

Fairmat’s human culture
Fairmatâs culture and our 3 HR Pillars
Nos amis francophones trouveront une version française ci-dessous
– fair and transparent compensation
– mental health
– physical health
A transparent pay scale, a commitment to physical safety and wellbeing, and looking after the mental health of Fairmatters: these are our 3 HR pillars, at the heart of Fairmatâs work environment. This obviously arouses curiosity from candidates when we talk about how we take care of our people, so we wanted to take the time to explore it in more depth, to help you understand our culture. Let’s take a look at our 3 pillars:
Fair and transparent compensation
Salaries are both simple to understand and made public at Fairmat. Remuneration is based on competency evaluation, takes into account experience, and is adapted to the level of responsibility.
When candidates are interviewed at Fairmat, the salary they are offered is based on the same grid and eliminates any subjectivity when this question is addressed. The level is determined at the first screening interview.
This is a good way to ensure a fair system and to avoid (long) salary negotiations at the end of the hiring process.
In addition to the fixed salary component, Fairmatters receive a variable component. This applies equally to all Fairmatters and consists of 2 bonuses: a bonus based on individual performance (determined on the basis of objectives set at the beginning of the year and an assessment of skills mastered in relation to the assignment) and an additional fixed bonus. A further bonus may be awarded for exceptional performance.
Fairmat employeesâ remuneration evolves over time to take into account their experience/seniority (in the absence of a change in position/mission). We already know in advance what salary increase we will get. Like we said: fair and transparent.
Finally, we have put in place a stock option plan for all employees on a fixed daily rate, allowing them to share in Fairmat’s success in the long term. Their classification gives the right to a determined number of stock options. This number is adjusted according to level.
This transparency allows us to create a unique environment of trust where we can continue to count on each other.
Mental Health
Early on, when we started the company, we decided that talking about mental health would be normal in our business, and that it was important to take care of Fairmatters. The company’s first year of operation was full of masks, barrier gestures and curfews – not to mention the long-term impacts of previous lockdowns that we can’t quite measure. We know that the first years of a company are key to cohesion and the proper functioning of the community, so we were keen to put in place measures that would take care of our employeesâ wellbeing.
First, a certified professional coach joined our young team, just as we were hiring our first team members. He listens to all Fairmatters, who can talk to him, share their professional challenges and set up a support plan.
He plays an important role in building our business. He also participates in the candidate assessment process and facilitates our seminars.
Next, we set up a collaboration with Moka Care: they are an ally to the company and to Fairmatters, listening and attending to their mental wellbeing needs on a larger scale.
It’s easy to feel at a loss when faced with certain particularly difficult situations in our teams’ lives. We are not psychologists; we are all human and we donât always know what to say or do, and some situations affect us more than others. When we know our limits, itâs good to be able to pass the baton.
Whenever they feel the need, every Fairmatter can book a fully confidential session with one of the psychologists, coaches or therapists selected from the Moka Care community: up to 6 individual coaching sessions per year are 100% covered by Fairmat, in addition to group workshops/trainings on topics related to mental health and wellbeing.
In line with our concern for the mental health and wellbeing of every member of our team, we have also published an ethics/wellbeing-at-work charter detailing our principles. We have also put in place a generalized telecommuting policy.
We believe this has a real impact on the company culture. In the context of scale-ups like Fairmat – marked by hypergrowth and performance expectations – it allows us to put the subject of vulnerability on the table, to open the door to new conversations and to more humanity in the company.
Physical Health
At Fairmat, we have decided to cover almost the entire cost of health insurance through provider Alan, and we have also taken out income protection insurance for all our employees.
As part of our commitment to wellbeing, we have also arranged weekly yoga classes for Fairmatters. The aim is to meet regularly with a qualified teacher to take the time to breathe, refocus and relax, while taking care of the body.
Fairmatters also like to get together for soccer, climbing or badminton sessions. The Slack channel dedicated to sports allows them to organize meetups. Life after work holds more than just drinks đ
All this would not be complete, if we did not talk about the measures we take around safety and physical wellbeing. We are a deeptech company; our work environment involves being in contact with machines, tools and the many devices that make up our daily life. The most basic safety rules are taught to each new employee, and 5S training is also provided to ensure that safety measures are properly implemented. AnaĂŻs, our QHSE manager, and the various people in charge of safety on each site, are the guardians of the rules that are laid down for all Fairmatters, and it is up to each of us to respect them.
Conclusion
Respecting our 3 pillars (Fair and transparent compensation; Mental health, and Physical safety and wellbeing) and our culture creates an environment that is conducive to development; a blend of long-term thinking and consideration of daily needs.
In addition, four values guide us in always being our best selves:
- Engagement :
- Forward-thinking for a positive impact.
- Together, we align our actions with our believes to pursue our mission and transform the industrial ecosystem.
2. Honesty:
- Committed to be genuine.
- We put integrity & sincerity at the forefront of our actions to preserve trust.
3. Determination :
- Bold & tenacious.
- We are overcoming challenges together to succeed in our fair mission.
