The talent war rages and this dynamic affects all sectors, large multinational companies with innovative start-ups, but with particularly marked challenges in high-growing businesses, where recruitment and retention of talents become a real challenge. In this climate, how can businesses attract and especially hold the best profiles? What levers do you need to activate to stay competitive in a market saturated with new opportunities?
The explosion of offers and the race for competence
At present, the talent war is intensifying. In 2024, a study carried out by Pwc reveals that almost 80 % of global companies consider the shortage of talent as a major strategic risk. In France, this phenomenon is even more striking in sectors such as tech, digital, and financial services. According to Xerfia study carried out in January 2025, almost 50 % of French start-ups struggle to recruit qualified profiles in the field of computer development and artificial intelligence.
This skills deficit is explained by a lack of adequacy between the training offered and the real needs of companies. On the one hand, young graduates are struggling to integrate into the job market due to the rapid development of technologies and professional requirements. On the other hand, companies are faced with an exponential demand for talents in sharp areas, hence fierce competition to attract the best.
For Jean-Baptiste, CEO of the Parisian start-up Simplitechspecialized in artificial intelligence, the talent war has gained unexpected magnitude in recent years. “When we launched Simplitech in 2018, the market was already tense, but today, with the rise of AI, it has become almost impossible to stand out. We receive recruitment proposals directly from giants like Google or Microsoft. Our engineers are constantly receiving more attractive offers, which makes retention even more difficult. »»
Attract talents: daring employer brand strategies
Faced with this competitive environment, companies had to rethink their recruitment approach, in particular in terms of an employer brand. A study conducted by Linkedin In 2024 shows that 83 % of candidates are looking for companies with a strong culture and values aligned with their own, and not simply a competitive salary. The way a business is positioned on the job market therefore becomes essential to attract good profiles.
Alanthe digital health insurer, emphasizes transparency and simplicity, with an agile team and a collaborative atmosphere. These values are highlighted not only in their external communication, but also through internal initiatives such as regular training or stimulating collaborative projects, thus making it possible to seduce young and ambitious talents.
Talent retention: a question of culture and evolution
The most difficult aspect for start-ups is to retain long-term talents. With competition that continues to grow, offering an attractive wage package is no longer enough. Companies must today think of retention strategies that combine personal development, recognition and flexibility.
ReverseFrench start-up pioneer in automated translation, is an example. After having experienced a rapid growth phase, the company decided to rethink its talent management mode to avoid high turnover which affects many rapidly growing companies. Mélanie DupontHR director at Reverso, explains: “We have set up a personalized monitoring process for each employee, with short and medium term objectives, as well as training opportunities. It is not just a question of salary, but of prospects for evolution. Our employees know that they can climb the ladder within the company, or even redirect themselves to other functions according to their aspirations. »»
This type of flexibility is also highlighted by companies such as Doctolibwhich offers diversified career paths within the company. For example, a developer engineer can move on to a technical management role or reorient himself towards product missions. This internal mobility is a powerful loyalty lever, because it allows talents to reinvent themselves without leaving the company.
Innovation at the service of talent management
Some companies go further by integrating innovative technologies to optimize their talent management. Tools based on artificial intelligence, data analysis and predictive management are increasingly used to identify profiles with high potential, predict future needs and maximize employee engagement.
A recent study of Gartner On 2025 HR trends shows that 70 % of European companies now adopt data analytics tools to refine their recruitment and retention strategy. These tools make it possible to measure not only technical skills, but also the compatibility of the values of candidates with the culture of the company. ZenlyFrench start-up bought by Snapchat, for example developed a fully automated recruitment process, based on algorithms that analyze the performance of candidates during interviews and their routes.
The essential flexibility and well-being
Beyond technological tools, flexibility and well-being have become key elements in talent retention. Teleworking, the development of working time and the possibility of reconciling professional and personal life are significant factors to attract and retain talented profiles.
The wagonstart-up which offers intensive code training, understood the importance of these factors to attract talent. The company has set up a complete mental health support program, with regular workshops, follow -up and a wide range of holidays.
