HelloWork Group is a French company in the digital sector publishing websites dedicated to employment, recruitment and training .

A subsidiary of the Télégramme group created in 2000, HelloWork Group publishes the employment and recruitment platforms HelloWork.com, JobiJoba.com, and SmartForum, the platforms dedicated to vocational training MaFormation.fr and Diplomeo.com.

On the media side, Blogdumoderateur.com is dedicated to web professionals, and HelloWorkPlace to Human Resources professionals.

HelloWork Group also develops HR solutions for recruiters and candidates: HelloWork recruiter app, Basile.io (solution dedicated to cooptation), CV Catcher (HR software for capturing CVs and career site solution), Holeest (HR programmatic solution) and Seekube (virtual recruitment forum solution).

The Rennes company is the reference shareholder of Aladom, an employment/recruitment specialist for personal services and jobbing.

A Médiamétrie-NetRating study dating from January 2020 ranked the site No. 1 among  French private job sites with more than 2.74 million unique visitors per month, ahead of its main competitors Cadremploi , the Apec site , Monster and keljob.com .

HelloWork has 420 employees  . Its head office is based in Rennes in Brittany .


In March 2000 , the company was created in Rennes and the OuestJob.com concept site was the first of the 8 future employment sites of the regionsjob.com network to be put online.

In July 2000 , the Groupe Le Télégramme became the majority shareholder of company 4 and enabled RegionsJob SAS to develop throughout France. Five other sites designed on the same model were then put online: Pacajob.com, Nordjob.com, Estjob.com, Sudouestjob.com and Rhonealpesjob.com .

From 2001 , the company was profitable and in 2003 Le Monde Group also entered the capital of RegionsJob SAS .

In 2007 , RegionsJob created the ParisJob and CentreJob subsites .

In 2009, the company launched ”Maformation”  .

In 2014, RegionsJob launched the “Cadreo” site: a job site (and a mobile application 6 ) oriented towards the recruitment and professional mobility of executives. Participation in the capital of Talentplug.

In 2016, RegionsJob acquired TalentDetection  , an application management platform in SaaS mode in order to support recruiters from SMEs and ETIs in the different phases of the recruitment process.

InMarch 2018, RegionsJob takes a stake in the company Aladom which buys out its competitor Jemepropose  .

InJuly 2018, RegionsJob acquires JobiJoba and CV Catcher  .

InSeptember 2018, the RegionsJob group becomes HelloWork.

InNovember 2018, RegionsJob becomes the leading French private job site with 2.2 million unique visitors per month.

In 2019, HelloWork took a stake in the capital of the start-up Staffman  , acquired the start-up JAI  , and acquired Diplomeo  .

In 2020, HelloWork acquires tagEmploi and launches SmartForum  .

Web site: hellowork.com .

What are the specialties of HelloWork?

The HelloWork group is present in the employment, training and guidance markets . We offer solutions for recruiters such as:

  • HelloWork Recruiter to manage their offers and find candidates,
  • CV Catcher to improve the experience on career sites,
  • Seekube to organize recruitment events,
  • Basile to facilitate recruitment by cooptation.

What were the brands dedicated to employment?

On the job market, HelloWork was represented by several brands: RegionsJob, local versions like OuestJob and ParisJob, Cadreo for executives, RegionsJob Intérim… These sites have facilitated intermediation between candidates and recruiters for many years. .

They allowed us to become the leading French actor in terms of audience.

Why merge these brands?

The fact of having several brands to cover the whole territory was starting to become a brake on our ambitions. Certain acquisition levers find themselves de facto limited by this fragmentation.

We believe that we have covered the optimizations that we could put in place under our different names. We needed stronger brand awareness to go even further.

We have therefore made the choice to abandon our historical names in favor of a single brand: HelloWork. It is already known to recruiters, through the use of our services. Our DNA obviously remains local employment, we are in tune with the reality of recruiters. We simply observe that the market has changed a lot in recent years, with teleworking and the different modes of employment. It therefore seemed relevant to us to carry out this change of positioning at the end of the health crisis, while providing new services to our users.

Such a change of identity mobilizes all of a company’s teams: technical service, traffic acquisition, communication, editorial, marketing, etc. We are delighted that our users can finally benefit from it.

How is the HelloWork brand positioned?

