Why Financial Services Technology Firms Struggle to Hire AI Talent in France

Expanding a financial technology business into France can be challenging.

Success depends on understanding what motivates French technology professionals and how the local talent market differs from other European financial centers.

We sat down with Anna Blyth, our Principal Consultant in Quantitative and Software, to discuss what employers need to know before hiring AI and machine learning talent in France. 

Why are firms in the financial services tech sector struggling to hire French talent? 

"There are two distinct challenges, but they aren't the same thing.

“The first is cultural. French professionals place a strong emphasis on quality of life, or what we often call 'l'art de vivre' or 'la belle vie'. Work is important, but it isn't expected to come at the expense of family, personal time or wellbeing.

“When French candidates evaluate an opportunity, salary is only one part of the decision. They're also looking at the working atmosphere, the people they'll work with, flexible working arrangements, the number of days they can work from home, annual leave, and whether the company genuinely supports a healthy work-life balance.

“This is where many international employers struggle. They often focus on compensation, technology and career progression, while French professionals place equal importance on culture and day-to-day working life. If there's a mismatch between what employers promote and what candidates value, attracting talent becomes much more difficult.

“The second challenge is more specific to AI and machine learning talent.

“Many of the strongest AI and machine learning professionals have built their careers outside financial services. Their skills are highly transferable, but there can be a reluctance to consider roles in finance because of long-standing perceptions of the industry.

“If a candidate has spent several years working in the wider technology sector and is then approached about joining a hedge fund, there's a chance they'll picture 'The Wolf of Wall Street'. For those already working in financial services, that may seem like an outdated stereotype, but those perceptions still exist.

“Today's quantitative trading firms, systematic investment managers and financial technology businesses are solving some of the most sophisticated AI and machine learning problems in any industry. However, many candidates simply aren't aware of how advanced the work has become.

“It's rarely a question of technical capability. More often, it's about overcoming misconceptions and showing candidates what working in financial services actually looks like today."

What is the solution to getting candidates to consider roles in financial technology?  

"It's absolutely possible to attract these candidates. It just requires a thoughtful approach.

“The first step is building trust. I always speak to candidates in French because it immediately creates a more natural conversation. It gives me the opportunity to explain the role properly before assumptions about the industry take over.

“Once that conversation starts, it becomes much less about convincing someone to work in finance and much more about showing them what this particular business has to offer. We can talk about the engineering culture, the team they'll be joining, the technical challenges they'll solve and the company's long-term vision.

“AI and machine learning professionals don't always realize how advanced the work has become within quantitative trading and systematic investment firms. They're often comparing opportunities with technology companies because that's the world they know.

"Part of my role is showing them that financial services isn't a step backwards. Across the industry, firms are investing heavily in AI and machine learning and solving complex technical problems at enormous scale. Once candidates understand that, a lot of their initial reservations disappear.

“I've had candidates reject a direct approach from an employer but agree to speak with us instead. Once we've had the opportunity to discuss the role in more detail and answer their questions, they've gone on to accept the position.

“The strongest AI and machine learning professionals are rarely actively looking for a new role. Employers need to sell the opportunity as much as they assess the candidate. That means clearly communicating the technology roadmap, the impact the role will have, the quality of the team and the working culture. Those are often the factors that persuade someone to make a move."

What other unique elements of the French talent pool do employers need to be aware of?

"The first thing to understand is that the market is much smaller than many international employers expect.

"Compared with London, there are far fewer hedge funds, trading firms and buy side organizations operating in France. That means the pool of candidates with direct trading experience is naturally much smaller, so employers often need to look beyond the industry for engineering and AI talent.

“Although the market is smaller, France produces some of Europe's strongest engineering, quantitative and technology professionals. Universities such as Institut Polytechnique de Paris and Université Paris-Saclay have outstanding reputations, and the technical standard of candidates is exceptionally high.

“The challenge is that there simply isn't the same volume of experienced talent. If you're specifically looking for someone who has already worked at a hedge fund or with front office experience, you're competing for a very limited number of professionals.

“Many of the strongest candidates also choose to build their careers internationally. It's common for experienced French engineers and quantitative professionals to relocate to London, Switzerland, New York or Singapore, where there are more financial institutions and often higher levels of compensation.

“That creates a market where the quality of talent is exceptionally high, but availability is limited. Employers who are prepared to hire transferable skills, rather than insisting on direct financial services experience, are usually in a much stronger position to secure the best people."

How can firms hiring for French ML and AI talent gain a competitive advantage?

"If you're hiring AI and machine learning talent in France, my advice is to work with a specialist who understands both the market and the people you're trying to hire.

"The strongest candidates aren't usually applying for jobs. They're focused on interesting technical work and often aren't considering financial services at all. Reaching them requires more than a job description. It takes an understanding of what motivates them, what concerns they have, and how to position an opportunity in a way that genuinely resonates.

"I've had candidates who weren't willing to engage directly with an employer but were happy to have an initial conversation with us. Once we'd discussed the role, the technology and the culture in more detail, they became genuinely interested and ultimately accepted the position.

"Technical skills are only one part of a successful hire. Understanding the local market, recognising transferable talent and knowing how to engage passive candidates are what ultimately give employers a competitive advantage."

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From refining job specifications and advising on market trends to identifying and securing the right talent, our specialist consultants provide tailored support throughout the hiring process to help you achieve the best outcome.