Criteo operates in all corners of the globe and has offices across the Americas, EMEA and Asia-Pacific.
The company’s rapid growth is spurring Criteo on to invest in smart and talented people. Consequently,
Criteo has implemented an ambitious talent acquisition policy. To support the rapidly developing team,
Criteo has created a strong corporate culture favoring the personal and intellectual development of its
diverse workforce of over 2,000 employees, 72% of whom are under 34 years old.
Headcount
As at December 31, 2016, Criteo boasted 2,321 employees globally, compared with 1,852 at the end of
December 2015, a 25% increase.
The labour figures presented in this Corporate Social Responsibility (CSR) chapter only refer to Criteo’s
largest global legal entities, i.e. those with data center infrastructure. As at December 31, 2016, the
entities included in the CSR scope accounted for 87.9% of Criteo’s total headcount, i.e. 2,043
employees.
Company/Location
Women
Men
Criteo Ad. (Beijing) Co.
25
20
Beijing
23
20
Shanghai
2
0
Criteo Corp.
204
312
Boston
96
128
Chicago
4
5
Los Angeles
9
17
Miami
3
13
New York
65
73
Palo Alto High
6
10
Palo Alto Uni
11
45
San Francisco
10
21
Criteo Europa MM SL
94
122
Barcelona
94
122
Criteo France S.A.S.
33
50
Paris
33
50
Criteo GmbH
36
48
Munich
36
48
CRITEO K.K.
49
68
Osaka
0
2
Tokyo
49
66
Criteo LTD
51
79
London
51
79
Criteo S.A.
200
573
Echirolles
2
20
Paris
198
553
Criteo Singapore PTE LTD
49
30
Singapore
49
30
Total
741
1,302
Young people account for the lion’s share of Criteo’s employees, which is to be expected in a high-tech company relying on people skilled in the latest trending technologies.
Workforce breakdown by age
2016
Less than 25
135
Between 25 and 29
711
Between 30 and 34
611
Between 35 and 39
334
Between 40 and 44
153
Between 45 and 49
62
50 or more
37
Total
2,043
As at December 31, 2016, 741 women have been employed, i.e. more than 36% of the total workforce of 2,043.
Recruitments and terminations
In 2016, although 416 employees left the company, there were 833 new joiners, resulting in a 26% increase in workforce (from 1,623 at end-2015 to 2,043 at end-2016).
Recruitments and terminations by quarter
Q1
Q2
Q3
Q4
TOTAL 2016
Recruitments
228
188
230
187
833
New position
163
142
163
145
613
Replacement
65
46
67
40
218
Other
0
0
0
2
2
Terminations
101
88
130
97
416
Employer’s initiative
24
24
28
19
95
Other
77
64
102
78
321
Recruitments and terminations by quarter
Q1
Q2
Q3
Recruitments
228
188
230
New position
163
142
163
Replacement
65
46
67
Other
0
0
0
Terminations
101
88
130
Employer’s initiative
24
24
28
Other
77
64
102
Recruitments and terminations by quarter
Q4
TOTAL 2016
Recruitments
187
833
New position
145
613
Replacement
40
218
Other
2
2
Terminations
97
416
Employer’s initiative
19
95
Other
78
321
Compensation and related changes
At the heart of Criteo’s compensation policy are three pillars: ensure external competitiveness to attract and retain top talent, maintain internal equity to promote fairness and finally, to motivate and recognize the great contribution of its employees. In order to do this, the Compensation Team annually drives a basic market analysis using survey data sources that reflect the varied industries represented at Criteo, namely, tech and software.
As part of this policy, all employees are eligible to a variable pay plan which aims to reward performance.
Criteo also provides company ownership opportunity to all employees through granting of equities (Stock Options/Restricted Stock Units) to all new hires. In addition, on an annual basis, retention grants are determined to reward top performers and key employees. In 2015 and 2016, annual base and variable salary compensation payouts for the legal entities included in this report were €77,628,749 and €101,748,545, respectively (for information, $149,940,196 and $194,278,2941, respectively).
1 Exchange rates are mentioned in the methodological note.
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