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Being a Willing consultant

Join the Willing adventure

As a Willing consultant, you will contribute to the life of the company in three distinct and complementary ways:

Supporting our clients

This is our core business. As a consultant, you will work on assignments to support our private and public-sector clients across the entire transformation value chain, either on your own or as part of a team.

Investing in in-house projects for the firm’s development 

You can use various opportunities available to you to help our firm shine (feedback and knowledge sharing during webinars, involvement in initiatives as part of our corporate project / CSR approach, etc.).

Contributing to business opportunities

You may help to fuel the firm’s growth, for example by repeating assignments that bring client satisfaction and finding new opportunities.

Our recruitment process

At Willing, we are committed to offering all candidates a fair and inclusive recruitment process. All our positions are open to people with disabilities.

We believe in taking the time to get to know candidates and understand their career aspirations. Therefore, as a candidate, you will be in contact with an HR representative throughout the recruitment process, who will be happy to answer any questions you may have.

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Application reception and review
Once we have received your application, our recruitment team will examine it to determine whether your profile matches our expectations. If it does, we will get back to you to arrange an initial interview.
HR interview
The purpose of this interview is to get to know each other, understand each other’s expectations, and discuss your career path and motivations.
Manager interview
In this interview, we will discuss your experience and skills in more detail, from an entirely technical perspective. You will learn more about our Willing culture and values to help you understand what to expect during an assignment.
Management interview
This interview is an opportunity for us to get together and take a more concrete look at the types of internal and client assignments you would like to work on, your ambitions and plans, and to answer any questions you may have.
Tripartite interview (optional)
You may also be asked to attend a final interview in the presence of a member of management and HR, depending on the position.
Feedback
Whatever the outcome of the process, we ensure that all candidates receive feedback within a maximum of three weeks. If the outcome is positive, we will begin the administrative phase.

Our onboarding process

You will be in regular contact with our HR representative and your future local manager throughout the onboarding phase, even before you join the company. If there is time, you will be invited to Willing events during this period to meet your future colleagues.

  • A welcome morning with the HR team
  • Signing of a telework agreement for 2 flexible days a week
  • Access to additional documentation: a dedicated onboarding area in our intranet and welcome booklet
  • For managers, organization of the Willing Manager & Leadership training.
  • You will receive a feedback report, which you can use to share your observations about the firm and your opinion on the quality of the induction.
  • A follow-up meeting is scheduled with your manager for a first assessment.
  • A follow-up meeting is scheduled with your manager to review your mid-year progress.

And, of course, your local HR contact remains available to answer any questions and guide you through your induction period and beyond. Your manager will provide regular formal and informal updates, particularly during this induction period.

See our offers

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Ready to join the Willing adventure?

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Regional philanthropy

  • Every year, we sign sponsorship agreements with various organizations and associations. By way of example, in 2023, we were sponsors for over 100 days.
  • Since 2023, we have been a partner of Nos quartiers ont des talents (NQT), an association that promotes the professional integration of local young graduates, through which we mentor young professionals and pass on our knowledge and experience.

Partnerships with schools

  • We invest in our team members’ schools and alumni networks, and regularly take part in their events: company forums, entrance competitions, challenges, case studies, hackathons, etc.

Local charity events

  • We take part in charity events in our regions all year round, often initiated by our team members. Examples include the Toulouse and Paris marathons (2022, 2023 and 2024), awareness-raising and fundraising for Pink October (2023), Clean my Calanques (2024) and the Pink October race (2024).

Reducing our greenhouse gas emissions

  • Since 2022, our annual carbon footprint has been calculated by a qualified service provider (in accordance with the GHG Protocol).
  • We use this GHG assessment to evaluate and correct our scope 1, 2 and 3 reduction trajectory.

Sustainable purchasing and waste management

  • Our purchasing policy prioritizes purchases of reconditioned equipment or products made by environmentally engaged suppliers whenever possible, such as French non-profit organizations set up to help disabled people find work (like ESAT), in line with our continuous improvement approach.
  • We have set up selective sorting and recycling systems in each of our offices for paper/cardboard, metal, plastic and glass waste.

Promoting soft mobility

  • We pay 75% of our team members’ public transport fares.
  • We travel by train for business trips, as part of our Company Agreement, to reduce our carbon footprint.

Building on sustainable IT

  • Our website is eco-designed and developed, in line with our purpose and commitments (WCAG).
  • We give our used IT equipment to our team members’ children, associations or local schools.

Encouraging diversity and equal opportunity

  • We have a fair and inclusive recruitment process that gives everyone an equal chance, whatever their level of experience, origin or religion.
  • Our “Diversity” charters testify to our zero tolerance of all forms of discrimination.
  • We recruit students responsibly every year on work-study contracts and in internships, to help integrate young people into the world of work.
  • We have partnered with the Nos quartiers ont des talents association which accompanies disadvantaged young graduates, helping young professionals along the path to employment and facilitating the transmission of knowledge between generations.
  • We have assigned a representative in the fight against discrimination and promotion of diversity, Jennifer Borderie, whom our team members and candidates can contact in reference to such issues.
  • We have also set up a free helpline in collaboration with Malakoff Humanis to assist team members in difficult situations, for example due to harassment, discrimination, illness, social fragility or disability. (Phone: 3996.)

Promoting and accelerating gender equality

  • Our 2023 Company Agreement includes exceptional leave for female team members in the event of an abortion.
  • We offer parenting support including tripartite interviews on leaving for and returning from maternity and paternity leave.
  • Our professional equality index is the focus of a specific action plan. It stands at 93/100 for 2024 and is constantly improving.

Integrating people with disabilities

  • Marie-Cécile Batigne is our disability representative, in charge of supporting disabled team members and raising awareness among our teams.
  • Our 2023 Company Agreement provides for specific leave for any team member with a child who is diagnosed with a disability or pathology.
  • We have drafted an in-house memo providing information on leave options for caregivers.
  • We assist team members with the RQTH process and protocol to recognize their status as a disabled worker in France.
  • We adapt our workstations to the needs of our disabled team members to provide them with an inclusive working environment and encourage them to remain in employment.

Across-the-board CSR

  • As part of our drive to raise awareness of CSR issues among all our team members, our Willing Management Committee has received training and is regularly updated on these issues. All our offices have joined the Climate Fresk initiative, where during the workshops, we roll out our awareness-raising campaigns.
  • Our corporate project supports initiatives addressing the core issues and fields of action covered by ISO 26000.

A participatory, consultative approach

  • We assign an ambassador to relay our corporate project in each of our offices. It is their role to align the policies of our Executive Committee, Management Committee and Works Council with our teams’ proposals.
  • We use visual management techniques to communicate the progress of our corporate project in each office, and to collect questions, suggestions and contribution requests from our teams.

Business ethics

  • We have an Ethics Charter with a code of conduct that governs all professional relations with our partners based on seven immutable principles: solidarity, integrity, respect for others, honesty, rigor, loyalty and respect for professional secrecy. This encourages our suppliers to also act responsibly and protect the environment.