Talent Management role at Percall Group
Interview with Éric Bachié, Talent Management Director at Percall Group
At Percall Group, people are not just part of the equation, they are the starting point. Their expertise, ambition, and capacity to grow are what drive the quality of delivery and the trust built with clients. To understand how the company supports these trajectories, we interviewed Éric Bachié, Talent Management Director.
He shares his vision of a department that helps shape the company’s future from behind the scenes.
How would you define Talent Management at Percall Group?
Talent Management at Percall Group is first and foremost about support. We accompany employees from the moment they join us and throughout their professional journey, their development, their aspirations, their skills, and how all of this aligns with the company’s needs.
Our role is to act as a bridge: we connect individual ambitions with business realities. We also maintain a global view of all our professional communities across multiple countries. This allows us to understand what each person knows how to do, what they want to do, and what the company can offer at a specific moment in time.
We’re not a separate function, we work daily with managers and operational teams. Together, we ensure coherence in career paths, staffing decisions, and longterm development.
What does supporting career development mean in practice?
One of our core responsibilities is helping employees identify where they stand today and what they need to progress. That means knowing their strengths, the skills they still need to develop, and the steps required to reach the next level.
This applies whether someone wants to become a technical expert, enter project or program management, or transition to another technical domain. Our job is to provide clarity, not just on roles, but on the routes to get there.
To support these journeys, we rely on a wide ecosystem: internal academies, training paths, mentoring, coaching, vendor certifications, and internal mobility. Everyone should understand what they can aim for, and how to move toward it.
Staffing seems central to your role. How do you approach it?
Staffing is indeed a crucial part of Talent Management. It involves matching the right profiles with the right projects at the right moment.
We look at a mix of criteria: technical skills, business experience, location, language, availability… and equally important, soft skills. Assigning the wrong person at the wrong time can create friction. Assigning the right person? It elevates the entire project.
Every staffing choice has an immediate impact on delivery quality, team balance, and customer satisfaction.
How does your work contribute to overall company performance?
Talent Management directly influences operational performance. Effective staffing prevents project delays, idle periods, or misaligned assignments.
This gives us forward visibility:
- who will be available soon,
- who is ready for a specific type of project,
- which skills are emerging,
- and which ones need to be strengthened.
This anticipation is key to balanced workloads and secured delivery.
Finally, the fact that employees are continuously developing enhances service quality. Skills stay up to date, technical mastery improves, and client relationships become more stable.
For the customer, this results in better-managed projects, more consistent teams, and continuity of expertise.