4. Pragmatism:
- Pragmatic minds with real actions.
- We aim for realistic solutions to turn our ambitions into results.
What we’ve shared above is an example of how we work today, but our culture is a living organism that continues to evolve with its environment. We think every day about how to improve the way we live and work together.
And that’s perhaps the final and most important lesson of this article: we ask everyone to help the company evolve. Fairmatters are constantly contributing new ideas. And if you join us, you can bring yours, too.
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Les 3 piliers des ressources humaines chez Fairmat
- la rémunération juste et transparente
- la santé mentale
- la santé physique
Une grille de rĂ©munĂ©ration publique, une attention permanente pour la sĂ©curitĂ©, lâintĂ©gritĂ© physique et la santĂ© mentale des Fairmatters, voilĂ les 3 piliers RH au cĆur de notre environnement de travail chez Fairmat. Cela suscite Ă©videmment de la curiositĂ© de la part des candidats lorsquâon leur explique comment nous prenons soin de nos Ă©quipes. Nous avons donc voulu prendre le temps de bien lâexpliquer pour comprendre notre culture. Penchons-nous quelques instants sur ces 3 piliers.
Une rémunération juste et transparente
Les salaires sont Ă la fois simples Ă comprendre et publics chez Fairmat. La rĂ©munĂ©ration est basĂ©e sur la valorisation de la compĂ©tence, la prise en compte de lâexpĂ©rience et lâadaptation au niveau de responsabilitĂ©.
Lorsque les candidats passent des entretiens de recrutement chez Fairmat, le salaire qui leur est proposĂ© est basĂ© sur la mĂȘme grille et permet dâĂ©carter toute subjectivitĂ© lorsque cette question est abordĂ©e. Le niveau Ă©tant dĂ©terminĂ© dĂšs le premier entretien de screening.
Câest un bon moyen de garantir un systĂšme Ă©quitable et dâĂ©viter de (longues) nĂ©gociations salariales Ă la fin du processus dâembauche.
En plus du salaire fixe, les Fairmatters bĂ©nĂ©ficient dâune rĂ©munĂ©ration variable. Ce traitement sâapplique de maniĂšre Ă©quitable pour tous les Fairmatters et se compose de 2 bonus : un bonus qui se base sur la performance individuelle (dĂ©terminĂ© sur la base dâobjectifs fixĂ©s en dĂ©but dâannĂ©e et une apprĂ©ciation des compĂ©tences maitrisĂ©es en lien avec la mission) et un bonus fixe supplĂ©mentaire. Une prime supplĂ©mentaire peut venir en sus lors de la rĂ©alisation de performances exceptionnelles.
Par ailleurs, pour les collaborateurs Fairmat, leur rĂ©munĂ©ration Ă©volue dans le temps pour prendre en compte leur expĂ©rience / anciennetĂ© (en lâabsence de changement de poste/mission). On sait dĂ©jĂ Ă lâavance quelle progression salariale on va pouvoir obtenir. On vous le disait, juste et transparente.
Finalement, nous avons mis en place un plan de BSPCE pour lâensemble des collaborateurs en forfait jour permettant de les associer au succĂšs de Fairmat sur le long terme. Idem, cette classification donne droit Ă un nombre dĂ©terminĂ© de BSPCE. Ce nombre Ă©volue en fonction de votre niveau.
Cette transparence nous permet de créer un environnement de confiance unique et de continuer à nous appuyer les uns sur les autres.
La santé mentale
TrĂšs tĂŽt, lors de la crĂ©ation de lâentreprise, nous avons dĂ©cidĂ© de faire de la santĂ© mentale un sujet normal, dont on peut parler dans notre entreprise, et quâil Ă©tait important de prendre soin des Fairmatters. La sociĂ©tĂ© a connu une premiĂšre annĂ©e dâexploitation mĂȘlĂ©e de masques, de gestes barriĂšres et de couvre-feu. Sans compter les impacts Ă long terme des prĂ©cĂ©dents confinements que nous ne pouvons pas bien mesurer. Quand on sait que les premiĂšres annĂ©es dâune entreprise sont clĂ©s pour la cohĂ©sion et le bon fonctionnement du vivre ensemble, on a eu Ă cĆur de mettre en place des dispositifs qui viendraient prĂ©server le bien-ĂȘtre des collaborateurs.
Tout dâabord lâarrivĂ©e dans notre jeune Ă©quipe dâun coach professionnel certifiĂ©, alors que nous commencions nos premiĂšres embauches. Il est Ă lâĂ©coute de tous les Fairmatters, qui peuvent lui parler, lui faire part de leurs difficultĂ©s professionnelles et mettre en place un plan de soutien.
Il joue un rĂŽle important dans la construction de notre entreprise. Il participe Ă©galement au processus dâĂ©valuation des qualitĂ©s de candidats et est lâanimateur de nos sĂ©minaires.
Puis, nous avons mis en place une collaboration avec Moka Care : cet alliĂ© accompagne lâentreprise et les Fairmatters dans une prise en charge Ă plus grande Ă©chelle des besoins dâĂ©coute et dâattention.