It’s not just a brand change, it’s a mainstream identity change. We associate with this rebranding a series of features that will be deployed in the coming months. Main objective: to demonstrate more transparency on the job market, for candidates and recruiters.

salary information

On many job offers, the salary is not indicated. Yet it is a determining factor in the choice of a position.

On an e-commerce site, no one would think of buying a product without knowing the price.

We are going to ensure that as many recruiters as possible indicate the elements related to remuneration to bring more transparency to the recruitment market.

Information on the recruitment process

Same principle for the recruitment process: when a candidate applies for a job offer, he is often confronted with a black box phenomenon. Apart from an email to confirm the transmission of his application, he has little information until eventually, the recruiter contacts him.

On an e-commerce site, you can track your package in real time, at each stage, from preparation to delivery. When you order a meal, you can follow the delivery person.

It seems essential to us to inform the candidates with these elements. His application was received, opened by the recruiter, the manager positioned himself…

Information for candidates and recruiters

We also want to inform them about the possibilities of teleworking, the job environment, integration into the company, etc. Objective: to give users as many elements as possible so that they can make an informed choice.

This benefits candidates, but also recruiters who receive even more qualified and committed applications. This is the whole issue around transparency.

How will the new brand be represented?

HelloWork is part of a new brand territory, with a new signature: “  our job, helping you choose yours” . We support this change with a massive media plan, worth several million euros by the end of the year with the excellent recommendations of the Initiative agency . It aims to transfer the awareness of RegionsJob to HelloWork and ensure that HelloWork becomes better known than our old brands, since the awareness effort is now concentrated on a single entity.

The creation of the campaign is driven by the super team of Socialclub . We made a singular choice, with a campaign animated by 3D characters. They will accompany us for the next few years.

This territory had not, until then, been exploited in our sector of activity. They will be able to represent the exhaustiveness of the positions accessible on HelloWork.

We address the entire job market. These characters will be able to embody the different professions and the pluralism of our users.

We are also going to deploy a new BtoB signature: “our job ends where yours begins” . Our mission is to provide recruiters with the most qualified applications, but the fact that a recruiter ensures a good match between a person and their future work environment remains an eminently human mission, carried out by all of our clients.

What communication levers are activated?

We are activating all the digital devices from this Monday: SEA, social media, YouTube… Outside of digital, we will also be visible on TV, catch-up TV and radio from the end of May. At the start of the school year, the campaign will be even more massive with posters and an intensification of our communications. In television, we will broadcast our brand on the main networks, in particular TF1, M6 and TNT.

We focus on the most professionally mobile active population, namely 18-34 year olds.

It is those who change jobs most often who are most likely to use our services.

How to communicate with users?

Since the beginning of April, we have been communicating via the application and emails with all our users, whether they are recruiters or candidates. We want to reassure them: it’s the same company, their data stays in the same place, it doesn’t change their uses. Only the URL and app name are changing, we’ll just be adding to their experience over the next few months.

At the same time, we have brought out the HelloWork brand on our job sites.

First in minor, compared to RegionsJob and our local brands. We then proposed a HelloWork logo in major, associated with the different brands known to our candidates. We try to make a transfer without interruption for our users, in order to avoid losses. We naturally anticipate a small one-off drop, especially in organic traffic, but we are going to compensate for it with SEA purchases and a major communication system. We expect to catch up quickly and then exceed previous levels.

What are the risks associated with such a project?

This movement is audacious because we are abandoning recognized brands. In terms of SEO and the reputation of our services, the stakes are high.

We have implemented many actions to promote the transfer of popularity from our local sites to HelloWork. It is essential that the content created during all these years can benefit our unique brand.

We are a French company developing a brand in English. This question arose. But HelloWork, it doesn’t work very well. We felt that the terms that make up HelloWork are sufficiently simple and known, and that this does not represent a barrier. It’s also in line with our previous signature, “smile it’s Monday” . We want everyone to be able to thrive in their professional environment and to be able to approach Monday with a smile, and the HelloWork brand resonates well with this state of mind.

How to analyze the success of a rebranding?

There are several KPIs: the audience, which we monitor on a daily basis, and the volumes of applications sent to our clients. There are also awareness indicators: we will be able to observe, each week, the emergence of awareness of the HelloWork brand. We will be able to compare it with that of our competitors, RegionsJob and our local brands. We have set goals to achieve by the end of the year.

Go to HelloWork to choose your future job!

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