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• SCOR Sustainability Days - Empowering Employees to Make a Positive Impact on Biodiversity and Sustainability

  The health of our planet and ecosystems are facing unprecedented pressures. During the week of 23 September 2024, our third annual SCOR Sustainability Days offered an opportunity to educate and empower employees to have a positive impact through their work and in their daily lives.  “This year’s SCOR Sustainability Days focused on the theme of biodiversity,” said Agathe Combourieu, Senior Corporate Sustainability Manager at SCOR. “The event highlighted the crucial link between biodiversity and climate change, an area essential to both our planet and the future of our business.”  SCOR has been an active voice in conversations around biodiversity for several years already, including a a pioneering large-scale study on risks related to biodiversity loss with the Muséum National d’Histoire Naturelle (MNHN), the French National Natural History Museum based in Paris, completed in in 2021.    During this year’s Sustainability Days, employees had the chance to hear directly from our sustainability and business teams during internal conferences on SCOR's sustainability strategy, the important role of water for healthy ecosystems, and business solutions like NatReCO that are already having a tangible impact on the environment.   SCOR also took this opportunity to support the Society for Ecological Restoration (SER), an NGO that defines standards for ecological restoration and serves as SCOR’s technical advisor for the NatReCo solution. For every participant at a Sustainability Days event, SCOR will donate 10 EUR, for a total of 2680 EUR at the time of writing, to support SER's “Open Doors” program. This program provides access to all member services, trainings, and benefits to people who cannot afford to pay and is an important way SER ensures its programs are accessible, particularly in countries where these resources may otherwise be out of reach.  Throughout the week, employees had the chance to participate in more than 51 local initiatives proposed across 27 locations, from harvesting locally grown vegetables to be donated to a food bank to a workshop on sustainable business travel and interactive workshops on climate, biodiversity, and digital technologies. Our IT team also shared tips and best practices for saving energy and for using laptops and other work equipment in a more sustainable way (turn off your laptop at night, share a link rather than an attachment, and delete unneeded emails!). These initiatives not only fostered a sense of community and environmental responsibility but also highlighted the critical role that each of us plays in protecting our planet and its biodiversity.  Many of our offices – including Rio de Janeiro, Beijing, Charlotte, Dublin, Minneapolis, Paris, Singapore, Stockholm, Tokyo, and Toronto – also held activities to clean up litter and promote recycling, to contribute to reducing pollution and preventing habitat destruction. Every piece of trash collected before it can make its way into waterways reduces the risk that it will harm marine life, contaminate drinking water sources, and disrupt aquatic ecosystems. By taking these small but significant steps, we collectively make a positive impact on the environment and help preserve biodiversity for future generations.  SCOR's third annual Sustainability Days was a huge success, emphasizing the company's commitment to environmental stewardship and biodiversity. By fostering a sense of community and responsibility, these initiatives highlight the critical role each individual plays in protecting our planet and ensuring a sustainable future for generations to come. 

• The future of talent acquisition, Part 2 - Insights from SCOR’s Head of Global Talent Acquisition

