Working at Médiamétrie

How does onboarding work at Médiamétrie ?

Joining Médiamétrie means benefiting from a twelve-month onboarding programme combining individual and collective milestones. From the very first week, a welcome coffee with your HR contact lays the foundation for the relationship. This is followed by an introduction to the company environment, a visit to the Amiens production site, and three half-day onboarding sessions led by the Executive Management team and Executive Committee members, providing insight into the company’s culture, challenges and business activities.

For apprentices and employees taking up their first permanent position, the First Job Programme offers a full year of workshops, discovery days, training sessions, psychometric assessment tools and regular feedback. Médiamétrie recruits around fifty apprentices each year, and a dedicated programme is designed to support every new cohort.

Training and skills development: a major investment at Médiamétrie

Skills development is a cornerstone of Médiamétrie’s HR policy. The company dedicates 3% of its payroll to training, three times the legal requirement.

By 2025, this will amount to:

4,727 hours of training at headquarters delivered,
758 initiatives completed,
60% of headquarters employees trained during the year,
more than 10,000 additional training hours for the Field Survey Units.

The training covers key fields: Data science, artificial intelligence, management, security, languages, and business expertise.

Every employee has access to a continuous learning platform (MySkills) and a variety of formats: certification programmes, e-learning modules, hands-on workshops, reverse mentoring, micro-learning, and internal hackathons.

Why is artificial intelligence a cross-functional skill at Médiamétrie?

AI literacy is not treated as a standalone initiative at Médiamétrie. It is a company-wide programme designed for all employees, supported by an internal network of AI Coaches, comprising around ten ambassadors representing different business areas. The programme includes practical workshops known as the AI Kitchens, a prompt Cookbook organised by use case, the internal chatbot MIA, Microsoft Copilot, and an annual AI Hackathon. Nearly 34 AI use cases have been identified for 2026.

The principle underpinning our HR roadmap is straightforward: employability matters more than status. Every employee should leave Médiamétrie stronger, more skilled and better equipped than when they joined.

How does Médiamétrie support its managers?

Management is supported through a structured and continuous development programme.

100% of our managers take part in the Management Support Programme (PAM), which is tailored to three communities: frontline managers, team managers, and members of the Executive Committee. The programme combines training sessions, practical workshops, group coaching and dedicated HR initiatives covering topics such as Speaking Up, Relational Flexibility, Delegating and Developing Talent, Responsible Management (including psychosocial risk prevention), and Managing Diversity.

A series of regular initiatives also help foster ongoing dialogue and support managers in their day-to-day responsibilities. These include HR Coffee Chats, bi-monthly Managers’ Q&A sessions, Team Stars Breakfasts, and HR Forums open to all employees, both in person and remotely, addressing themes such as feedback, stress management and mental health.

Remote work, parenting, and social benefits : a supportive working environment

Médiamétrie offers a flexible remote working framework, allowing employees at headquarters to work remotely for up to three days per week on a voluntary basis and with manager approval. The scheme has been extended through a collective agreement until June 2027. Employees also receive a remote working allowance of €2.50 gross per day, capped at €30 net per month. For survey-related roles, remote working can represent up to 75% of working time, depending on the position. The right to disconnect is guaranteed through a collective agreement.

Médiamétrie’s parental support policy guarantees 100% salary maintenance during maternity and paternity leave, with no minimum length of service required. The scheme is complemented by employer payroll maintenance arrangements, a dedicated parenthood guide and tailored coaching sessions.

The company’s benefits package includes enhanced health insurance coverage, an Employee Savings Plan (PEE), a PERCOLI retirement savings plan, profit-sharing and incentive schemes (€560,000 distributed in respect of 2024), full reimbursement of the Navigo transport pass, and a range of well-being services.

A psychosocial risk prevention programme and the Mon soutien psy support scheme are available to all employees.

Workplace Equality, Inclusion, and CSR Commitments

Our gender equality index reached 91/100 in 2025. The distribution of our workforce is balanced: 51% women, 49% men. Our compensation policy is based on pay equity, transparent criteria, and recognition of actual contributions—in anticipation of the European directive on pay transparency.

Diversity of profiles is not just a stated goal at Médiamétrie: it is a technical requirement. Accurately measuring a diverse society requires diverse perspectives within the company.

Our CSR commitments are structured around three pillars: climate (a target of a 50% reduction in greenhouse gas emissions by 2030, a decarbonization plan launched with our 100 highest-emitting suppliers), social (equal opportunity, inclusion, recognition of outlier career paths and people with disabilities), and ethics (transparency, data security, sustainability).

How is social dialogue organized at Médiamétrie?

Social dialogue at Médiamétrie combines formal negotiations with a focus on day-to-day concerns: 27 CSE meetings per year (11 at Headquarters, 11 at Field Field All the operations that structure the work of interviewers: description of the interviewees, instructions for choosing the interviewees, quotas, administering the questionnaire, quality controls, etc. The entire physical system (rooms, personal computers, telephones, etc.) used for telephone surveys, and the related organisation is called the “telephone field”. Find out more Offices, during Surveys, 5 at the Central Office), regularly negotiated agreements (remote work, donated days, workplace equality, profit-sharing, on-call duty, NAO), a Barometer Pulse survey survey A statistical method that aims to produce information about a population by interviewing part of the population (sample). This word is generally used to mean a survey conducted on a sample that have been interviewed using a questionnaire or else systematically observed. Find out more , and two monthly HR newsletters—one for all employees, the other dedicated to managers.

Our belief: corporate transformation is built with employees, not in spite of them.