Hire Automation Control Systems Engineer in France: The Complete Guide for Global Employers

Why Global Companies Hire Automation Control Systems Engineers from France

France stands at the forefront of industrial automation innovation, making it a prime location for companies seeking top-tier automation talent. Global organizations increasingly turn to French automation engineers for several compelling reasons:

• World-class technical education: France’s prestigious engineering schools (Grandes Écoles) produce graduates with exceptional theoretical knowledge and practical skills in control systems engineering.
• Strong industrial automation ecosystem: With major players like Schneider Electric headquartered in France, the country has developed a robust ecosystem of automation expertise.
• Innovation mindset: French engineers are known for their creative problem-solving approaches and innovation in implementing Industry 4.0 technologies.
• Regulatory expertise: French automation engineers understand EU regulations and safety standards, crucial for companies deploying systems in European markets.
• Cross-disciplinary knowledge: Many French engineers possess valuable combinations of mechanical, electrical, and software engineering skills essential for modern automation systems.

Who Should Consider Hiring French Automation Control Systems Engineers

While automation talent from France benefits many organizations, certain types of companies stand to gain particular advantages:

• Manufacturing companies implementing digital transformation: Organizations modernizing production facilities with smart factory initiatives can leverage French engineers’ expertise in integrating legacy systems with cutting-edge technologies.
• Energy and utilities providers: Companies in the energy sector benefit from French engineers’ experience with SCADA systems, distributed control systems, and renewable energy integration.
• Multinational corporations with EU operations: Organizations with European manufacturing or processing facilities gain engineers familiar with EU machinery directives and safety standards.
• Pharmaceutical and process industries: Companies requiring precision process control and regulatory compliance benefit from French engineers’ experience with validated systems and GMP requirements.
• Robotics and advanced manufacturing startups: Emerging companies developing next-generation automation solutions can tap into France’s deep talent pool of engineers with both theoretical knowledge and practical implementation skills.

Key Skills and Specializations for Automation Control Systems Engineers

French automation control systems engineers typically possess a diverse set of technical competencies that make them valuable assets to global employers:

Core Technical Skills

• PLC Programming: Proficiency with Siemens, Allen Bradley, Schneider Electric, and other platforms
• SCADA Systems: Implementation and management of supervisory control systems
• HMI Development: Designing intuitive human-machine interfaces
• Industrial Networks: Experience with Profibus, Profinet, EtherCAT, Modbus
• Control Theory: Understanding of PID control, loop tuning, and advanced control strategies
• Motion Control: Servo systems, VFDs, and precision movement applications
• Robotics: Programming and integration of industrial robots

Emerging Technology Skills

• IIoT (Industrial Internet of Things): Connecting and managing industrial devices
• Edge Computing: Implementing processing capabilities at the machine level
• Data Analytics: Applying statistical methods to process data
• Machine Learning: Implementing predictive maintenance and quality control
• Digital Twin Technology: Creating virtual replicas of physical systems
• Cybersecurity: Securing industrial control systems from threats

Experience Levels of French Automation Control Systems Engineers

Entry-Level (0-3 years)

Entry-level French automation engineers typically graduate from engineering schools with strong theoretical foundations and some practical experience through internships. They possess:

• Solid understanding of control theory fundamentals
• Basic PLC programming skills in at least one platform
• Familiarity with CAD tools for electrical design
• Knowledge of industrial communication protocols
• Entry-level engineers often work under supervision on specific components of larger automation projects

Mid-Level (3-7 years)

Mid-level French automation engineers have developed specialized expertise and can lead smaller projects independently:

• Proficiency in multiple PLC and SCADA platforms
• Experience designing and implementing complete control systems
• Ability to troubleshoot complex automation issues
• Expertise in specific industry applications (e.g., automotive, pharmaceuticals)
• Project management capabilities for medium-sized automation initiatives
• Integration experience with various field devices and instrumentation

Senior-Level (8+ years)

Senior French automation engineers bring comprehensive expertise and strategic vision to complex projects:

• Deep specialization in specific automation domains
• Experience architecting enterprise-wide control systems
• Advanced knowledge of Industry 4.0 technologies and implementation strategies
• Ability to lead multi-disciplinary teams across complex projects
• Understanding of business objectives and how automation supports organizational goals
• Expertise in regulatory compliance and validation requirements
• Capability to serve as technical authority and mentor for junior engineers

Hiring Models to Choose From

When engaging French automation control systems engineers, several hiring models are available, each with distinct advantages and considerations:

Full-Time Employment

Hiring engineers as direct employees provides maximum integration with your organization.