  In Part 1 of this series, Sangeeta Xanthopoulos, SCOR’s Head of Global Talent Acquisition, introduced us to the dynamic field of talent acquisition, sharing unique insights into the qualifications SCOR seeks in candidates and offering valuable interview tips.  In this second and final part, we will explore the challenges of talent acquisition, future trends as well as Sangeeta’s personal motivations and advice for anyone aspiring to work at SCOR.     What are some challenges that you are facing in finding talent and how are your teams overcoming it?  Finding the right talent can be challenging, but once you’ve pinpointed the cause of these painpoints, there are several strategies that can help overcome these hurdles.  One of the primary challenges is the talent shortage, where there is a gap between the skills employers need and the skills candidates possess. At the same time, economic uncertainty changes how people think about their career progression and influences their willingness to take a chance on starting a new job, particularly with rapid changes in the economy and political landscape. This can also complicate long-term planning from a talent acquisition perspective.   Another challenge is meeting candidate expectations for full remote work when we have a hybrid policy.   Finally, keeping up with the latest recruitment technology and ensuring it delivers value and maintaining a positive candidate experience can be difficult, particularly when many people are involved in the interview process. Lengthy hiring processes and poor candidate experiences can lead to losing top talent to faster-moving companies.  Luckily, none of these challenges are insurmountable and at SCOR we’ve already made great strides in addressing many of them. First, we’re investing in technology that can streamline the recruitment process and manage job postings more effectively and leveraging data analytics to identify trends and make informed decisions about hiring strategies. At the same time, improving candidate experience by ensuring timely communication and a smooth application process helps keep candidates engaged.  We also know that enhancing employer branding is crucial for attracting top talent and differentiating us from our competitors. By implementing these solutions, we’re working to overcome the challenges of finding the right talent and build an even stronger, expert workforce.    What are some of the current trends in talent acquisition that you find most exciting or impactful?  Several exciting and impactful trends are shaping the future of talent acquisition. One of the most transformative trends is the use of Artificial Intelligence (AI) and automation. AI is revolutionizing recruitment by automating repetitive tasks, which allows recruiters to focus on more strategic activities. This not only increases efficiency but also enhances the overall recruitment process. Another significant trend is data-driven recruitment. By leveraging data analytics, organizations can make more informed hiring decisions, identify trends, predict future needs, and measure the effectiveness of their recruitment strategies.  Employer branding is also becoming increasingly important. Companies are investing in their online presence and showcasing their Employee Value Proposition (EVP), culture, values, and employee experiences to stand out in a competitive job market. This helps attract top talent and differentiates them from competitors. Additionally, there is a growing emphasis on social sustainability actions like Diversity, Equity, and Inclusion (DEI) initiatives. Implementing DEI initiatives not only attracts and retains a diverse workforce but also leads to better decision-making and innovation within the organization.  The candidate experience is another critical area of focus. Ensuring clear communication, providing timely feedback, and maintaining a smooth application process are essential to keep candidates engaged and interested in the organization.   Lastly, upskilling and reskilling are becoming vital components of talent acquisition. Investing in continuous learning ensures that employees have the necessary skills for the future, which helps retain talent and prepares the organization for evolving business needs. These trends are not only exciting but also have a significant impact on the future of talent acquisition.    What motivates you in your role, and what are you most passionate about in your work?  As the Global Head of Talent Acquisition, several aspects of my role are incredibly motivating and fulfilling. One of the primary motivations for me is the impact I can have on the organization. Knowing that the talent we bring in can significantly influence SCOR’s success and culture is immensely rewarding. Additionally, I am passionate about building diverse and inclusive teams that bring varied perspectives and ideas. This not only enriches our work environment but also drives innovation and creativity throughout the Group. Helping people is another key motivator for me: facilitating career growth and helping individuals find roles where they can thrive and develop is something I find deeply satisfying.  In terms of what I am most passionate about, strategic planning is at the top of the list. I enjoy developing and implementing strategies that align with the company’s long-term goals. This involves a lot of forward-thinking and ensures that we are always prepared for future challenges.  Innovation in recruitment is another area I am passionate about. Leveraging new technologies and innovative approaches to improve the recruitment process keeps the work exciting and dynamic.   Lastly, mentorship and development are very close to my heart. Mentoring and developing my team, helping them grow in their careers and achieve their professional goals, is something I take great pride in.     What advice would you give to someone aspiring to work at SCOR / is about to interview for a position at SCOR?  Great question! Here are some pieces of advice for someone aspiring to work at SCOR or preparing for an interview.  First, it's essential to understand SCOR’s business and values. Take the time to research SCOR’s business model, services, and market position – our annual Activity Report is a great resource for this. Familiarize yourself with our core values and recent news or achievements. Reflect on how your personal values and career goals align with SCOR’s mission and culture. This alignment will not only help you during the interview but also ensure that you are a good fit for the company in the long run.  Next, highlight relevant skills and experiences in your resume. Use specific examples to demonstrate your expertise and emphasize soft skills like communication, problem-solving, care, open-mindedness, courage, collaboration, and teamwork. These qualities are highly valued at SCOR and will set you apart from other candidates.  Prepare for behavioral and competency-based questions by using the STAR method (Situation, Task, Action, Result) to structure your answers. Be ready to discuss past challenges, how you overcame them, and what you learned from those experiences. This approach will help you provide clear and concise responses that showcase your abilities.  Demonstrate your interest in continuous learning by highlighting your commitment to growth and development. Ask insightful questions during the interview to show your genuine interest and eagerness to learn.   Be authentic and confident during the interview. Be honest about your experiences and approach the conversation with a positive attitude. Authenticity and confidence will help you build a strong connection with the interviewers and leave a lasting impression.  Finally, network and build relationships with current or former SCOR employees. Use LinkedIn to gain insights into the company culture, expectations, and stay updated on news and opportunities. Building these connections can provide valuable information and support as you prepare for your interview and potential future role at SCOR. 

• The future of talent acquisition, Part 1 - Insights from SCOR’s Head of Global Talent Acquisition Sangeeta Xanthopoulos

