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IV. Corporate social responsibility @ CriteoA) Investing in headcount and talent initiativesCriteo operates in all corners of the globe and has offices across the Americas, Europe, Middle East and Africa (EMEA) and Asia Pacific (APAC). The company’s rapid growth is spurring Criteo 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 almost 2,800 employees, 67% of whom are under 34 years old. 1. HeadcountAs at December 31, 2017, Criteo boasted 2,787 employees globally. Compared with 2,321 at the end of December 2016, Criteo’s workforce has increased by 20%. This figure includes all Criteo employees on the last day of the year, permanent and non-permanent, active and inactive (see methodological note in chapter V for more details). The workforce-related figures presented in this report only refer to Criteo’s largest global legal entities, i.e. those financially linked to a data center infrastructure or those with more than 50 employees. As at December 31, 2017, the entities included in the CSR scope accounted for more than 91% of Criteo’s total headcount, i.e. 2,548 employees (compared to 2,043 end of 2016, which represents a 25% increase).
The increase in the workforce between 2016 and 2017 includes 206 former HookLogic employees that joined as part of an acquisition made by Criteo in November 2016 with employees officially joining in January 2017 (therefore not included in last year’s report). The vast majority of the former HookLogic employees are now part of Criteo Corp. in the United States. The rest of the increase in the workforce is explained by organic growth. The 65% decrease in the workforce in China (Criteo Advertising) is explained by Criteo’s Board strategic decision to close down the domestic business in China in May 2017. As a result, almost 30 positions were made redundant. As at December 31, 2017, 935 women have been employed, more than 37% of the total workforce of 2,548. Young people account for the majority of Criteo’s employees, which is to be expected in a high-tech company relying on people skilled in the latest trending technologies.
3. Compensation and related changesAt the heart of Criteo’s compensation policy are three pillars: 1. to ensure external competitiveness to attract and retain top talent, 2. to maintain internal equity to promote fairness and 3. to motivate and recognize the great contribution of its employees. In order to do this, the Compensation Team annually drives a 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 participate in a variable pay plan which aims to reward performance. Criteo also provides company ownership opportunity to all employees through granting of equities (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 France, a profit sharing system (called “participation” in French) is designed to associate employees with Criteo’s performance. A company savings plan (called “Plan d’Eparne Entreprise” in French) allows employees to invest the money they receive from profit sharing in order to build up savings with a favorable tax status. In 2016 and 2017, annual base and variable salary compensation payouts for the legal entities included in this report were €178,377,200 and €230,876,612, respectively (for information, $196,785,727 and $276,890,3211, respectively). 1Exchange rates are mentioned in the methodological note. | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