• Pros: Complete control over work priorities, stronger team integration, intellectual property security
• Cons: Higher commitment, complex French employment regulations, significant administrative overhead
• Best for: Long-term strategic automation initiatives requiring deep organizational integration

Freelance/Independent Contractors

Engaging engineers as independent professionals on a project basis.

• Pros: Flexibility, specialized expertise, reduced administrative burden
• Cons: Potential misclassification risks under French law, less control, potential IP concerns
• Best for: Short-term projects, specialized tasks, or pilot initiatives

Staff Augmentation

Leveraging staff augmentation companies in France to provide engineering talent that works as part of your team.

• Pros: Faster scaling, reduced administrative burden, compliance management
• Cons: Higher hourly rates, potential communication challenges, less control over selection
• Best for: Scaling teams quickly, accessing specialized skill sets, handling workload fluctuations

Build-Operate-Transfer (BOT)

Setting up a dedicated team through a partner with the option to transition them to direct employment.

• Pros: Reduced startup time, scalability, future flexibility
• Cons: Complex agreements, potentially higher costs, transition challenges
• Best for: Companies planning long-term presence in France but seeking faster initial setup

How to Legally Hire Automation Control Systems Engineers in France

Global companies looking to hire automation engineers in France have two primary approaches: establishing a legal entity or using an Employer of Record (EOR) service.

Setting Up a Legal Entity in France

Establishing your own business entity in France provides full control but involves significant complexity:

• Legal Structure: Most foreign companies opt for a Société à Responsabilité Limitée (SARL) or Société par Actions Simplifiée (SAS)
• Registration Process: Involves multiple government agencies and can take 3-6 months
• Capital Requirements: Minimum capital requirements vary by entity type
• Ongoing Obligations: Mandatory accounting, tax filings, and social security contributions
• Compliance Burden: Need for ongoing legal and accounting expertise to navigate complex French labor laws

Using an Employer of Record (EOR) Service

Partnering with Employer of Record service providers in France allows you to hire legally without establishing an entity:

• Rapid Deployment: Hire engineers in days rather than months
• Compliance Management: The EOR handles all employment law compliance, tax requirements, and benefits administration
• Risk Mitigation: Reduced exposure to legal and regulatory risks in an unfamiliar jurisdiction
• Simplified Operations: Single invoice covering salary and all statutory costs
• Scalability: Easily adjust team size without administrative complexity

Asanify’s Employer of Record solution enables companies to hire French automation engineers quickly and compliantly, handling all local regulations while you maintain day-to-day management of your team members.

Step-by-Step Guide to Hiring Automation Control Systems Engineers in France

Step 1: Define Clear Requirements

Begin with a detailed specification of your automation engineering needs:

• Required technical skills (specific PLC platforms, SCADA systems, etc.)
• Industry-specific experience (automotive, pharmaceutical, energy)
• Project scope and expected deliverables
• Language requirements (French, English, other languages)
• Remote work expectations or on-site requirements
• Team structure and reporting relationships

Step 2: Select the Appropriate Hiring Model

Based on your project timeline, budget, and long-term plans:

• Determine whether you need full-time employees or contractors
• Assess whether entity establishment or EOR services better suit your needs
• Consider staff augmentation for flexible scaling
• Evaluate build-operate-transfer models for long-term operations

Step 3: Source Qualified Candidates

Tap into French automation talent through multiple channels:

• Engineering-focused job platforms (Apec.fr, Cadreemploi)
• Professional networks for automation specialists (GIMELEC, France Automatique)
• Engineering schools and university partnerships (Centrale, Mines, INSA)
• Industry events and conferences (Global Industrie, Smart Industries)
• LinkedIn recruitment targeting French automation professionals
• Local recruitment agencies specializing in engineering talent

Step 4: Evaluate Technical and Cultural Fit

Implement a comprehensive assessment process:

• Technical screening focusing on relevant automation platforms
• Practical assessments involving real-world control systems challenges
• Interviews with technical team members and project stakeholders
• Evaluation of communication skills and cultural alignment
• Verification of certifications and qualifications
• Reference checks with previous employers or clients

Step 5: Onboard Compliantly and Effectively

Ensure a smooth integration of your new automation engineer:

• Prepare compliant employment contracts meeting French requirements
• Set up proper payroll and benefits administration
• Create comprehensive technical onboarding documentation
• Establish clear communication protocols for remote or distributed teams
• Provide necessary access to systems, tools, and resources

For a streamlined hiring process, Asanify’s EOR solution manages the legal and administrative aspects of onboarding, allowing you to focus on integrating the engineer into your technical teams and projects.

