Good morning readers !
đ„ Pride Month is a time to celebrate visibility, progress, and community, but also to remember that the fight for equality is far from over. As we mark the legacy of the Stonewall riots, this newsletter gathers useful perspectives and practical resources for everyone working to build fairer, more inclusive recruitment practices.
You know how much we fight against any form of discrimination all year long, especially in the workplace. June 2026 will be no exception!
â The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. Here are some articles about software eating the world, the Ashby 2026 recruitment report, a RPO onboarding checklist, a tool to fight against the LGBTQIA+ discriminations and news about The Allyance.
đ The Ashby Recruiter Productivity 2026 Talent Trends Report
Ashbyâs reports are gold and data-driven! This new edition is not expection to better understand what candidates go through while interviewing.
The report says recruiting is handling much higher application volume than five years ago, but teams have adapted and are now hiring more per recruiter than before.
WIth no surprise, it finds that interview intensity is much higher for technical roles than business roles, with technical hiring taking about twice the interview hours and usually one extra interview event. Despite that added effort, funnel conversion has improved: candidates who reach interview are more likely to get offers, and the candidate experience has stayed fairly stable.
Hiring timelines have also stabilized, with business roles typically filling faster than technical roles. Most hires still come from inbound applicants, showing that direct applications now power much of the hiring pipeline. The reportâs main message is that recruiting teams are working harder because of sustained top-of-funnel volume, and many are using technology to manage the load without sacrificing quality.
The Interview Intensity Gap: Technical hiring remains significantly more resource-intensive, averaging nearly twice the interview hours and one additional interview event compared to business roles.
đ The RPO Outsourcing checklist
Onboarding a freelance recruiter is not complicated but it's almost always underprepared. The RPO (recruitment process outsourcing) spends the first week chasing basics instead of hiring. I've seen it from both sides: the recruiter waiting on access, and the one who built the entire onboarding structure from scratch on day one because nobody had.
As it's a fixable problem, Morgane made a checklist that I am happy to share!
If your engineering hiring is stalled and you need someone to fix it fast ... that's exactly what Morgane does đ Feel free to reach out!
Paperwork. Tools. People. Arrival day. Everything that needs to be in place before your recruiter shows up, so they can start hiring on day one instead of chasing admins.
đ Lutter contre les discriminations LGBTQIA+ en milieu professionnel
La balise LGBTQIA+ est un outil dâauto-Ă©valuation qui permet dâidentifier les situations problĂ©matiques ou Ă risque au travail, de prendre du recul sur une expĂ©rience vĂ©cue et dâen Ă©valuer le niveau de gravitĂ©. Elle est mise Ă notre disposition grĂące Ă lâAutre Cercle. La balise aide Ă nommer ce que lâon vit, Ă objectiver les faits et Ă orienter vers les bonnes ressources avant que la situation ne sâaggrave.
đŠ The Allyance dans la lumiĂšre
Pour une association interne dâHSBC, j'ai conçu une nouvelle prĂ©sentation. AprĂšs l'inclusion des LGBT, l'Ă©quipe mâa fait confiance pour parler des femmes dans l'histoire de l'informatique et plus spĂ©cifiquement, en intelligence artificielle. Jây parle de Paris Women in Machine Learning and Data Science.
Pour la concevoir, je n'ai pas utilisĂ© d'IA gĂ©nĂ©rative. J'ai pris mon temps et relu des livres que j'aime, sĂ©lectionnĂ© les dates clĂ©s et les femmes qui me semblent importantes parmi nos contemporaines. On y retrouve Dr. Joy Buolamwini, Dr. Sasha Luccioni đŠ, Meredith Whittaker, Fei-Fei Li et bien d'autres.
Si une telle présentation vous tente, c'est par ici. Elle existe en français et en anglais.
đ€« Backstage secrets
đ€© Congratulations to Alexandre who accepted an offer as Senior Research Engineer position in London after a coaching program (less than 2 months!).
đ€© Congratulations to Mae who started as a Machine Learning Ops.
đ€© Congratulations to Zekun who started as a Research Engineer.
đ€ Morgane is available to start a new RPO and working on Python roles.
đ€ Lucie (a former client who is now working with us) is starting a RPO on behalf of The Allyance to replace a Head of Talent Acquisition during her maternity leave.
đ€ I ended a RPO at Sigma Nova on fundational models.
đȘŽ I signed 4 new investments through Sappho Strategies.
You can contact us : contact@theallyance.one
đ©·Hot jobs we are working on
đ«” Machine Learning Manager (AdTech) - to manage up to 10 people (90-110 000âŹ)
đ«” Cybersecurity Expert (FinTech) - (65 000âŹ)
đ«” Tech Lead (GreenTech) - Python, Node.js, Typescript (80 000âŹ)
đ«” AI Engineer (Puclic sector) - Agentic (75 000âŹ)
đ«” Junior SRE Engineer - (45 / 50 000âŹ)
More details hereâŠ
âïž Last words from Caroline, The Allyance CEO
Today, I am going to attend a workshop organized by Sasha Luccioni at ENS. Then, I will go to Nanterre Université to attend a conference with Kimberlé Crenshaw! I could not dream of better women to be intellectually fed.
The first 6 months of 2026 have been intense, packed and creative. We extend our footprint from Paris to Berlin, we extended our recruitment offers and embraced the use of ethical tools.