Here are the six steps to join our teams:
1. On our career page, apply for one of our job openings or send us an unsolicited application.
2. Your application will then be reviewed and selected by the recruitment team.
3. Next, a telephone interview will be scheduled with a recruitment manager.
4. You will then have the opportunity to have one or more operational interviews and technical tests, if necessary.
5. Following these interviews, a final meeting will be arranged with a member of the HR team, followed by a job offer.
6. Welcome to Sopra Banking Software! To view job openings, please visit the recruitment page of our various national and regional sites.
– Benelux
– France
– Germany
– India
– MEA (Middle East Africa)
– Spain
– United Kingdom

An onboarding process has been established in each country. Each employee is monitored and supported during the six months following their arrival. Onboarding seminars and several follow-up interviews are held to ensure the successful integration of each employee.

Our company promotes continuing development for all employees. In order to address the aspirations of each individual and adapt to the rapid changes in our ecosystem, we support each employee in building a career that suits them. Tools and systems are made available to employees to guide them in advancing their careers within the Group. The development plan is discussed at HR Committee meetings, held regularly throughout the year.

All Sopra Banking Software employees can receive at least five days of training per year. More than 1,500 training courses are available in our “worldwide” training catalog, including more than 200 e-learning modules available in French and English.
Each employee has free access to the Sopra Steria Academy and Sopra Banking University training catalogs. They combine various types of training, including webinars, e-learning, virtual classes and in-person courses, covering operational and technological aspects as well as soft skills.
We also help employees to increase their skills by giving them hands-on experience, supervised by an Operational Manager during a project. Lastly, mentoring allows employees to develop their skills while performing a task with daily help from an expert.

Our company is extremely vigilant about respecting Gender Equality, and implements social and salary policies adapted to each country.

In order to address the aspirations of each individual and allow them to benefit from the advantages of an international Group, internal mobility, whether geographical, sectoral or line-of-business-related, is facilitated if an employee so requests. Of course, each employee is supported throughout the process.

Before the pandemic disrupted our way of working, remote working was already authorized in certain entities and under certain conditions. The pandemic has encouraged us to rethink the way we work, including remote working and flex hours. We are therefore clearly considering how to develop our policy in this area.

We are committed to recruiting candidates with various types of profiles within our teams. In this respect, we also recruit those with non-IT profiles (from scientific backgrounds), whom we train in our technologies. Internally, our employees can also benefit from requalification training to familiarize themselves with various technologies.

We offer a wide range of benefits to our employees. They are broken down by country and explained during interviews with members of our HR teams.

At the end of each year, salaries are re-evaluated and reviewed for each employee during HR Committees. These committees are an opportunity to share information about employees, including their professional expectations, and to conduct a collegial evaluation of their overall performance. It is during this meeting that a salary increase can be granted to the employee.

With more than 1,500 clients in 80 countries, a majority of our projects have an international dimension. It is therefore very easy for everyone to work on international projects.