FREN
outside inside the samepromise THE GAP

The same promise, outside and inside

Ocom Talents is O’communication’s HR and internal communications brand. We treat attraction and retention as one system, because they are the same people at two different moments. A promise kept outside and contradicted inside costs more than no promise at all.

Let’s talk about your projectSee our work

They trust us

  • RTE
  • Plastic Omnium
  • Thales
  • CNES
  • French Ministry of the Armed Forces
  • in’li
  • Bouygues Bâtiment
  • STET
  • JTI France
  • Maurel et Prom.

Our work

  • Internal communications

    RTE

    The internal magazine, designed and produced issue after issue since 2022. Eleven issues delivered.

  • Internal communications

    Plastic Omnium

    Support for internal communications, welcome booklet and company convention.

  • HR communications

    French Ministry of the Armed Forces

    Recruitment communications for hard-to-fill roles and hard-to-reach audiences.

All references

Why the two disciplines belong together

The market keeps them apart. On one side, employer branding agencies focused on candidates; on the other, internal communications agencies focused on employees. Two suppliers, two budgets, two messages, and a promise that contradicts itself from one side to the other.

Yet yesterday’s candidate is today’s employee, and he compares. The leading cause of departure in the first eighteen months is the gap between what was promised at recruitment and what is then experienced. Treating the two separately amounts to funding your own contradiction.

outside

What candidates find about you

inside

What your employees say

Recruiting is expensive.Recruiting twice for the same post costs double.

What changed in 2026

Volumes are falling, but the tension remains. Industry expects 1.3 million hires by 2035, the vast majority to replace retirements, and engineering profiles remain the most contested: Thales plans 3,300 hires in France in 2026, 40% of them in engineering, and the nuclear sector 6,000 to 10,000.

The consequence for budgets is direct. When volumes fall and scarcity persists, money shifts from recruitment advertising to retention and to a targeted employer brand. Keeping a trained engineer costs far less than recruiting another, and it is the only lever that acts quickly.

−15%

fewer hires planned for 2026 by 82 large industrial groups compared with 2025, or 129,600 positions. 85% are not increasing headcount and nearly 40% are cutting apprenticeships.

L’Usine Nouvelle barometer, industrial recruitment forecasts 2026.

What we know how to do

Eleven areas of expertise, in three phases. We produce in-house: editorial, photography, video, scenography, development.

Where to start

The gap, and how we measure it

Our entry point is a gap diagnostic: what candidates read about you, what your employees say about it, and the distance between the two. It is the only measure that matters to both your human resources department and your communications department, and nobody sells it today. Two other fixed-price packages let you start from a concrete deliverable rather than a diagnostic.

  • For those who want to understand

    Employer gap diagnostic

    €2,500 excl. VAT

    What candidates find about you, what your employees say about it, the measure of the gap and the recommendation. Twenty working days.

  • For a problem already identified

    First 100 days workshop

    €2,500 excl. VAT

    A half-day with your HR team, your managers and your recent hires to rebuild the arrival journey and put a figure on what an early departure costs.

  • For a tangible result right away

    Jobs reportage

    €3,500 excl. VAT per day

    A bank of real images of your teams and your jobs, captioned and rights-free, usable for two to three years.

See all our offers

Who we work for

  • Industrial companies of 200 to 10,000 people, in France, with hard-to-fill roles.
  • Human resources and communications departments, preferably together.
  • Professional bodies and public institutions facing competition from the private sector for the same profiles.
  • Companies in defence, space, energy and nuclear, where confidentiality constraints complicate employee testimonials.

Our scope

What we do not do

We prefer to write it down before we start.

  • We are not a recruitment firm and we do not present any candidates.
  • We do not sell an employee engagement platform and we are not a reseller of any. We help you choose one, then bring to life the one you select.
  • We do not manufacture an employer promise that the workplace would contradict. When the diagnostic shows a gap, the gap must be dealt with first.
  • We do not produce scripted employee testimonials: they are spotted within three seconds and they destroy the credibility of the whole programme.

The parent company

Ocom Talents is a brand of O’communication, an independent B2B communications agency since 2004, in Paris La Défense and Toulouse. Same contacts, same legal notices, same confidentiality commitments.

Our insights

Four articles on choosing an HR communications agency and what it should deliver.

All insights

Frequently asked questions

Are you replacing our recruitment agency?

No. A recruitment firm finds candidates. We make sure they know you and choose you before they are approached, and that they stay once they have arrived.

The HR department or the communications department?

Both, and that is precisely the point. We work with a designated duo, one HR contact and one communications contact, because a programme carried by only one of the two departments does not last into a second year.

Our confidentiality constraints forbid us from doing a lot of things.

We have worked for years for defence, space and nuclear. There is a way to make a job desirable without showing what cannot be shown, and it is a skill in its own right.

Where do we begin?

With a forty-five minute conversation, then the gap diagnostic. You will then know whether the problem is one of attraction, of promise or of internal reality.

Let’s work together

Tell us in a few lines which posts you cannot fill, or what worries you about your departures. We reply within two working days.

Let’s talk about your project