About Jérémy Brunet

My name is Jérémy Brunet, I'm a computer scientist and I've spent my last 8 years designing information systems to automate workflows.

My email is jeremy@jeremybrunet, my phone number is +33665176323

You can read my resume here.

I live in Nîmes (France), I'm currently working as a freelance and the last position I have occupied was CTO in an automation agency named Automate Me (2018 - 2025).

You can visit my website https://www.jeremybrunet.com or play back with the demo I've built just for you: https://demos.jeremybrunet.com/alan

Application questions

Share a specific example of a manual internal process you fully automated using low-code tools or APIs. What was the 'Before' vs 'After' impact?

To give context, mon-cdi.fr operates a hybrid model between permanent employment and staffing: employees are hired on permanent contracts (CDI) by mon-cdi.fr, then placed on long-term missions (often one year or more) within client companies. These client companies can eventually buy out the employee if they wish.

In this context, I automated the onboarding process at mon-cdi.fr.

Before, onboarding relied on manual follow-ups and email coordination. HR teams had to send welcome emails with multiple important attachments (insurance contracts, signed CDI copies, onboarding guides), care manually of missing documents, follow up on benefits selection, and coordinate early communications related to the first client placement. This process was time-consuming, error-prone, and difficult to standardize as the company rapidly grew.

After, onboarding became fully event-driven. A single candidate hire event triggered:

All these automations relied on an event-driven database where all employees were stored with their asset, administrative, and compensation profiles. In parallel, all client companies were modeled with their own compensation grids and rosters of employees sourced from mon-cdi.fr.

This automated information system ensured consistency, replaced manual follow-ups, and allowed HR to focus on higher-value decisions rather than operational coordination.

Part of this role involves modeling Compensation Strategy. Please describe your experience with salary grids or budget modeling. How do you approach the trade-off between market competitiveness and budget constraints?

Still in the context of mon-cdi.fr, compensation strategy was central to the company’s business model.

Each client company had its own salary grid, defined by role, seniority level, and working rhythm. For every employee placement, we had to cross these three dimensions to determine the correct EVPs (“Éléments Variables de Paie”) used to invoice the client company. At the same time, we had to model the employee’s actual cost (base salary plus negotiated variables) to ensure that each placement was profitable for mon-cdi.fr.

My role was to architect and centralize this data model so that:

Beyond pure compensation, I also managed employee operational data that directly affected risk and value. For technical profiles, this included tracking required certifications (such as CACES permits), their validity periods, and expiration dates. Missing or expired permits could jeopardize a placement, so these constraints had to be modeled alongside compensation rather than treated separately.