Recruitment software for companies and multi-entity groups Your recruiters source like an agency,
for every subsidiary in the group.
Marvin comes from recruitment agencies. It plugs into your Microsoft 365 and your HRIS, with your IT department.
Antoine Lefèvre
Site manager · Nantes
Candidate for the East subsidiary in 2024: structural works, open to the West.
Léa Garnier
Site supervisor · Angers
Approached on LinkedIn yesterday: replied, call on Thursday.
Mehdi Hadj
Works engineer · Rennes
Interview note: “wants to move back towards Nantes”.
Paul Berger
Site manager · Saint-Nazaire
Spotted on LinkedIn this morning.
3 out of 4 were already in your database. You were about to source them again.In real life: 44% of hired candidates were already in the agency's ATS (GEM Benchmark Report 2025). Demo, fictional profiles
Run the same search on my database →Marvin is recruitment software born in recruitment agencies, for HR teams hiring for their company and its subsidiaries: direct sourcing, a searchable talent pool, multiposting under each subsidiary’s name. It is set up with your IT department, with Microsoft 365 sign-in, a shared mailbox for writing to candidates and a link to your HRIS.
- 6 → 1subscriptions replaced by a single licence
- In the subsidiary’s nameeach job ad goes out with its name and logo
- Microsoft 365Entra ID sign-in and shared mailbox, set up with your IT
- Your HRISlinked through the public API or a dedicated connector
1.0 The cycle
From opening the role to the hire, every subsidiary hires from the same database.
For an HR team, Marvin covers recruitment from opening the role to the hire: the job ad goes out under the subsidiary’s name on job boards, AI sourcing searches the talent pool and LinkedIn, the hiring manager follows their candidates through a link, and the hire can flow on to your HRIS.
- The job ad
The job goes out under the subsidiary’s name.
The subsidiary’s name, logo and description, multiposted to 89 job boards; applications come back to the job with their source.
- The talent pool
The group searches its own pool first.
Search reads the text of CVs and notes across every authorised subsidiary: last year’s finalist at another subsidiary comes up today.
- Sourcing
Profiles who do not apply get approached.
AI sourcing in your talent pool and on LinkedIn, email and phone found, then outreach sequences on LinkedIn and by email.
- The hiring manager
The hiring manager gives feedback from a link.
They see the candidates for their role through a secure link, without a licence; their feedback lands on the record, with no email back and forth.
- The hire
The hire moves on to your HRIS.
Through Marvin’s public API or a connector set up with your IT department: your HRIS takes over where recruitment ends.
2.0 Day to day
A hard-to-fill role is filled by going out to find people, not by waiting for applications.
A hard-to-fill role is rarely filled with incoming applications alone. With Marvin, the HR team first searches the group’s talent pool, approaches profiles on LinkedIn and by email, publishes under the right subsidiary’s name, and the hiring manager gives feedback from their link, with no email back and forth.
Antoine LefèvreSite manager · Nantes
- Original subsidiary
- East
- applied in 2024
- Current process
- West subsidiary
- site manager
- Hiring manager feedback
- Positive
- given from their link
- Sent from
- recruitment@your-group.com
- shared mailbox
Sourcing happens in the same tool. AI sourcing, email and phone found, outreach sequences; replies land on the record.
The role waits for applications. The HR tool handles what comes in well, and what you have to go and find poorly.
One database for the whole group. Each subsidiary is a team; rights say who sees what, and a candidate can move from one subsidiary to another.
Each subsidiary has its own candidate file. A good profile turned down in Lyon is never put forward in Nantes.
Hiring manager feedback lands on the record. They see their candidates through a secure link, without a licence, and give feedback from that link.
The hiring manager replies by email, when they remember. Feedback gets lost across several inboxes.
3.0 What it replaces
Six lines on your bank statement, and a single Marvin licence instead.
A single Marvin licence replaces the subscriptions of an HR team that recruits like an agency: ATS and CV database, sourcing, email and phone enrichment, outreach sequences, multiposting and interview notes. Your hiring managers need no licence: they follow their candidates through a secure link.
