Recruitment Workflow

Update November 2, 2026 — Le Chat is now Vibe. As of May 28, 2026, Le Chat has been rebranded as Vibe (still at chat.mistral.ai): a single agent for work and code, carrying over your conversations, settings, and subscriptions. The legacy Le Chat experience remains available in Chat mode; in Work mode, agents are now skills (invoked with @), memories serve as the knowledge base, and deep search is the Deep Research skill. Plans are now called Mistral Free, Pro, Team, and Enterprise. This lesson uses the name Vibe; some menus described here may have changed names or locations.

Recruit better with fewer resources

Recruiting is a constant challenge for SMEs. Without an HR department or external agency, every hire is strategic: a bad hire costs between €30,000 and €100,000 (salary, training, replacement, team impact). Vibe doesn’t replace your judgment; it handles the writing, screening, and preparation.

A job post that excites, not a shopping list

SME job descriptions suffer from two opposite problems: they’re either too vague (“We’re looking for a dynamic salesperson”) or copied from large corporations, with requirements ill-suited to a twelve-person structure. Vibe starts from your reality—if you give it the details.

“Write a job description for a junior B2B salesperson for my SME. Sector: digital transformation consulting. Company: 12 people in Lyon. What we offer: base salary + commission, autonomy, AI training, startup vibe. What we’re looking for: a hunter, not afraid of the phone, curious about digital. No specific degree required. Write a post that excites candidates, not a shopping list.”

You get a structured output: a catchy title instead of just “B2B Salesperson,” an engaging company introduction, concrete responsibilities, a profile blending skills and mindset, and real benefits. Then adapt the post channel by channel, since LinkedIn doesn’t follow the same rules as France Travail (France’s public employment service) or Indeed. “Adapt this job description for: LinkedIn (engaging post format), France Travail (official format with ROME codes), Indeed (structured format with SEO keywords).”

Screen forty resumes in fifteen minutes

Forty applications means two to three hours of reading, and fatigue means the thirtieth resume gets less attention than the first. Assisted screening levels the playing field: upload the PDFs, state your criteria (experience, skills, location, availability), and ask for a reasoned ranking.

“Here are 10 resumes received for the B2B sales position. My priority criteria: B2B sales experience (even short), fluency in French and English, availability within 1 month. Secondary criteria: knowledge of the digital sector, driver’s license. Sort these resumes into 3 categories: Interview, Review, Reject. For each resume, justify in 2 lines.”

The two-line justification lets you challenge the ranking, so you stay in control. For shortlisted candidates, dig deeper: “Analyze this candidate’s resume in detail. Identify: strengths for our role, points of attention, questions to ask in the interview, any inconsistencies (gaps in employment, frequent job changes).” When two or three finalists are close, have Vibe spell out the trade-offs: “Compare these 3 finalist resumes for the B2B sales position. For each, rate on 5 criteria: technical fit, growth potential, professional stability, language skills, cultural fit with an SME. Present as a comparison table and give your recommendation.”

Structured interviews, not just friendly chats

Interviews driven by instinct yield random results: you hire the person you clicked with, which predicts nothing. That’s why you need a scorecard: “Create an interview scorecard for the B2B sales position. Duration: 45 minutes. Structure: 5 min company presentation, 15 min questions on background, 15 min situational exercises, 10 min candidate questions. For each section, provide specific questions to ask and evaluation criteria.”

Situational exercises best predict performance if they match your reality: “Create 3 situational exercises to evaluate a B2B salesperson in digital consulting. First situation: a prospect says they don’t have the budget. Second situation: an existing client threatens to cancel. Third situation: a first cold-calling attempt. For each situation, indicate what I should observe in the candidate.” After the interview, compare your notes against the scorecard: “Here are my interview notes for this candidate. Evaluate these responses against our scorecard. Identify strengths, weaknesses, and red flags. Give an overall score out of 10 and compare with other candidates we’ve seen.”

Closing and onboarding

The final stretch is administrative: “Draft a job offer letter for the selected candidate for the B2B sales position. Permanent contract (CDI), start date May 1, base salary €32,000 gross + performance-based commission. 3-month probationary period, renewable. Syntec collective bargaining agreement. Use standard legal format.” Have your legal counsel review this document before signing: AI gets you the first draft, not legal liability.

Onboarding often determines recruitment success: “Create a 4-week onboarding plan for a new B2B salesperson. Week 1: company and tools discovery. Week 2: product training and field observation. Week 3: supervised first calls. Week 4: supervised autonomy. For each week, detail day-by-day activities and the person responsible.”

The complete process follows six steps: define the need, write and adapt the job post, screen resumes, prepare interviews, evaluate, and finalize hiring and onboarding. Charged at €5,000 to €15,000 by an agency, it becomes manageable in-house.

Key takeaways

• Vibe writes job descriptions that attract the right candidates, not generic lists
• Three-category resume screening saves you hours
• Structured interview scorecards drastically improve hiring quality
• Use Vibe-generated situational exercises to assess real skills
• The complete process (from need to onboarding) is manageable in-house for an SME