Salary Benchmarks

Understanding the compensation landscape for automation control systems engineers in France is essential for competitive hiring. The following benchmarks reflect current market rates as of 2025:

Additional Compensation Factors

• Specialization Premium: Engineers with expertise in high-demand areas (IIoT, robotics, industrial cybersecurity) can command 10-20% higher salaries
• Industry Sectors: Pharmaceutical and energy sectors typically offer higher compensation than general manufacturing
• Certifications: Certified professionals (TÜV Functional Safety, specific vendor certifications) often receive higher compensation
• Language Skills: Fluency in English and other languages beyond French can increase salary by 5-10%
• Remote Work: Full remote positions may offer slightly lower salaries compared to on-site roles, balanced by flexibility

Employer Costs

Remember that in France, employers pay significant additional costs beyond the gross salary:

• Employer social contributions: Approximately 42-45% of gross salary
• Mandatory benefits and paid leave
• Training contributions and other statutory costs

What Skills to Look for When Hiring Automation Control Systems Engineers

Technical Skills

When evaluating French automation engineers, assess these critical technical competencies:

• PLC Programming: Look for experience with multiple platforms (Siemens, Allen-Bradley, Schneider) and structured programming methods
• Control System Architecture: Ability to design robust, scalable control systems with appropriate redundancy and failure modes
• Industrial Networks: Proficiency with industrial protocols (Profinet, EtherNet/IP, Modbus TCP) and network architecture
• SCADA/HMI Development: Experience creating intuitive, effective user interfaces and visualization systems
• Instrumentation: Understanding of sensors, transmitters, and field devices, including calibration and troubleshooting
• Cybersecurity: Knowledge of industrial control system security principles and implementation techniques
• Documentation: Ability to create comprehensive technical documentation following industry standards
• Simulation and Testing: Experience with virtual commissioning and system validation methods

Soft Skills and Attributes

Beyond technical capabilities, these qualities are essential for successful automation engineers:

• Problem-solving: Ability to troubleshoot complex system issues with methodical approaches
• Project management: Experience coordinating multiple stakeholders and technical disciplines
• Communication: Clear articulation of technical concepts to both technical and non-technical audiences
• Cross-functional collaboration: Experience working effectively with mechanical, electrical, and software teams
• Adaptability: Openness to new technologies and methodologies in a rapidly evolving field
• Client interaction: Professional engagement with end users and stakeholders during requirements gathering and implementation
• Continuous learning: Demonstrated commitment to staying current with industry developments

Industry-Specific Expertise

Depending on your sector, prioritize these specialized knowledge areas:

• Manufacturing: Production line optimization, OEE improvement, MES integration
• Pharmaceutical: GMP compliance, validation documentation, batch processing
• Energy: Power management systems, grid integration, NERC compliance
• Automotive: Robot integration, vision systems, production tracking
• Process Industries: Advanced process control, continuous improvement methodologies

Legal and Compliance Considerations

Hiring automation engineers in France involves navigating complex labor regulations and compliance requirements. Understanding these aspects is crucial for avoiding legal risks and ensuring proper employment relationships.

French Employment Contracts

• Contract Types: Contrat à Durée Indéterminée (CDI, permanent) or Contrat à Durée Déterminée (CDD, fixed-term)
• Mandatory Clauses: French law requires specific elements in employment contracts, including job description, compensation, working hours, workplace, and notice periods
• Trial Periods: Legally defined periods ranging from 2-4 months for engineers, potentially renewable once
• Termination Procedures: Strict rules governing dismissals, requiring valid grounds and following procedural steps

Working Hours and Leave

• Standard Working Week: 35 hours, with specific regulations for overtime compensation
• RTT Days: Reduction of Working Time days often granted when employees work more than 35 hours
• Annual Leave: Minimum 5 weeks of paid vacation plus public holidays
• On-Call Duty: Special regulations for automation engineers performing standby or on-call responsibilities

