MAIF hires without CVs

How MAIF industrialised the hiring of its remote sales advisors while contributing to fairness and to its employer brand

+5,847

more applications processed in 2025, at constant HR time

−20%

on the cost of a hire

30%

of hires made without a CV

A major player in French insurance and a mission-driven company, MAIF hires several hundred remote sales advisors every year (the CVD stream) — and processes more than 24,000 applications to do it. The challenge: save time on pre-selection, make hiring quality more reliable, and give concrete form to the group’s diversity and inclusion commitments.

Since January 2025, 100% of remote sales advisor hires made outside the France Travail partnership go through the Maki skills assessment: four administrative questions, a multiple-choice assessment of sales aptitude and capacity to learn, then an assessment of oral expression. All of it without a CV.

The Maki skills assessment at MAIF: four administrative questions, a multiple-choice assessment of sales aptitude and capacity to learn, then an assessment of oral expression. No CV at any stage, since January 2025.

A more efficient hiring process

By replacing manual CV screening with candidates taking the Maki assessment, MAIF cut the cost of a hire by 20%. At equivalent HR and business time, the teams were able to process 5,847 more applications in 2025 than in 2024.

Hiring remote sales advisors at MAIF, 2024 versus 2025: with CVs before, without CVs with Maki. 5,847 more applications processed at equivalent HR and business time, and a 20% cut in the cost of a hire.

“Time saved on processing CVs, in line with our DEI objectives, less bias, and faster responses for candidates.”
A MAIF recruitment officer — internal survey, 5 users

An experience candidates widely praise

On the candidate side, the feedback is very positive. The CV-free, skills-based approach is seen as fairer and more engaging.

96% of candidates have a better image of MAIF after the experience; 92% find applying simpler and faster.

“I was hired for what I can do and for who I am, without a CV. Everyone gets a chance.”
A MAIF candidate

A concrete lever for diversity & inclusion

CV-free hiring limits the risk of bias at the point of hire and sits squarely within MAIF’s mission-driven approach, which obtained AFNOR’s Label Alliance in 2026 (Label Diversité and Label Égalité Professionnelle).

MAIF obtained AFNOR's Label Alliance in 2026: Label Diversite and Label Egalite Professionnelle.

30% of hires in the stream made without a CV
Managers meeting more diverse profiles, sometimes without a degree, refocusing the interview on personality and soft skills
An approach showcased by the employer brand — careers site and LinkedIn

Continuous improvement, in partnership

At this stage there is no clear shift in the trial-period drop-out rate, and no direct correlation with assessment scores. MAIF and Maki are therefore continuing a process of continuous improvement: rewriting questions, factoring in what is expected during training, and adjusting how activities are weighted — wave after wave.

“A better recruiter experience, with more meaningful pre-qualification interviews and more engaged candidates. 100% of us now consider the tool indispensable.”
MAIF recruitment officers — survey summary