Why choose Keycoopt?
- Formalize a genuine internal co-optation and mobility strategy
- Save time and money on recruitment
- Hire talented candidates!

The limits of artisanal co-optation...
Lack of systematization, slow process, inconsistency, lack of follow-up… The benefits of this recruitment strategy cannot be fully exploited through small-scale co-optation.
There are many obstacles, both on the HR side and on the employee side.
- Tedious centralization of information
- Lack of time to keep employees informed of the outcome of their recommendation
- Non-existent or sub-optimal management of bonuses and rewards
- Little or no long-term coordination of the co-optation program
- Lack of visibility of vacancies
- Impossible to animate and incite to consult offers and therefore to recommend
- Unregulated co-optation is wrongly equated with pistonism
- No information on how to follow up on the recommendation and therefore: frustration
... also hinder internal mobility
The limitations of artisanal cooptation also impact the company’s internal mobility process: lack of visibility of advertisements, absence of a clear application process, lack of fairness and transparency…
In fact, the digital cooptation solution will help to overcome these limitations.
- Centralize job offers and make them visible and accessible to ALL employees
- Clarify the internal mobility process by offering a clear application procedure
- Communicating and managing the internal mobility program over the long term
Exploit the full potential of co-optation and internal mobility

Save time on your talent search
If we develop our co-optation strategy further, we’ll have to pay our employees!
What takes up the most time for HR teams today is sourcing!
Implementing a digital solution for co-opting and internal mobility will save time at this stage:
- Your employees will be able to recommend candidates with just 1 click on your advertisements.
- They will also be able to apply very easily
- And all these applications will go straight into your ATS.
HR teams can then concentrate on what really matters: processing applications!
- Have a dedicated co-optation tool to facilitate the act of recommendation.

Look for synergy between HRIS tools
We already have an ATS!
An ATS is a management tool.
A digital cooptation and internal mobility solution is a sourcing tool. An ATS is not a substitute for a dedicated cooptation tool. The 2 are complementary!
The Keycoopt solution has the essential features to simplify co-optation management:
- Reward management
- Communication and animation campaign
- Targeted ad distribution
- Gamification
- Challenge
- On-boarding new employees...

Engage your employees with a reward system
Yet another project… We don’t have the time, our HR teams are overloaded!
Rewards help to motivate your employees to get involved in your co-optation program. It’s an act of recognition for an involving process that goes beyond the scope of their work, and saves you time!
Do you reward your employees for successful recruitment?
It’s not compulsory, of course! But what you gain (lower recruitment costs and lower turnover costs) is greater than what you can give them.
The reward doesn’t have to be a monetary bonus: there are many alternatives (gift vouchers, days off, donations to an association, etc.).

Make co-optation part of your recruitment strategy
We know all about cooptation…and it’s already working well that way!
All HR managers are familiar with co-optation, but if co-optation isn’t seen as a real business strategy, it doesn’t allow you to benefit from the real potential!
Why digitalize your strategy?
- To professionalize the approach: a better employee and recruiter experience
- To save time
- For greater efficiency
- To double or triple the proportion of recruitment by co-option
- Boost your internal mobility process

Leverage your employees to optimize your recruitment costs
Digital solutions are too expensive, especially in the current climate…
Compared to a “classic” sourcing tool, a dedicated cooptation tool offers a real and positive return on investment:
- In time savings (80% time saved on pre-selection of candidates)
- In money (recruitment costs divided by 2 or 3)
The cost of the solution is amortized in just a few recruitments.
On average, recruitment by cooptation costs around €300, whereas traditional recruitment is estimated at around €7,000.

Exploit the full potential of co-optation and internal mobility
