Alice & Bob is a deep-tech company pioneering new breakthroughs in quantum computing. Joining us means working at the intersection of science and innovation, alongside passionate scientists dedicated to solving some of the most complex challenges in technology.
We are looking for a motivated and proactive Talent Acquisition Apprentice to join our People & Culture team. You will support both our Talent Acquisition (TA) teamand People Operations on the operational side of hiring, with a primary focus on managing our annual internship recruitment campaign and supporting the interns community in the company. This apprenticeship is ideal for someone who is passionate about people, curious about deep-tech environments, and eager to learn how recruitment operates in a fast-growing, highly specialized company.
The apprentice will start in September 2026.
Duration: 1 year (with a possible work-study arrangement, combining ideally four days per week in the company and the remaining days at school.)\n
Responsibilities:
Internships Campaign Coordination
- Collect and consolidate internship needs from teams and hiring managers.
- Support the creation of job ads, publish internship missions across job boards, career platforms, and academic networks.
- Guide and support hiring managers throughout the recruitment workflow.
- Conduct candidate final round interviews.
- Ensure a smooth and positive candidate experience from application to offer.
- Track and report on campaign progress and hiring metrics.
Supporting the Interns community in Alice & Bob
- Contribute to the development of the intern community through the organization of events and off-site social activities.
- Assist students relocating to Paris by providing practical information and guidance in collaboration with the People Ops team.
Talent Acquisition & People Ops Support
- Assist the TA team in daily operational tasks.
- Support People Operations with onboarding steps for interns and new joiners. Help improve and document internal recruitment processes.
Side Projects & Strategic Initiatives
- Contribute to the preparation and participation in career fairs and university events.
- Support recruitment tools and process improvements, including testing new features and proposing enhancements.
- Participate in employer branding initiatives in collaboration with the marketing team.
The intern may have the opportunity to transition into a full-time role, as they will have gained hands-on experience and developed strong hiring and talent acquisition skills.
Requirements:
- Master’s student in Human Resources, Business, Communication, or related field.
- Strong interest in recruitment, HR operations, and candidate experience.
- Curiosity about deep-tech and scientific environments (no technical background required).
- Professional-level English proficiency, both written and spoken.
- Nice to have: fluency in French and previous internship/experience in the field.
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TECHNICAL & MARKET ANALYSIS | Appended by Quantum.Jobs
The expansion of the global quantum economy necessitates a specialized talent acquisition framework that moves beyond traditional recruitment toward long-term ecosystem enablement. As deep-tech organizations transition from academic research into industrial-grade engineering, the ability to secure highly specialized human capital becomes a primary determinant of technology readiness and scaling success. This role type serves as a foundational bridge within the talent value chain, ensuring that the critical shortage of quantum-literate professionals does not become a systemic bottleneck for hardware and software development. By facilitating the identification and integration of multidisciplinary expertise, this function supports the structural stability of the emerging workforce. Current market signals indicate that proactive pipeline development is essential for maintaining the competitive positioning of national quantum strategies and private-sector innovation hubs.
The quantum computing sector is currently navigating a period of rapid maturation, characterized by the shift toward fault-tolerant systems and the integration of quantum-centric supercomputing into established enterprise architectures. However, this progress is threatened by a widening talent gap that spans across physics, cryogenic engineering, and specialized software development. Organizations are increasingly shifting from isolated hiring practices to strategic workforce development models that can manage the complex stakeholder landscape of the deep-tech ecosystem. This transition is driven by the need to synchronize internal R&D requirements with a fragmented global education pipeline, where the demand for post-doctoral and specialized engineering talent significantly outpaces current graduation rates.
Within this environment, the "foundational enablement" layer of the value chain is critical for addressing talent scarcity and high-friction recruitment cycles. The role type focuses on the early-stage identification of cross-functional profiles that can operate at the intersection of fundamental science and industrial innovation. Macro-level analysis of the workforce reveals that a successful talent strategy must account for the high degree of specialization required in fields like superconducting circuits, photonics, and quantum error correction. Furthermore, as national quantum programs in Europe and North America expand, the competition for specialized labor has moved from a local to a global scale, necessitating sophisticated sourcing methodologies that prioritize technical literacy and cultural alignment within highly collaborative research environments.
The capability architecture for this role type centers on the integration of technical workforce intelligence with ecosystem-level sourcing strategies. At the foundational layer, a deep understanding of the professional pathways from academic research to industrial application is essential for ensuring a stable influx of talent into the deep-tech stack. This proficiency is coupled with an awareness of the interface points between diverse scientific domains, allowing for the effective mapping of specialized skill sets to evolving organizational needs. These capabilities are critical for the throughput of quantum research, as they directly influence the speed at which multidisciplinary teams can be assembled to address complex hardware and software bottlenecks.
Beyond purely operational execution, this function facilitates the long-term coupling between educational institutions and the commercial sector. This interface ensures that the requirements of evolving quantum architectures are reflected in the development of future talent pools. By standardizing the methods for evaluating deep-tech candidates, these experts enable a level of organizational readiness that allows companies like Alice & Bob to navigate the transition toward large-scale quantum processors without compromising scientific integrity. This strategic alignment is vital for maintaining the continuity of research roadmaps as the industry moves toward practical quantum advantage.
Accelerates the deterministic development of a sustainable deep-tech talent pipeline for quantum hardware and software organizations
Mitigates systemic risks associated with the global shortage of specialized quantum physicists and cryogenic engineers
Facilitates the transition from academic-centric hiring to standardized industrial recruitment protocols for emerging technologies
Reduces iteration friction in high-growth research environments through the efficient acquisition of multidisciplinary talent
Strengthens the long-term competitive positioning of the European quantum ecosystem by securing early-career professional expertise
Harmonizes abstract scientific requirements with practical workforce planning to support the scaling of quantum architectures
Optimizes the lifecycle of recruitment workflows through the application of ecosystem-aware sourcing and candidate engagement
Supports the expansion of deep-tech innovation hubs by identifying high-impact profiles across global academic networks
Shortens the time-to-hire for critical technical roles by ensuring early alignment with hardware and software development roadmaps
Improves the reliability of long-term workforce development initiatives through the tracking of emerging educational trends
Protects capital-intensive investments in quantum R\&D by ensuring the availability of expert human capital for project execution
Enables the strategic orchestration of talent development efforts across large-scale networks of internal and external stakeholders
Industry Tags: Deep Tech Talent Acquisition, Quantum Workforce Development, Human Capital Strategy, Technical Recruitment, Ecosystem Enablement, Workforce Intelligence, STEM Education Pipeline, Research and Development Scaling, Talent Sourcing Strategy, Quantum Technology Workforce
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