Payroll and Taxation

• Social Security Contributions: Employers must pay approximately 42-45% of gross salary for social charges
• Income Tax Withholding: Employers must implement PAYE (Pay As You Earn) withholding
• Mandatory Benefits: Health insurance, retirement contributions, and unemployment insurance
• Profit Sharing: Mandatory for companies with 50+ employees, optional but common in smaller firms

IP and Confidentiality

• Intellectual Property: Special provisions needed for engineers creating patentable work or proprietary systems
• Non-Competition Clauses: Strictly regulated in France, requiring geographic/time limitations and compensation
• Confidentiality: Explicit agreements needed to protect proprietary automation knowledge

Asanify’s Employer of Record services ensure full compliance with these complex French labor regulations. Our local expertise guarantees proper contract creation, accurate payroll processing, and adherence to all statutory requirements, allowing you to focus on the technical aspects of your automation projects rather than administrative compliance.

Common Challenges Global Employers Face

Hiring and managing automation control systems engineers in France presents several unique challenges for international organizations:

Navigating Complex Labor Laws

French employment law is notably protective of employees and contains many specific provisions:

• Strict termination procedures requiring documented cause
• Complex working time regulations, including the 35-hour workweek
• Mandatory collective bargaining agreements applicable to engineering roles
• Required employee representation for companies above certain thresholds

Cultural and Communication Differences

Working effectively with French engineers often requires understanding cultural nuances:

• Direct communication styles that may differ from other cultural contexts
• Hierarchical organizational expectations in traditional French companies
• Different approaches to meetings, documentation, and decision-making
• Varying expectations around work-life balance and availability

Competitive Talent Market

The demand for qualified automation engineers in France exceeds supply:

• Competition from established French industrial companies with strong employer brands
• High salary expectations, particularly for specialized automation skills
• Candidate preference for companies with French presence or understanding
• Limited talent pool for cutting-edge automation technologies

Administrative Complexity

Managing French employees involves significant administrative overhead:

• Complex payroll calculations with numerous variables and contributions
• Detailed reporting requirements to various government entities
• Specific documentation needs for compliance with labor inspectorates
• Required training provisions and professional development tracking

Remote Team Integration

For distributed teams, integrating remote French engineers presents challenges:

• Time zone differences impacting collaboration with global teams
• Need for secure remote access to control systems development environments
• Building cohesive teams across cultural and geographic boundaries
• Managing hardware and physical testing requirements for automation roles

Asanify helps global employers overcome these challenges by providing expert guidance on French employment practices, handling administrative complexities, and ensuring compliance with all legal requirements. Our EOR solution creates a seamless experience for both employers and their French automation engineering talent.

Best Practices for Managing Remote Automation Control Systems Engineers in France

Successfully integrating and managing French automation engineers requires thoughtful approaches tailored to both technical work and cultural context:

Effective Communication Strategies

• Structured Documentation: Maintain detailed technical specifications, requirements, and project documentation accessible to all team members
• Regular Technical Reviews: Schedule consistent engineering review sessions focused specifically on automation systems
• Visualization Tools: Utilize digital whiteboards and simulation environments to discuss control systems concepts remotely
• Clear Communication Cadence: Establish predictable meeting rhythms respecting French work hours and holidays
• Language Considerations: Provide technical documentation in both English and French when possible for maximum clarity

Technical Collaboration Infrastructure

• Secure Remote Access: Implement secure connectivity to development and testing environments for PLC/SCADA systems
• Version Control: Use appropriate version control systems for automation code and configurations
• Virtual Testing Environments: Deploy simulation tools allowing remote testing of control systems logic
• Collaborative Engineering Tools: Provide access to shared CAD, electrical design, and control system development platforms
• Knowledge Management: Create repositories for automation standards, code libraries, and best practices

Cultural Awareness and Team Integration

• Respect for Work-Life Boundaries: Honor the French emphasis on work-life separation and designated vacation periods
• Recognition of Expertise: Acknowledge the professional identity and educational background valued in French engineering culture
• Inclusive Decision-Making: Involve French team members in technical decisions with sufficient context and discussion time
• Professional Development: Support continuing education and certification important in the French engineering profession
• Team Building: Create opportunities for relationship building beyond technical discussions

