Join us
Joining ESSCA means participating in the development of a Grande École that is recognised, dynamic, innovative and open to the world.
Recruitement
As part of its development, ESSCA regularly recruits all types of profiles. You may send a spontaneous application or apply for one of the positions currently available.
Equal opportunities: non-discrimination in the broadest sense (nationality, gender, age, disability, religion, sexual orientation/LGBTQIA+, etc.)
ESSCA is committed to embedding diversity, non-discrimination and equal opportunities in the workplace.
Please note that all our positions are accessible to people with disabilities and are advertised on a job board dedicated to people with disabilities.
Steps of recruiting
1
Examination of applications
2
Contact with the HR team
3
Remote or on-campus interview with HR team and managers
4
Feedback on application.
Induction process
The successful integration of our new recruits is a priority at ESSCA. We’ll be eagerly awaiting your arrival and you’ll already be part of the team even before your first day at the School!
A full induction programme is organised to help you settle in as smoothly as possible: welcome coffee, in-house meetings, induction seminar and mentoring will help you understand ESSCA’s way of working.
Induction process
1
1-week before starting work: induction schedule sent out
2
D-Day: Welcome coffee with your line manager and the team, installation and IT training, lunch with the team, HR appointment
3
D-Day +: 1 to 1 discussion with colleagues working together on assigned tasks, campus visit, in-house training on tools, time with line manager
4
D-Day+90 : Induction seminar
Benefits of working at ESSCA
Remote working policy
As part of its quality of life at work policy, ESSCA has chosen to implement a balanced and proactive remote working approach.
This is reflected by staff being allowed to work remotely for up to 2 days a week.
These 2 days are also granted to part-time employees working 4 days a week.
Staff must have been with the School for 2 months in order to qualify.
10 days of remote working per calendar year for trainees on work-study training contracts.
Training courses
Access to a vast catalogue of multi-disciplinary training courses is provided to ensure the development of our employees’ skills.
Mobility: professional / managerial / regional + Career support and management (HR Business Partner)
As part of its talent development policy, ESSCA has put in place a career management system.
Internal mobility is highly popular at ESSCA. The HR Business Partners provide support for professional and/or regional development on one of the 10 campuses, so that all of our staff have opportunities to grow throughout their careers.
Paid leave + working time reduction (RTT) days off
7 weeks paid holiday for 1 year worked + RTT (approximately 15 working days) on the basis of a full-time position.
Social initiatives undertaken by the Works Council (CSE)
ESSCA has a dynamic Works Council offering a wide range of social and cultural activities for members of staff.
Generous benefits package
Group Health and Personal Accident Insurance
All members of staff are covered for 75% of their health care by ESSCA and personal accident insurance costs.
Meal vouchers.
All employees are entitled to meal vouchers worth €10 per full day worked, of which ESSCA contributes 50%.
Profit-sharing and Employee Savings Plan Agreement
Participation in public transport costs
50% of the season ticket paid by ESSCA.
Cycle to Work scheme
To encourage sustainable mobility, ESSCA introduced a cycle to work per-kilometre reimbursement scheme in 2018.
Disability policy: support for RQTH (Recognition of Disabled Worker Status) employees and awareness-raising (SEEPH – European Week for the Employment of People with Disabilities)
ESSCA is committed to creating an inclusive place to work and to providing support for people with disabilities.
This is achieved through championing various actions and commitments across our campuses:
- Changing people’s perception of disability in the workplace, in particular by raising awareness and providing training for our staff.
- Making working conditions easier for people with disabilities by adapting workstations, helping with the purchase of specific equipment to help improve disability situations, assisting and supporting staff in the process of obtaining recognition of their disability, etc.
To ensure that our community stays connected and engaged with disability issues, the Disability Officers and Disability Advisors are actively involved, working in partnership with the disability movement.
Gender Equality Index
ESSCA is proud to have achieved progress in its Professional Gender Equality Index, obtaining a score of 91/100, including the highest score for 4 of the 5 indicators.
Since September 2019, companies in France with at least 250 employees have been required to publish a Professional Equality Index.
The 100-point Index is made up of 5 indicators.
- Gender pay gap: 31/40.
- Gap in the number of individual pay rises: 20/20
- Gap in the number of promotions (for companies with more than 250 employees only): 15/15
- The number of female employees awarded a pay rise on their return from maternity leave: 15/15
- Parity among the 10 highest earners: 10/10