values, business model, and processes.
▸ Increased the company page’s followers and engaged business teams to share content.
▸ Conducted competitive benchmarking and implemented adapted strategies, attracting qualified candidates via LinkedIn.

Recruitment:
▸ Managed 10 to 15 open positions simultaneously with 20 interviews per week.
▸ Exclusively sourced on LinkedIn, with occasional searches on GitHub and Indeed.
▸ Sourced 100 to 150 candidates weekly.
▸ Drafted and published job offers tailored to internal needs.
▸ Used Excel for tracking, complemented by Jarvi to improve work quality and efficiency.

Reporting and candidate pool management:
▸ Maintained an active candidate pool using Jarvi and LinkedIn, with personalized follow-up.
▸ Built long-term relationships with candidates through regular interactions and engaging LinkedIn content.

Candidate experience:
▸ Achieved a 69% response rate through respectful and personalized outreach messages.
▸ Ensured transparency and informed candidates of every step in the recruitment process.

Profiles and sectors:
▸ Profiles recruited: Developers, Scrum Masters, DevOps, cybersecurity specialists, functional analysts, embedded systems engineers, FPGA engineers, automation engineers, and IoT engineers.
▸ Clients: Desjardins, Revenu Québec, Contrôles Laurentide, MDA, Italferr.
▸ Sectors: finance, aerospace, space, rail, and defense.

MCA Belgium

Summary: supervision and optimization of recruitment processes for niche technical profiles in various sectors (pharmaceutical, energy, IT, defense). Managed a team of 3 recruiters in a semi-English-speaking environment, aligned KPIs with the realities of the Belgian market, and collaborated with ECAM to develop school relations.

Management:
▸ Supervised 3 junior to mid-level recruiters in French and English.
▸ Weekly performance tracking through individual and team meetings: KPI management, weekly planning, and strategic adaptation based on needs.

Recruitment:
▸ Managed 15-20 open positions with a sourcing volume of 200-250 candidates contacted per week.
▸ Used LinkedIn and job boards (APEC, Monster, Le Forem, Actiris, VDAB).
▸ Conducted independent interviews before candidate transmission to managers.

Recruitment reporting:
▸ Monitored all candidate profiles with the management team to optimize hiring outcomes.

School relations:
▸ Developed a partnership with ECAM: supported students in preparing for the job market and positioned MCA as an alternative to large corporations.

Employer branding:
▸ Published on LinkedIn to promote job openings and enhance the company’s visibility.
▸ Personalized candidate follow-up to ensure an optimal candidate experience.
▸ Developed the integration strategy for new hires.

Digitalization:
▸ Optimized the internal ATS to make it more functional and tailored to HR needs.
▸ Automated administrative tasks and implemented a candidate tracking system.

Business:
▸ Prepared and supported candidates for their interviews with managers and clients.

Profiles and Sectors:
▸ Recruited profiles: embedded software engineers, systems engineers, V&V specialists, HVAC specialists, etc.
▸ Sectors: energy, pharmaceutical, rail, IT, automotive, defense.

Recruitment Manager

Summary: specialized in recruiting technical and niche profiles (embedded systems, mechatronics, embedded electronics, V&V, IVVQ) for industrial and technological sectors. Collaborated with prestigious clients such as Thales, Safran, Alstom, Engie, Equans, GSK, and FN Herstal, managing over 15 open positions in parallel and contacting 250 candidates per week to meet complex recruitment needs.

Recruitment:
▸ Managed an average of 15 open positions per week for Belgian, French, and Dutch talent.
▸ Drafted and published job offers on LinkedIn and job boards (APEC, Monster, VDAB, Actiris).
▸ Conducted sourcing via LinkedIn, an internal ATS (Manageo), Boolean searches, and screened international candidates.
▸ Performed prequalifications and interviews before passing candidates to business managers.
▸ Drafted and presented personalized salary proposals.

Recruitment reporting:
▸ Maintained and updated a candidate pool in Excel, with manager involvement to sustain engagement.
▸ Tracked KPIs and revamped job postings, resulting in improved conversion rates.

School relations:
▸ Participated in school events: presenting the company, collecting CVs, and organizing interviews.

Employer branding:
▸ Published LinkedIn posts to promote job offers and boost the company’s visibility.
▸ Encouraged internal teams to relay job opportunities.
▸ Improved candidate experience through systematic and personalized follow-ups (calls, LinkedIn, emails) and clear feedback on application outcomes.

Business:
▸ Supported client interviews by preparing and accompanying candidates for their meetings with managers and clients.

Sectors: automotive, rail, aerospace, defense, IT, and energy.

Talent Acquisition Officer

MBDA

Summary: recruitment and talent management for a variety of positions ranging from operators to specialized engineers (electronics, composite textiles, propulsion). Organized recruitment campaigns, participated in school forums, and led an onboarding day for 100 new hires.

Recruitment:
▸ Responsible for job briefs with managers, creating job descriptions, job postings, and interview guides.
▸ Use of Gestmax (ATS), LinkedIn, and advanced techniques such as Google X-Ray to source and track applications. Managed a large volume of applications, screening hundreds of CVs weekly and conducting 5 to 10 prequalifications per week.
▸ Independently conducted interviews for interns, apprentices, and operators.
▸ Drafted contracts for interns, apprentices, and occasionally permanent positions (CDI).
▸ Created a welcome guide for new interns and apprentices.
▸ Maintained and optimized a pool of candidates who were not initially hired, facilitating their reassignment to other opportunities.

Project management:
▸ Internship and apprenticeship recruitment campaign: acted as the primary liaison between the external provider Menway and managers. Coordinated job briefs, tracked applications, and supervised a global campaign resulting in over 150 recruitments.