Per user, it covers the 6 lines opposite. And along the way you get job ads under each subsidiary’s name and sign-in with your Microsoft accounts.
Your hiring managers follow their candidates through a secure link: they do not count as users.
Prices seen in the market, per user per month. The names listed are examples of common tools for each line of spend.
- ATS and CV databaseTeamtailor, Flatchr, Taleez€130/ month
- SourcingLinkedIn Recruiter€300/ month
- Email and phone enrichmentKaspr, Apollo, RocketReach€45/ month
- Outreach sequencesWaalaxy, lemlist€70/ month
- Job board multipostingJobposting€50/ month
- AI interview notesNoota€30/ month
6 subscriptions, €625 a month.
Complete visibility on our candidate and client database.
400+ customers supported since 2018, including:
4.0 Migration
One month of setup with your IT department, while your teams keep hiring in the current tool until the switch.
Setup takes a month, without stopping recruitment. First we scope the sign-in, the shared mailbox and the subsidiaries with your IT department. Our data engineer then migrates candidates, jobs and documents from your current tool, merges duplicates and submits every rule to you, and the switchover happens within 24 hours.
Scoping with IT
Together we set the Microsoft 365 sign-in, the shared mailbox, the subsidiaries and their rights, and what needs to flow with your HRIS.
Marie LaurentSenior accountant · Lyon
- marie.laurent@…
- duplicates merged
- Phone
- 06 •• •• •• 41
- kept from the other record
- Skills
- React, TypeScript
- filled in from the CV
- Rule
- Duplicate merge
- approved by you
Talent pool migration
Our data engineer takes the export from your current tool, merges duplicates and submits every rule to you. Your teams keep hiring as before meanwhile.
- Final export
- Candidates, jobs, documents
- migrated
- Go-live
- Within 24 h
- database up to date
- Microsoft 365 sign-in
- Active
- tested with IT
Switchover
Final export, live within 24 hours. Your hiring managers get their link to the candidates for their roles.
Demo, fictitious data.
- €1,750
Excl. VAT, the migration of your history. A named data engineer on your file.
- 100%
of the whole team's training fundable by your OPCO, through our Qualiopi-certified training body.
- One month
Of preparation, during which you keep working in your current tool.
5.0 Your data
Set up with your IT department, on your Microsoft 365 accounts and your access rules.
Marvin is set up with your IT department: Microsoft 365 sign-in, emails to candidates from a company shared mailbox, rights set per subsidiary, a link with your HRIS. Data is hosted in France, with Scaleway in Paris, and the DPA is published online together with the list of sub-processors.
- Sign-in
- Microsoft Entra ID
- directory two-factor authentication
- Emails to candidates
- recruitment@your-group.com
- shared mailbox
- Subsidiaries
- 3 partitioned teams
- rights by role
- HRIS
- Linked through the API
- documented public API
- Microsoft 365 sign-in
Your teams sign in with their Microsoft account (Entra ID) or Google Workspace: your directory’s two-factor authentication applies.
- A shared mailbox for candidates
Emails to candidates can be sent from a company shared mailbox, connected by your Microsoft 365 administrator, with rights per member.
- One subsidiary, one team
Each subsidiary is a team, and each user’s role limits what they see: their own records, their subsidiary’s, or the whole group.
- Hosted by Scaleway, France
Your data is hosted in France (Scaleway, Paris). Secrets and tokens encrypted with AES-256-GCM, traffic encrypted with TLS.
- Your HRIS, linked
Marvin has a documented public API. With your IT department, we link recruitment to your HRIS, as client groups have already done.
- DPA online, Trust Pack on request
The DPA and the list of sub-processors, AI providers included, are published at a permanent address. Technical measures and continuity plan: sent on request.
6.0 The market in figures
Your market in public figures, each with its source and its date.
Hiring without an intermediary means going out to find candidates: according to Apec, 63% of French companies that hired a manager in 2025 approached candidates directly, and France Travail reports 43.8% of 2026 hiring projects as difficult. Each figure links to its public source, with its date; both sources are French.
