At Hublo, we believe that a healthy society depends on vocations being preserved. That is why, every day, we help reconcile individual aspirations with organisational realities.
We do this through an HR platform designed exclusively for healthcare organisations and the people who work in them. For the past 10 years, we have worked alongside those who care for others.
Today, 6,000 healthcare facilities and more than one million healthcare professionals use Hublo to recruit, replace, and organise their teams, without exhausting their energy.
As a B Corp and purpose-driven company, and a member of the French Tech Next40, Hublo has pursued both impact and sustainable growth since its creation in 2016.
In 2025, we exceeded €30M in annual recurring revenue. We are profitable and growing fast.
Supported by leading French investors, including Five Arrows, Revaia, and Bpifrance, we have built a platform that supports healthcare teams throughout their journey: recruitment, organisation, and development.
Hublo’s true strength lies in its 200 people. Our team is growing, and every hire matters.
Would you like to make a tangible contribution to improving the healthcare system, while preserving the vocations of the people who keep it moving?
The Head of Talent plays a central role in building the teams that drive Hublo’s growth and impact.
As the leader of our Talent Acquisition function, you will own Hublo’s recruitment strategy, team, processes, and delivery. You will build a predictable and high-quality hiring organisation that supports our business priorities and strengthens our culture.
You will lead a team of 2 internal recruiters, RPO partners, and freelancers. You will also work closely with managers and interviewers across Hublo to help them make clear, fair, and evidence-based hiring decisions.
This is a builder’s role. You will set the standards, create the structure, and make sure Hublo recruits the right people, at the right time, with the right level of care.
Own and maintain a live recruitment capacity plan covering 60 to 100 hires per year.
Anticipate recruitment needs and adapt resources as business priorities evolve.
Ensure that every opening is properly prepared, prioritised, and supported.
Align recruitment capacity with Hublo’s strategic and operational objectives.
Own the full recruitment cycle, from intake brief to probation confirmation.
Ensure consistent, structured, and high-quality execution across all roles.
Maintain clear expectations on timelines, responsibilities, and decision-making.
Ensure recruitment delivery supports both hiring speed and long-term quality.
Lead and develop the Talent Acquisition team, including internal recruiters, RPO partners, and freelancers.
Set clear objectives, establish high standards, and create individual accountability.
Support the team with regular coaching, feedback, and development opportunities.
Build a collaborative, focused, and caring environment where people can do their best work.
Design and deploy a structured hiring methodology based on scorecards, structured interviews, and calibration.
Train every hiring manager and interviewer within 30 days of their first involvement in a recruitment process.
Help managers define clear needs and make informed hiring decisions.
Raise the quality and consistency of hiring across the organisation.
Ensure that the Talent Acquisition team remains accountable beyond the signed offer, through probation confirmation.
Own the weekly recruitment dashboard and monthly report for the Executive Committee.
Monitor pipeline health, conversion rates, recruitment timelines, and capacity plan adherence.
Track and improve key recruitment indicators
Use data to identify risks, clarify priorities, and support better decisions.
Define and execute Hublo’s employer brand strategy.
Coordinate the channels and initiatives that strengthen our visibility among relevant talent.
Measure the impact of employer brand actions on pipeline quality and volume.
Represent Hublo with care, clarity, and authenticity throughout the candidate journey.
Ensure every candidate interaction reflects our values and the importance of the work we do.
Own and improve Hublo’s recruitment tools and processes.
Drive the effective use of our applicant tracking system, automation tools, sourcing platforms, and recruitment data.
Select and deploy solutions that simplify the work of the team and improve the candidate experience.
Encourage the responsible use of artificial intelligence, including Dust, in sourcing, analysis, and recruitment operations.
7 to 10 years of experience in Talent Acquisition, including successful team management.
Previous experience as a Head of Talent Acquisition, Talent Acquisition Manager, Recruiting Manager, Talent Lead, or in an equivalent role.
Experience leading a Talent Acquisition team of at least two recruiters.
Experience in a scale-up, high-growth company, technology company
Proven ability to build or transform a structured recruitment process.
Strong experience in capacity planning and data-driven recruitment management.
Experience managing a mixed team of internal recruiters, RPO partners, and freelancers.
Strong understanding of recruitment indicators, including time-to-hire, time-to-fill, conversion rates, and quality of hire.
A rigorous and operational approach, with a strong sense of accountability.
The ability to lead as a manager first and as a recruiter second.
Confidence working with senior stakeholders and presenting clear recommendations.
Fluent in English and French.
Impact-first mission: our focus on the healthcare sector offers a purpose-driven career.
Competitive compensation: a total salary package (fixe + commissions) ranging from 75k€ to 90K€ OTE per year based on your experience (more upon profiles).
Professional growth: a dynamic, human-scale structure that values initiative and dedication.
Responsible work environment: we are B-Corp certified, acknowledging our commitment to continuously grow and improve as an environmentally and socially responsible company.
Dynamic locations: our vibrant office on Rue de Paradis provides an inspiring setting.
Hybrid work policy: flexible work arrangement—up to 10 remote days a month.
Strong onboarding: a comprehensive program, guiding you through your initial weeks at Hublo.
Team cohesion: build strong connections with colleagues through regular team events and an annual seminar, ensuring a connected and collaborative work environment.
We also care about your well-being with tangible perks:
️ Benefiz healthcare insurance: 70% of it paid by Hublo
A Swile Card: Providing you with access to €11/day in meal vouchers, 50% covered by the company
️️ Access to a variety of sports activities through our partner Gymlib
A Forfait Mobilités Durables: giving access to €520/annual for your bike, your navigo/veligo/velib’s subscription, etc.
Phone screen: @Amandine Braillard (interim Chief People Officer)
Manager Interview: @Antoine Loron (CEO)
Skills Test: @Antoine Loron (CEO) + @Adeline Lecluse (Head of Sales & CS SMB)
Culture Add: @Thomas Schersach (Head of Engineering) + @Inès Plocque (Head of Brand & Communications)
Meet the team: @Manon FURST (Senior Talent Acquisition Specialist)
Hublo is engaged to create an inclusive environment for all individuals, regardless of ethnicities, gender, sexual orientation, age, ability, or background. During our recruitment process and internally, we enable equal opportunities and celebrate diversity.
We know that applying for a new job can be both exciting and intimidating, but don’t worry, we’ve got you. Our recruiting team will be on hand every step of the way.