Human resources:
▸ People Review: collected and analyzed managers' feedback on interns and apprentices. Matched profiles with the company's future needs, collaborating with unit HR teams to anticipate hires 4 months before the end of contracts.

Profiles recruited:
Technicians, operators, specialized engineers (electronics, textiles for composite materials, propulsion systems), and CIFRE doctoral candidates.

Environment and sector:
▸ Collaborated with a 6-person team dedicated to recruitment and 2 staff members managing campus relations on HR development projects.

Sector: defense & aerospace

Talent Acquisition and School Relations Officer

Summary: responsible for recruiting technical profiles (operators, technicians, interns, and apprentices) in the defense and aerospace sector. Optimized candidate pools, coordinated an onboarding day for 100 participants, and contributed to the implementation of the first Social and Economic Committee (CSE) following the reform.

Recruitment:
▸ Responsible for job briefs with managers to define recruitment needs. Creation of job descriptions, job postings, and interview guides.
▸ Full management of sourcing and screening for 40/50 open positions, including technical profiles, internships, and apprenticeships.
▸ Use of Gestmax (ATS) for job posting on multiple platforms and application tracking. Writing and optimization of job postings in accordance with group standards.
▸ Building and maintaining a talent pool of qualified candidates, with recommendations to HR for certain profiles.
▸ Drafting employment contracts, internship and apprenticeship agreements, and managing the signature process for these documents.

Employer branding and onboarding:
▸ Organization of an onboarding day for 100 participants, including logistics, activity planning, meal orders, and creation of welcome packs.
▸ Participation in career fairs to represent MBDA and strengthen its employer branding.

Employee relations:
▸ Writing reports on the implementation of the first Social and Economic Committee (CSE) after the reform, including procedures, operating methods, and tools.
▸ Organization of CSE elections: drafting and sending official letters to external service providers to gather their participation decisions.

Context:
▸ Collaboration within a 6-person team dedicated to recruitment.
▸ Familiarization with the specific challenges of the defense and aerospace sector: metallurgical industry agreements, confidentiality, and security protocols.

Sector: defense & aerospace

Summary: specialized in candidate sourcing for technical positions in the defense and aerospace sector, including CNC operators, cleanroom technicians, and welders. Managed the sourcing and screening of hundreds of applications weekly for approximately 30 open positions, while occasionally participating in phone prequalifications and employer branding initiatives.

Recruitment management:
▸ Responsible for job briefs with managers. Creation of job descriptions and job postings.
▸ Recruitment for permanent technical positions (CNC operators, cleanrooms, non-destructive testing, assembly, welding, machining, etc.).

Job posting and application tracking:
▸ Use of Gestmax (ATS) for job posting on multiple platforms and tracking applications.
▸ Writing and optimization of job postings in accordance with group standards to maximize their attractiveness.

Screening and prequalification:
▸ Screening hundreds of applications weekly for approximately 30 open positions.
▸ Occasional telephone prequalification.

Candidate reception and employer branding:
▸ Participation in career fairs to represent MBDA and its projects.
▸ On-site reception of candidates for recruitment interviews.

HR administration:
▸ Drafting contracts for interns and apprentices, as well as occasionally for permanent positions.

Environment and context:
▸ Integrated into a 5-person team fully dedicated to recruitment.
▸ Familiarized with the specific challenges of the defense and aerospace sector through site visits, and training in safety and confidentiality. Worked in a confidential environment, with eligibility for security clearance.

Sector: defense & aerospace

Recruiting Researcher Officer

🧚🏻‍♀️ Let's find together engineers and digital professionals who will support you tomorrow | Passionate talent acquisition specialist | HR marketing and inbound recruitment enthusiast

🎯 Looking for a position in Talent Acquisition, Employer Branding, or Campus Recruitment

With 6 years of experience in recruitment, including 4 internationally, and in managing HR projects, I am passionate about attracting top talent and providing them with an outstanding candidate experience.

Whether through innovative strategies, sharp sourcing skills, or creating employee advocacy projects, my goal is to connect the right people with the right opportunities while strengthening the employer brand of the organization.

For me, every recruitment is an opportunity to change lives and transform businesses. What I love most about my work is creating authentic connections and building candidate experiences that leave a lasting impact, both for the talent and the teams I work with.

👩‍💻 My strengths:

▸ Proven expertise in sourcing, with measurable results recognized by my peers and former colleagues.
▸ Successfully managing employee advocacy projects (resulting in increased qualified applications, strategic partnerships, and client project signings).
▸ Content creation and community management on LinkedIn (+17K followers), fully integrated into my talent attraction strategy.
▸ The ability to thrive in complex and multicultural environments, thanks to international experience across diverse markets.
▸ A people-centric approach, with strong collaboration skills in respectful and communicative workplaces.

🌍 My ambition:

To join a start-up/scale-up or a large industrial group where I can leverage my skills in Talent Acquisition, Employer Branding, and Campus Recruitment to support ambitious, sustainable, and people-driven growth.

📊 By the numbers:

▸ +50% response rate to my LinkedIn messages through a personalized and engaging approach.
▸ Inbound recruitment strategies (non-intrusive recruiting methods) generating up to 10 qualified candidates per week.

📌 Available immediately, for a permanent role or a long-term RPO mission (6 months minimum). I am mobile across France and internationally. I am fluent in French and work comfortably in English-speaking environments.

✨ My motto:
Recruitment is so much more than filling a position. It’s about delivering an experience that excites from the very first interaction and building strong, sustainable, and meaningful collaborations.

📣 Want to know more?
Reach out to me here or via email at alexandra.gannat.pro@gmail.com.

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Antoine Périgne

Alexandra Gannat

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