- 43.8%
of 2026 hiring plans are considered difficult by employers in France, all occupations combined, against 50.1% in 2025
Source: France Travail, 2026 Labour Needs survey (BMO), national report (French source, in French), - Almost 11%
of 2025 manager (cadre) hires in France were closed through headhunting or direct approach of candidates (companies with 10 or more employees)
Source: Apec, Pratiques de recrutement de cadres 2026 (French source, in French), - 63%
of French companies that hired a manager (cadre) in 2025 used direct approach, on social networks or elsewhere (3 points fewer than in 2024)
Source: Apec, Pratiques de recrutement de cadres 2026 (French source, in French),
Frequently asked questions
Questions from HR teams and groups.
Is Marvin suited to a company hiring for itself, not only to recruitment agencies?
Yes. Marvin comes from agencies, and that is what it brings to an HR team: direct sourcing, a talent pool you actually search, multiposting. In a company, the agency’s “client” becomes the hiring manager, who follows their candidates through a secure link. Invoicing, useful to agencies, stays switched off.
Can we sign in to Marvin with our Microsoft 365 accounts?
Yes. Your teams sign in with their Microsoft account (Entra ID), as with Google Workspace, and your directory’s two-factor authentication applies. Inviting a colleague goes through the same sign-in. We set it up with your IT department.
Can emails to candidates be sent from a company shared mailbox, such as a recruitment address?
Yes. Your Microsoft 365 administrator authorises the company shared mailbox, and emails to candidates go out from that address rather than from each recruiter’s mailbox. We configure it with your IT department, which keeps control of the authorisation granted in your directory.
How does Marvin handle a group hiring for several subsidiaries?
All subsidiaries work in the same Marvin database. Each subsidiary is a team, and each user’s role limits what they see: their own records, their subsidiary’s, or the whole group. A record outside their scope does not appear; the recruiter can request access, so a good candidate can move from one subsidiary to another.
Can a job ad be published under a subsidiary’s name, with its logo?
Yes. Each subsidiary has its posting identity: display name, logo, employer description, contact email and LinkedIn page. A job linked to the subsidiary is multiposted to 89 job boards under that identity, and applications come back to the job with their source.
Does Marvin connect to the company’s HRIS or payroll software?
Yes, in two ways: Marvin’s documented public API, which your IT department or your vendor can call, or a connector set up with us. Client groups have already linked Marvin to their HRIS or payroll software. We start from what needs to flow, and in which direction, before connecting anything.
Do hiring managers need a licence to give feedback on candidates?
No. With the client portal, included in the Suite plan, the manager opens a secure link, without an account, and sees the candidates for their role. They approve, reject or comment on each profile, and the recruiter gets a notification in Marvin. Licences are per Marvin user: recruiter or recruitment officer.
Can an in-house HR team do direct sourcing with Marvin?
Yes. AI sourcing searches your talent pool and LinkedIn, finds the email and phone number, and outreach sequences follow up on LinkedIn and by email. Replies land on the candidate’s record, visible to the whole team, and a reply stops the sequence.
Where is a company’s candidate data hosted on Marvin?
In France, with Scaleway in Paris. Secrets and tokens are encrypted with AES-256-GCM, each client is isolated, and you set how long inactive candidates are kept. The DPA and the list of sub-processors, AI providers included, are published online at an address that does not change.
Can we bring the candidates from our current ATS into Marvin?
Yes: candidates, jobs, processes and documents are migrated. A Marvin data engineer audits the database, merges duplicates and submits every cleaning rule to you before the import, while your teams keep hiring in the current tool.
Do applications from the company’s careers site arrive in Marvin?
Yes. Marvin’s careers site, or the widget embedded in your own site, publishes your jobs and sends each application straight to the job, with its source. Applications from job boards arrive in the same place.
How does setting up Marvin work with our IT department?
A first call with your IT department sets the Microsoft 365 sign-in, the shared mailbox, the rights per subsidiary and the link with the HRIS. We send them the DPA, the list of sub-processors and the security measures, then configure each point with them. Your recruiters work from their browser.
30 minutes on your open roles, and on what your IT department will want to know.
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