Joining our team
Becoming a part of Air Cost Control means becoming a member of a global organization, uniting as one cohesive team.
Joining us means taking part in the A2C adventure, as part of a team with whom everyone will grow. With our onboarding program and in-house technical training, each team member is encouraged and supported to develop the necessary skills to thrive in the organization.
Our Commitment to internal mobility allows each team member to access new opportunities within the organization.
Focus on the A2C Talents
While applicants with aerospace experience certainly bring valuable technical knowledge and skills, we believe that qualities of teamwork spirit, friendliness, respect, and a strong commitment to customer service are equally crucial within our organization.
" Talent wins games, but teamwork and intelligence wins championships” (Michael Jordan)
Skills enhancement in figures
In house growth : Over 80% of Air Cost Control employees take at least one training course every year.
Whether it’s in-house technical training or career development, we encourage our team members to follow several trainings to keep up with changing trends and aligning with market demands.
Equal is more: At Air Cost Control we thrive as one team with nationalities around the globe. We offer equal opportunities among all employes.
A team you do not want to leave : At A2C we have team members with 20+ years of tenure.
Air Cost Control gender equality index: 98/100
The French law " Freedom to choose your professional future - Liberté de choisir son avenir professionnel" of September 5, 2018 create an obligation for companies to measure four gender equality indicators and publish their overall score. The aim is to pay attention to equality between men and women and strongly decrease compensation discrepancies.
Air Cost Control's overall score for 2023 is 98/100, which is largely above the target threshold of 75 points defined by decree.
Criterion 1: Difference in average salary between men and women: 38 / 40
Criterion 2: Comparison of the percentage of men and women having received a raise: 35 / 35
Criterion 3: Whether all women received a raise on returning from a maternity/adoption leave: No return from maternity leave during the period.
Criterion 4: Number of women in the top 10 paying positions: 10 / 10
Air Cost Control is committed to guaranteeing equality for men and women.
The company considers it is extremely important to maintain a balance in all departments, and confirms that gender is not , and never will be, a selection criterion when hiring or managing careers and remuneration.
Skills are equally represented at A2C by men and women.
There is no differentiation between men and women in terms of working conditions.
