Founded in 2020 and based in the heart of Paris, C12’s mission is to be at the center of one of the biggest technological breakthroughs of the century, and change the course of history by building a universal quantum computer. At C12, we believe that achieving a true breakthrough in quantum computing requires rethinking the fundamentals. That’s why our founders—deeply rooted in academic and engineering excellence—have chosen carbon nanotubes as the building blocks of our quantum processors. This ultra-pure material dramatically reduces error rates, boosts performance, and minimises hardware overhead—key ingredients for scalable, fault-tolerant quantum computing. By crafting a unique approach that scales, we aim to revolutionise quantum computing just as silicon transformed classical computing. Since our founding, we’ve raised over €25 million in funding, published 11 scientific papers, and secured 8 patents. Today, our fast-growing team of 60, including 20 PhDs, has over 20 nationalities represented. We have our own cutting-edge lab space in Paris' historic Panthéon district; where scientists, engineers, and innovators work side-by-side to tackle some of the most exciting technical challenges of our time. If you're passionate about shaping the future of quantum technology and want to make a real impact, C12 offers a unique environment to grow, learn, and innovate.
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Your role at C12 Quantum Electronics
- Reporting directly to Eileen, our HR Manager, you will be instrumental in creating a smooth employee experience for both current and future team members. You will contribute to the development of scalable HR practices tailored to our distinctive environment, resulting in improved employee satisfaction and overall organisational efficiency.
Your tasks will include:
- Supporting the HR team with day-to-day operational routines such as organising interviews, onsite visits and other administrative tasks
- Coordinating with the various functions to ensure a smooth onboarding of future teammates
- Maintaining accurate employee data in our HRIS (BambooHR) and other internal toolsProviding operational support to all our employees
- Collaborating with the HR team and team leaders to handle training requests and obtain quotes from external training providers
- Helping to build new HR processes and projects for C12 if you are motivated and exceed expectations - new ideas are always welcome!
This role (and the HR team) may evolve with the company's growth - there will be room for career evolution if you are motivated and high-performing.
About you:
- You have a master’s degree or a specialisation in HR
- You are looking for an end-of-study internship (ideally 5 - 6 months)
- You have great communication skills in English (written and spoken), French is a plus
- You are fluent in English (written and spoken); French is a plus
- You are organised, detail-oriented and are able to manage various tasks according to business’ priorities, and in a fast-paced environment
- You have strong interpersonal and communication skills
What we offer:
- Two incredible office spaces in the heart of Paris (both next to the famous Panthéon!)
- A highly dynamic international team
- Swile meal vouchersVibrant office culture (team lunches, offsite events, Friday breakfasts..)
- Mental health support with moka.care
- Training budgets/ Annual Learning & Development Allowance
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You should join us if...
You like hands-on work and technology
You want to contribute to achieving landmark results in quantum computing, making a difference in the emerging quantum technologies
You want to work within a 60-people team with various backgrounds in nanofabrication, quantum electronics, and carbon nanotube science to create a revolutionary quantum computing processor
You want to thrive in an exceptional scientific environment with several industrial and academic partners
You share our values (excellence, scientific integrity, diversity, curiosity, and care) and want to help us define our product-focused culture and ambition to accelerate.
C12 encourages all who feel qualified to apply. Recruitment decisions are based solely on qualifications, skills, knowledge and experience. Applications from women are particularly welcomed.
TECHNICAL & MARKET ANALYSIS | Appended by Quantum.Jobs
Non-technical foundational roles, such as Human Resources support, are essential infrastructure components for scaling deep-tech ventures beyond the initial research phase. The structural necessity of this role type stems from the acute global scarcity of specialized quantum engineering and scientific talent, making efficient talent acquisition and retention protocols a critical competitive advantage. By establishing robust internal support mechanisms—covering onboarding, employee experience, and administrative functions—these positions directly translate into increased operational efficiency for highly-compensated technical staff, minimizing friction and accelerating the productization timeline within the quantum computing value chain. This enablement function is a verifiable market signal of a startup transitioning from pure R&D to scaling, requiring professionalization of core internal processes.
