A Look Back at Our Participation in the OSCI TFE Day: AURA Support Programs for International Recruitment
On June 9, INAUTALENT took part in the TFE Day organized by OSCI Auvergne-Rhône-Alpes, an event dedicated to helping companies optimize their export success. The day brought together business leaders, export experts, and international development professionals to share practical insights, experiences, and solutions for French SMEs looking to expand globally.
As part of the event, Léo Denes, CEO & Co-Founder of INAUTALENT, spoke during the workshop “Recruiting International Talent” to share best practices in global recruitment and present the support programs available through the Auvergne-Rhône-Alpes Region.
Why French SMEs Are Increasingly Recruiting Internationally
International recruitment is no longer reserved for large corporations. Today, many industrial, technology, and export-oriented SMEs are turning to global talent to address three major challenges.
- Talent Shortages in France
According to Bpifrance and Rexecode, 78% of French SMEs face recruitment difficulties. In sectors such as IT, talent shortages are particularly acute, with 80,000 positions remaining unfilled in France (France Travail / DARES 2025).
- Growing International Expansion Ambitions
The 2025 Bpifrance Export Barometer indicates that 26% of French SMEs plan to expand internationally this year. To succeed in export markets, building multicultural teams and establishing local market expertise has become a significant competitive advantage.
- Increasing Openness to International Talent
French companies are already embracing international hiring: 49% of industrial SMEs have hired at least one foreign employee (Bpifrance Le Lab 2025). International recruitment is increasingly viewed as a strategic driver of growth.
The Main Challenges of International Recruitment
While the benefits are clear, taking action can be complex. During the workshop, several key obstacles were highlighted.
1. Legal and Administrative Complexity
Local employment contract or expatriate arrangement? Visa requirements, residence permits, and work authorizations can quickly become overwhelming for SMEs without an established international HR structure.
2. Remote Talent Sourcing
Finding qualified candidates without a local network is challenging. LinkedIn can be useful, but it is often insufficient in countries where recruitment channels and candidate behaviors differ significantly.
3. Longer Recruitment Timelines
International hiring generally takes twice as long as local recruitment due to administrative approvals, relocation considerations, salary negotiations, and candidate availability.
4. Cultural Differences
Cultural barriers remain one of the most frequently cited concerns among business leaders. Interview practices, management styles, communication norms, and workplace expectations can vary considerably from one country to another.
The INAUTALENT Methodology: Structuring International Recruitment in Five Steps
To help SMEs successfully hire internationally, INAUTALENT has developed a practical five-step methodology.
- Defining the Hiring Need and Candidate Profile
Identifying the required skills, level of experience, language capabilities, and business objectives associated with the position.
- Selecting Target Markets and Sourcing Strategy
Choosing the most relevant countries based on talent availability, recruitment costs, and the company’s international growth objectives.
- Recruiting and Assessing Candidates
Conducting localized sourcing, multicultural interviews, soft-skill evaluations, and assessing alignment with the company culture.
- Managing Legal and Administrative Compliance
Providing support with contracts, visas, work permits, and employment structures tailored to each target country.
Onboarding and Employee Support
Ensuring successful integration through onboarding programs, management support, HR follow-up, and performance reporting.
This structured approach helps reduce risk, accelerate hiring processes, and transform international recruitment into a sustainable growth driver.
Case Study: AUTO24.AFRICA – From 0 to 200 Employees
Léo Denes also shared the experience of AUTO24.AFRICA, a company that has partnered with INAUTALENT for its international recruitment needs over the past five years.
During this period, the company grew from 0 to 200 employees, with successful hires across eight countries: Morocco, South Africa, Côte d’Ivoire, Senegal, Rwanda, France, Dubai, and Australia.
Beyond recruitment, INAUTALENT serves as an ongoing HR partner, supporting onboarding, offboarding, administrative management, and daily FTE reporting.
Auvergne-Rhône-Alpes Regional Support Programs for Export Recruitment
One of the key topics discussed during the workshop was the financial support available to regional SMEs and mid-sized companies through the Auvergne-Rhône-Alpes Region.
🔹 Export Executive Program
This program covers 50% of the gross salary and employer contributions during the first year of employment for export-focused positions, up to €20,000 per application.
It is designed for companies recruiting employees dedicated to developing international business activities.
🔹VIE – International Corporate Volunteer Program
The Region also finances 50% of VIE-related expenses, including management fees, social protection costs, and volunteer allowances, up to €20,000 per application.
The VIE program remains an excellent option for companies looking to test new international markets while controlling costs and minimizing risk.
Why These Programs Represent an Opportunity for Export-Oriented SMEs
These initiatives significantly reduce the cost of a first international hire or export development project. For many SMEs, this financial support can be the difference between postponing an international expansion plan and launching it immediately.
Beyond the financial benefits, these programs demonstrate the Region’s strong commitment to supporting the international growth of local businesses.
Key Takeaways
- International recruitment is becoming a strategic growth lever for French SMEs facing talent shortages and pursuing international expansion.
- The main challenges are legal, operational, and cultural, but they can be successfully addressed through a structured methodology.
- Auvergne-Rhône-Alpes support programs provide up to €20,000 in funding for export-focused recruitment or VIE assignments.
- Specialized support can significantly reduce risk and accelerate international hiring, as demonstrated by the AUTO24.AFRICA case study.
Looking to Recruit Internationally?
At INAUTALENT, we support SMEs and mid-sized companies throughout the entire process: workforce planning, international sourcing, legal compliance, and talent integration.
📩 Planning an international or export-focused recruitment project? Let’s discuss how we can help.