Il est facile de se retrouver dĂ©munis face Ă certaines situations de vie particuliĂšrement difficiles de nos Ă©quipes. Parce quâon nâest pas psy, parce quâon est humains et quâon peut ĂȘtre maladroits, parce que certaines situations nous touchent particuliĂšrement⊠Et quand on connait ses limites, câest bien de pouvoir passer le relais.
Chacun des Fairmatters peut, quand il en ressent le besoin, rĂ©server une session entiĂšrement confidentielle avec lâun des psychologues, coachs ou thĂ©rapeutes sĂ©lectionnĂ©s dans la communautĂ© de Moka Care : jusquâĂ 6 sĂ©ances dâaccompagnement individuel par an prises en charge Ă 100% par Fairmat et des ateliers / formations collectives sur des thĂ©matiques liĂ©es Ă la santĂ© mentale et le bien-ĂȘtre de chacun.
Dans la continuitĂ© de nos prĂ©occupations sur la santĂ© mentale et le bien-ĂȘtre de chacun, nous avons Ă©galement publiĂ© une charte Ă©thique / bien-ĂȘtre au travail dĂ©taillant nos principes et nous avons Ă©galement mis en place une politique de tĂ©lĂ©travail gĂ©nĂ©ralisĂ©e.
Nous pensons que cela a un vrai impact sur la culture dâentreprise. Dans un cadre de scale-ups comme Fairmat â marquĂ©es par lâhypercroissance, les attentes de performance â ça nous permet de mettre le sujet de la vulnĂ©rabilitĂ© sur la table, dâouvrir la porte Ă de nouvelles conversations et Ă plus dâhumanitĂ© dans lâentreprise.
La santé physique
Chez Fairmat, nous avons dĂ©cidĂ© de prendre en charge la quasi-intĂ©gralitĂ© du coĂ»t de la mutuelle Alan et nous avons par ailleurs souscrit des couvertures de prĂ©voyance pour lâensemble de nos collaborateurs.
Dans la continuitĂ© de la prise en charge du bien-ĂȘtre, nous avons Ă©galement mis en place des cours de yoga toutes les semaines pour les Fairmatters. Il sâagit de se retrouver rĂ©guliĂšrement avec un professeur diplĂŽmĂ© pour prendre le temps dâune respiration, de se recentrer et se dĂ©tendre tout en prenant soin de son corps.
Les Fairmatters aiment aussi se retrouver autour de sĂ©ances de football, dâescalade ou de badminton. Le canal Slack dĂ©diĂ© au sport permet dâorganiser des sessions collectives. Il nây a pas que les drinks dans la vie aprĂšs le boulot ?
Tout ceci ne serait pas complet, si nous ne parlions pas des mesures bien Ă©videmment prises autour de la sĂ©curitĂ© et de lâintĂ©gritĂ© physique. Nous sommes une deeptech et Ă ce titre notre environnement de travail implique ĂȘtre au contact de machines, dâoutils et de nombreux appareils qui font notre quotidien. Les rĂšgles les plus Ă©lĂ©mentaires de sĂ©curitĂ© sont enseignĂ©es pour chaque arrivant, les formations 5 S sont Ă©galement mises en place pour sâassurer de la bonne marche des mesures de sĂ©curitĂ©. AnaĂŻs, notre responsable QHSE et les differents responsables en matiĂšre de sĂ©curitĂ© sur chaque site, sont les garants des rĂšgles qui sont Ă©dictĂ©es pour tous les Fairmatters, Ă charge Ă chacun de bien les respecter.
Conclusion
Le respect de nos 3 piliers (la rémunération juste et transparente; la santé mentale et la santé physique) et de notre culture crée un environnement propice au développement, fait de réflexion à long terme et de prise en compte des besoins quotidiens.
De plus, nous sommes guidés par quatre valeurs que nous suivons au quotidien:
- Engagement :
- Forward-thinking for a positive impact.
- Together, we align our actions with our believes to pursue our mission and transform the industrial ecosystem.
- HonnĂȘtetĂ© :
- Committed to be genuine.
- We put integrity & sincerity at the forefront of our actions to preserve trust.
- Détermination :
- Bold & tenacious.
- We are overcoming challenges together to succeed in our fair mission.
- Pragmatisme :
- Pragmatic minds with real actions.
- We aim for realistic solutions to turn our ambitions into results.
Ce que nous avons partagĂ© ci-dessus est un exemple de la façon dont nous travaillons aujourdâhui, mais câest un organisme vivant qui ne cesse dâĂ©voluer avec son environnement. Nous rĂ©flĂ©chissons chaque jour Ă amĂ©liorer notre maniĂšre de vivre ensemble.
Et câest peut-ĂȘtre la derniĂšre et la plus importante leçon de cet article : tout le monde est appelĂ© Ă faire Ă©voluer lâentreprise. En continu, les Fairmatters apportent de nouvelles idĂ©es. Et si vous nous rejoignez, vous pourrez aussi apporter les vĂŽtres.