Recruitment Procedure

Permanent faculty positions opened in the IONIS TECH Schools are published together annually for scheduled recruitment campaigns, and on a rolling basis for vacancies arising outside planned cycles.

The corresponding job descriptions include:

  • A presentation of IONIS TECH, the School, and the affiliated laboratory;
  • A description of teaching and research duties, and, where applicable, any pedagogical, administrative, or governance‑related responsibilities assigned to the future faculty member;
  • The skills and experience required for the position;
  • The salary range and associated benefits;
  • The contact details of the person responsible for receiving applications. [Faculty Ha...dbook - V4 | PDF]

They may also specify:

  • The classification of the position within the Schools’ scientific employment scale (see §3.2);
  • The recruitment timeline (application deadline, interviews, start date);
  • Where applicable, a description of the resources provided by the School to support the faculty member.

The recruitment process consists of two stages:

  • A preliminary screening based on the application file;
  • An interview‑based selection. [Faculty Ha...dbook - V4 | PDF]

At the request of shortlisted candidates, the School may organize a visit and meetings allowing them to better understand the position and the School’s expectations. A Recruitment Committee is established to conduct the interviews. The School’s director chairs the committee and determines its composition. To reinforce the academic legitimacy of the process, the inclusion of an external scientific expert—such as one from a partner academic institution—is recommended. [Faculty Ha...dbook - V4 | PDF] Following the interviews, the committee submits a ranked list of candidates to the School’s leadership for review. The School’s director makes the final recruitment decision.

Classification

Permanent faculty positions within the IONIS TECH Schools are divided into three ranks:

  • Assistant Professor, holding a doctoral degree or equivalent;
  • Associate Professor, holding an habilitation à diriger les recherches (HDR) or equivalent;
  • Full Professor, also holding an HDR or equivalent. [Faculty Ha...dbook - V4 | PDF]

On‑boarding and Start‑up Packages

Recognizing the strategic importance of recruiting faculty members—both in terms of development potential and the high level of commitment expected I2T and its Schools aim to provide an attractive environment that supports the recruitment, integration, and long‑term retention of new academic staff. Accordingly, each newly recruited faculty member may be offered a start‑up package upon arrival, which may include: equipment and workspace, doctoral or post‑doctoral support, operating budget, and resources for scientific outreach. The level and composition of the package are defined individually by each School.

Promotion Criteria and Procedures

Advancement to a higher academic rank is subject to the following criteria:

  • From Assistant Professor to Associate Professor:
    • Holding an HDR;
    • At least 3 years of experience as an Assistant Professor (or equivalent validated service), within or outside the IONIS Group.
  • From Associate Professor to Full Professor:
    • Holding an HDR;
    • At least 5 years of experience as an Associate Professor (or equivalent validated service), within or outside the IONIS Group;
    • A favorable recommendation from the Promotion Committee.

Any eligible faculty member may apply for promotion to Full Professor by submitting a formal application, including documented service records and a project statement. The laboratory director provides an advisory opinion on the application. Each School then organizes interviews with candidates before a Promotion Committee, whose composition is determined by the School’s general management. Following a favorable committee recommendation, the School’s general management makes the final decision regarding promotion and its effective date.