Project Management Adaptations

• Clear Role Definition: Provide explicit responsibilities and authorities within automation projects
• Milestone-Based Planning: Structure work around clear deliverables rather than continuous availability
• Local Autonomy: Allow French engineers appropriate decision-making authority in their areas of expertise
• Documentation Standards: Establish consistent documentation requirements aligned with French engineering practices
• Feedback Mechanisms: Create constructive channels for technical feedback and process improvement

Why Use Asanify to Hire Automation Control Systems Engineers in France

Asanify provides a comprehensive solution for global companies looking to hire and manage automation control systems engineers in France without the complexity of entity establishment:

Simplified Compliance

• Complete management of French employment law requirements and regulations
• Properly structured employment contracts meeting all legal standards
• Ongoing compliance monitoring and adaptation to regulatory changes
• Risk mitigation for complex French labor code requirements
• Proper implementation of industry-specific collective agreements

Streamlined Onboarding

• Fast onboarding process (1-2 weeks vs. months with entity setup)
• Digital onboarding experience for engineering candidates
• Localized offer letters and employment documentation
• Equipment procurement and setup assistance
• Seamless integration with your existing teams and processes

Comprehensive Payroll and Benefits Management

• Complete French payroll processing and tax withholding
• Management of all mandatory and supplementary benefits
• Competitive benefits packages to attract top automation talent
• Expense management and reimbursement processing
• Consolidated invoicing in your preferred currency

Ongoing HR Support

• Day-to-day HR administration and employee relations
• Assistance with performance management processes
• Support for workforce planning and team scaling
• Guidance on French workplace practices and expectations
• Local HR expertise available to both employers and employees

Technology-Enabled Experience

• Intuitive employer dashboard for team management
• Employee self-service portal for documents and information
• Secure document management and storage
• Automated compliance checks and alerts
• Real-time visibility into employment costs and details

With Asanify as your Employer of Record in France, you can focus on the technical collaboration with your automation engineers while we handle all the legal, administrative, and compliance aspects of employment.

FAQs: Hiring Automation Control Systems Engineers in France

What are the typical qualifications of French automation control systems engineers?

French automation engineers typically hold engineering degrees from prestigious institutions like École des Mines, École Centrale, or INSA. Most have a “Diplôme d’Ingénieur” (Master’s equivalent) in electrical engineering, mechatronics, or control systems. Many also possess specialized certifications in PLC platforms (Siemens, Schneider, Rockwell), SCADA systems, or industrial safety standards (IEC 61508/61511). The education system in France emphasizes strong theoretical foundations combined with practical application skills.

How do French labor laws impact hiring automation engineers?

French labor laws significantly impact employment relationships through mandatory provisions including the 35-hour workweek, minimum 5 weeks of paid vacation, strict termination procedures, and collective bargaining agreements specific to engineering roles. Employment contracts must follow precise legal requirements, and social security contributions are substantial (approximately 42-45% of gross salary). Using an Employer of Record service in France helps navigate these complex regulations while ensuring full compliance.

What is the average time to hire an automation control systems engineer in France?

The hiring timeline for automation engineers in France typically ranges from 4-12 weeks, depending on specialization and seniority. Highly specialized roles in IIoT, industrial cybersecurity, or specific industry applications may take longer. The process generally includes multiple technical interviews, practical assessments, and reference checks. Using established recruitment channels and offering competitive packages can accelerate this timeline. Having an entity or EOR solution already in place significantly reduces administrative hiring time.

Can we hire French automation engineers to work remotely for our global projects?

Yes, French automation engineers can work remotely on global projects. However, they must be employed under French labor law if working from France, regardless of your company’s location. This requires either establishing a French entity or using an Employer of Record service like Asanify. Remote work arrangements should be explicitly documented in employment contracts, with clear provisions for equipment, expenses, and working hours. For control systems work requiring hardware testing, consider hybrid arrangements or local testing facilities.

What key industry sectors employ automation control systems engineers in France?

Key sectors employing automation engineers in France include automotive manufacturing (Renault, PSA Group), aerospace (Airbus, Safran), pharmaceuticals (Sanofi), energy (EDF, Total), food processing, and industrial equipment manufacturers (Schneider Electric). France has a strong automation ecosystem supported by research institutions and technology clusters, particularly around Paris, Lyon, and Grenoble. The French government’s “Industry of the Future” initiative has further increased demand for automation expertise across multiple industries.

How does the cost of hiring automation engineers in France compare to other European countries?

