The Fournier Group & its brands: a unified employer brand and job offers on a high-performing Career Site

• Sector: Home Furnishings
• Founded: 1907
• Revenue: €496 million (2024)
• Number of Employees: 2,150
• Professional Equality Index: 93/100

To understand the Group's organization and why a unified career site is so relevant, we met with Maxence LABOURE, Recruitment & Training Project Manager at SoCoo’c.

The Challenge: Facilitating Collaboration Between HR Teams and the Fournier Group

The Fournier Group operates with a model combining branches and franchises for its 550 stores in Europe, 90 of which are directly owned. The organization of the HR & recruitment teams is logically linked to this structure:

• A Fournier SAS HR Recruitment department for head office recruitment (Support Services, Production, and Brands)
• An HR Recruitment department in each brand for recruitment support in Franchise stores
• A Fournier Retail HR Recruitment department for Fournier Retail head office recruitment (Support Services and branch stores)

Recruitment needs therefore vary, with a diverse range of profiles.

At the heart of the organization, there was an opportunity to strengthen collaboration. Although each brand is recognized, it was important to further promote the overall identity of the Fournier Group.

To improve understanding and attractiveness for potential candidates, as well as to increase the Group's visibility, transformation actions were considered.

An Obsolete Career Site Lacking a Real Candidate Experience

The Group's outdated site was no longer satisfactory and lacked flexibility for updates. A redesign seemed to be an essential step to meet the Group's strategy of reducing silos between entities and facilitating exchanges between teams. A single career site prioritizing the candidate experience quickly became the obvious choice.

During this redesign, the Group's HRIS project manager worked in collaboration with all HR teams to co-produce the most relevant career site possible, highlighting the Group and its brands in an impactful way. This marked the beginning of excellent teamwork that continues today.

The Solution: A Centralized Career Site for All Applications

At the time of the career site's creation, one word became very important within the Fournier Group: synergy. Firstly, in its expertise, but also with the aim of working together, fostering true transversal collaboration within the Group and its brands.

"We started creating more and more synergies and breaking down silos. When a brand identifies something that works well, whether in practice or with tools, they share it. I myself promoted CleverConnect's asynchronous video interview solution, which was used by SoCoo'c and is now also used by Fournier Retail." - Maxence LABOURE

All of this is reflected in the Group's digital HR ecosystem with a single ATS linked to all tools used by one or more brands. The career site is no exception.

Since the redesign with CleverConnect, the career site has been at the heart of all applications, as every Talent Acquisition action now redirects to this site, where everything has been designed to convince candidates to apply (pedagogy, immersion in roles, within the company, etc.).

All job offers are in one place, easily filterable by location, brand, role, etc. Thus, the Group receives adapted applications, and the brands get relevant profiles, with common tracking.

"It even happens that candidates apply to several of our brands at the same time. And if a profile is good... as long as they choose one of our brands, we are happy!" explains Maxence LABOURE.

The design, the types of content and features made available to potential candidates, and the fluidity of navigation are essential for this employer brand platform, which aims for conversion.

An Easily Administrable Career Site Thanks to a CMS

Good to know: CMS = Content Management System.

One element is particularly important when developing your employer brand on your career site in parallel with all the other channels used by the Fournier Group (job boards, social networks, etc.): consistency.

"For example, with about fifteen stores opening per year, updating the figures on our communication channels is very important: we cannot say we have X stores on a job board and give a different number on our career site. We lose credibility." - Maxence LABOURE

The management of the CleverConnect career site is very easy and adapts to all team formats with different access rights depending on the entities and roles of each person. This ensures the site is always up-to-date, with relevant content for each brand, as well as globally, at the Group level.

👉 Discover CleverConnect's career site

The Result: 46% of Career Site Users Become Candidates

Ergonomic, easy to use, and easy to update… The Fournier Group's career site is a hit!

This first concerns the volume of visits: at the launch of the new version of the career site in May 2024, the total number of visits was approximately 25,000 visitors per month. In less than a year, monthly visits increased by more than 25% to over 30,000 visits in March 2025.

The performance of Q1 2025 is also noteworthy, as with nearly 90,000 visits, the average is approximately 32,000 visits/month.

But visits also need to be converted into applications. This point is also a success, as with 3,080 candidates in Q1 2025 for over 8,000 unique users, the conversion rate is over 46%. A great achievement that provides a sufficient volume of candidates for the Fournier Group and its brands.

But most importantly: candidates truly envision themselves within the company.

"We see it during classic interviews and during pre-screening with the pre-recorded video interviews that candidates complete: they have studied the career site, they know the figures, they have watched the videos. They project themselves working with us, and this is a very important first step for what follows. It's the beginning of their integration." - Maxence LABOURE

Internally, feedback is also very positive; teams praise the renewal of this central tool for their talent acquisition strategy. The words "visibility," "relevance," "grouping" emerge from discussions, always with the aim of improving what exists.

While the Group primarily wants to continue receiving a sufficient volume of applications, the quality of profiles is increasingly at the heart of their concerns. A new parameter that will be improved by an even more robust employer brand effort, and will be reflected in new career site pages that can be created in just a few clicks!

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