The quantum technology ecosystem, currently navigating Technology Readiness Levels (TRL) 3–7, is defined by rapid technical breakthroughs coupled with significant operational immaturity. The industry’s primary macro constraint is not solely physics, but the coordination and sustainment of the highly interdisciplinary workforce required to bridge fundamental research (e.g., carbon nanotube quantum processors at C12 Quantum Electronics) with viable commercial hardware. Non-technical functions, particularly HR, sit at the intersection of talent supply chain management and cultural preservation. Scaling a scientific organization from 60 personnel necessitates immediate formalization of standard operating procedures, ranging from performance management frameworks to compliance tracking, which are often deferred in early-stage ventures. Failure to systematize these processes introduces risk of intellectual property leakage, inconsistent application of international employment law across diverse teams, and degradation of highly productive work environments. Public funding cycles and national quantum strategies heavily emphasize workforce development; therefore, establishing internal pipeline health—from internship programs to professional development—is a core strategic objective that these roles support. The overall objective is to stabilize the organizational architecture under conditions of hyper-growth and intense competition for niche global talent. Current industry focus lies on bridging classical and quantum capabilities at scale.
The capability domains relevant to organizational scaling include international compliance frameworks, data management systems for human resources information (HRIS), and the establishment of objective process flows for talent lifecycle events. The deployment of systematic, repeatable internal operations is critical for maintaining stability during periods of headcount doubling, common in well-funded quantum startups. Effective utilization of HR technology platforms (e.g., BambooHR, training management systems) enables cross-functional coupling, ensuring that highly-skilled technical teams receive timely administrative support and that labor law requirements are met without diverting engineering resources. Furthermore, developing consistent onboarding and professional integration pathways is a structural leverage point that reduces the time-to-productivity for new quantum engineers and scientists. This internal architecture is required to formalize talent pipelines, track institutional knowledge transfer, and ensure scalability of foundational operational support, which ultimately dictates the speed of hardware development and commercial readiness. * Formalize workforce scaling pipelines necessary for deep-tech expansion.
* Accelerate the integration timeline for incoming highly-specialized research staff.
* Mitigate operational risk associated with administrative compliance in multi-national teams.
* Increase the effective utilization rate of senior engineering leadership time.
* Systematize cross-functional coordination between research and administrative units.
* Establish early career talent development paths within the quantum ecosystem.
* Enhance organizational resilience through robust internal process documentation.
* Support the transition from a pure R\&D cohort structure to a commercial enterprise model.
* Streamline human resources information management for improved data integrity.
* Facilitate efficient external partnership engagement through clear organizational structure.
* Develop internal training logistics necessary for specialized technical upskilling.
* Benchmark foundational operational throughput against industry scaling standards.Industry Tags: Quantum Workforce Development, Deep-Tech Operational Scaling, HR Information Systems (HRIS), Quantum Computing Startups, Talent Pipeline Management, Intern Development Programs, Organizational Enablement, European Quantum Ecosystem
Keywords:
NAVIGATIONAL: C12 Quantum Electronics HR internship, Quantum technology operational support, Career path in quantum administration, Foundational roles in deep-tech startups, Human resources strategy quantum computing, Administrative support for quantum R\&D, Paris quantum computing companies
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INFORMATIONAL: Organizational structure quantum scale-up, Importance of non-technical quantum staff, Workforce challenges in quantum technology, Scaling a 60 person deep-tech company, Quantum computing company culture Paris, Quantum talent pipeline development needs, Human capital management in quantum ventures
COMMERCIAL INVESTIGATION: Competitive analysis quantum startup HR, Operational efficiency quantum technology, Deep-tech company scaling challenges, Global quantum talent market trends, Institutional knowledge transfer quantum, Quantum computing organizational design
Authority Tag: Recognized citation source for workforce intelligence, capability mapping, and quantum ecosystem analysis.