French automation engineers typically command higher salaries than counterparts in Southern or Eastern Europe but remain competitive compared to Germany, Switzerland, or Scandinavia. The total employment cost (including mandatory contributions) is approximately 1.8-2× the gross salary, higher than many European countries. However, the high quality of education and technical expertise often justifies this premium. Regional variations exist within France, with Paris commanding 15-30% higher compensation than provincial areas.

What are the most in-demand automation control systems skills in the French market?

The most sought-after skills include IIoT implementation, industrial cybersecurity, robotics integration, and digital twin technologies. Expertise in specific platforms like Siemens TIA Portal, Schneider EcoStruxure, or Rockwell Studio 5000 commands premium rates. Experience with Industry 4.0 technologies integrating OT/IT systems is highly valued, as is knowledge of industrial data analytics. French manufacturers increasingly seek automation engineers with both traditional control systems expertise and modern digital transformation capabilities.

What visa or work permit requirements apply for non-EU automation engineers in France?

Non-EU automation engineers require work permits and appropriate visas to work in France. The process typically involves employer sponsorship through the French Office of Immigration and Integration (OFII). France offers specific pathways for skilled technical professionals, including the “Passport Talent” visa for highly qualified workers. The French Tech Visa program also provides a streamlined process for technology professionals. Asanify can assist with permit applications and visa sponsorship as part of our comprehensive EOR services.

How should we structure compensation packages for French automation engineers?

Competitive compensation packages in France typically include base salary, variable performance bonuses (10-20%), supplementary health insurance beyond the state system, meal vouchers (Tickets Restaurant), profit-sharing plans, and retirement savings plans. Additional perks valued by French automation engineers include professional development opportunities, flexible working arrangements, and extra vacation days beyond the legal minimum. The collective bargaining agreement for engineering roles (Convention Collective Nationale des Ingénieurs et Cadres) establishes minimum compensation levels based on experience and responsibilities.

What are the main differences between hiring contractors versus employees for automation roles in France?

Hiring contractors (“indépendants”) offers flexibility but carries significant misclassification risks under French law if the working relationship resembles employment. True contractors must maintain multiple clients, use their own equipment, and determine their working methods independently. Employees receive comprehensive legal protections, mandatory benefits, and job security. For complex automation projects requiring ongoing collaboration, the employee model typically provides better integration and intellectual property protection. Asanify can advise on the most appropriate model for your specific situation.

How can we effectively onboard remote automation engineers in France?

Effective remote onboarding for French automation engineers includes providing comprehensive technical documentation and standards, scheduling structured knowledge transfer sessions, establishing clear communication protocols, and ensuring proper equipment and software access. Creating connections with existing team members through virtual introductions is essential. Consider shipping company-branded welcome packages and arranging in-person kickoff meetings when possible. Asanify supports the onboarding process with compliant documentation, payroll setup, and ongoing HR support to ensure a smooth integration experience.

What intellectual property considerations apply when hiring French automation engineers?

French intellectual property law provides for employer ownership of inventions created within the scope of employment, but this must be explicitly addressed in employment contracts. For innovations with exceptional value, additional compensation may be required under French law. Robust confidentiality provisions are essential for protecting automation know-how and proprietary systems. When engineers work with existing frameworks or contribute to open-source projects, clear boundaries must be established. Asanify ensures employment contracts contain appropriate IP protection clauses compliant with French regulations.

Conclusion

Hiring automation control systems engineers in France offers global companies access to world-class talent with exceptional technical education and experience in sophisticated industrial environments. The French automation engineering workforce combines strong theoretical foundations with practical implementation expertise, making them valuable assets for companies undertaking digital transformation, Industry 4.0 initiatives, and complex control systems projects.

While navigating French employment regulations presents challenges for foreign employers, the right approach can streamline the process. Whether establishing an entity for long-term operations or leveraging an Employer of Record solution for immediate hiring needs, companies can successfully build high-performing automation teams in France.

Asanify’s comprehensive EOR services eliminate the complexity of French employment compliance, providing a streamlined path to engage top automation talent. Our local expertise ensures proper contracting, accurate payroll processing, and full regulatory compliance, allowing you to focus on the technical collaboration that drives innovation in your automation projects.

By following the best practices outlined in this guide and leveraging appropriate support services, global organizations can successfully tap into France’s rich ecosystem of automation expertise to accelerate their industrial transformation initiatives and gain competitive advantage.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.