  In the race for top talent, mastering the art of talent acquisition is more crucial than ever. We had the opportunity to sit down with SCOR’s Head of Global Talent Acquisition, Sangeeta Xanthopoulos, to discuss her personal career journey and get her insights on the evolving landscape of talent acquisition. In this first part of this two-part series, we will provide an introduction to talent acquisition, outline the qualifications SCOR seeks in its candidates, and offer useful interview tips.    Could you start by telling us what Talent Acquisition is?  Talent acquisition is a strategic approach to identifying, attracting, and hiring skilled individuals to meet an organization’s long-term needs. Unlike traditional recruitment, which often focuses on filling immediate vacancies, talent acquisition is more comprehensive and forward-thinking. It emphasizes operational effectiveness, innovation, and added value.   Talent acquisition involves continuous efforts that extend beyond simply filling a job and welcoming a new hire. It aligns three dimensions: the strategic relevance of the job, talent availability in the market, and demand levels. Based on these dimensions, we have scenarios for specialist hiring, simple hiring, strategic hiring, and mass hiring. Talent acquisition is a long-term investment essential for companies aiming to be trendsetters rather than followers.    Can you tell us about your educational and career journey and what led you to your current role as Head of Global Talent Acquisition?  I was born and raised in New Delhi, India, where I studied hotel management. My early career was in luxury 5-star properties like Intercontinental and Hyatt Regency, which provided a strong foundation in hospitality and customer service. I then spent 27 years at The Walt Disney Company, starting as a hotel manager and transitioning into Human Resources, focusing on Talent Acquisition. This role honed my skills in strategic hiring, employer branding, and team management.  After Disney, I joined Tereos, where I built the Center of Excellence (COE) for Talent Acquisition across 12 European countries. In September 2021, I joined SCOR to design and implement the Global COE for Talent Acquisition. My responsibilities include defining processes, creating innovative solutions, and driving cost-effective strategies to improve our competitive edge in the "War for Talent." My journey has been incredibly rewarding, driven by my passion for people and the belief in hiring for attitude and developing skills for success.  What skills and qualifications are becoming more present in your search for SCOR talents? Could you break these down into soft skills and hard skills?  At SCOR, we seek candidates who embody our five values: care, courage, collaboration, integrity, and open minds.  Soft skills are increasingly important in the modern business world, especially for a company like SCOR who has teams and clients working closely together around the world and where data needs to be brought to life to tell a story. When considering an applicant’s soft skills, we’re looking for:  Communication: Effective verbal and written communication skills for team and client collaboration.  Adaptability: Ability to quickly adjust to new tools, processes, and market changes.  Problem-Solving: Creative and analytical thinking to address complex challenges.  Teamwork: Strong interpersonal skills for effective collaboration in diverse teams.  Customer-Centric Mindset: Keeping the consumer at the center of all decisions and actions.  Hard skills and technical profiles obviously remain absolute priorities for a company that values expertise and knowledge:  Data Analysis: Proficiency in analyzing large datasets to derive actionable insights. With data being essential to so many areas of our business, this is a key skill for applicants to have even if they’re not applying for a job that falls strictly into tech or data.  Technical Expertise: Deep knowledge in areas such as actuarial science, underwriting, and risk management.  Digital Literacy: Familiarity with digital tools and platforms, including AI and machine learning applications.  Project Management: Skills in planning, executing, and overseeing projects to meet objectives.  Regulatory Knowledge: Understanding of industry regulations and compliance requirements.    What is your favorite question to ask in talent acquisition interviews and why?  "Can you tell me about a time when you faced a significant challenge at work and how you overcame it?"  Why this question? It demonstrates the candidate's problem-solving skills and reveals the candidate’s ability to think critically and solve problems, while also showing how they handle pressure and setbacks and their ability to adapt to changing circumstances. How they respond to this question also provides insight into their communication skills and how well they articulate their experiences. Finally, it demonstrates their self-awareness and empathy in challenging situations.  This question helps the recruiter understand the candidate’s technical abilities, soft skills, and overall approach to overcoming obstacles, often leading to a rich discussion about their fit for the role and company culture.    In part two of this series, Sangeeta will shed light on the challenges of talent acquisition, future trends, and her advice for anyone aspiring to work at SCOR. 

• Flex Office comes to SCOR - Redefining SCOR’s office spaces to foster innovation and collaboration

  At SCOR, we strive to provide an environment that ensures our employees’ wellbeing, where our teams can work collaboratively, grow, and reach their full potential.   With the new ways of working having emerged in the last few years and new technologies continuing to come to the forefront, flexible office arrangements have become the new norm and many companies, including SCOR, have adopted this approach to better meet employees’ needs.   SCOR’s transition to a flex office model began in our Singapore office in 2021 and was then implemented in offices such as Zurich, Toronto, and Mumbai. Flex office has now reached our headquarters in Paris, bringing new dynamics to the workplace.   SCOR’s office spaces were remodeled with innovation and teamwork in mind and a variety of workspaces and meeting rooms were carefully designed for each moment of the day: spaces for phone or video-calls, quiet areas for focused work, collaboration and meeting zones, creative spaces for brainstorming and innovation, and areas for recharging, relaxing, or taking breaks.   “Flex is a game changer. With more remote meetings, we need smaller rooms and phone booths to minimize calls from workstations. Flex increases workspace density, creating a livelier, more energetic atmosphere,” Anne-Céline said.  “Feedback from our Flex offices shows employees feel energized and have better visibility of colleagues. This change also supports our net-zero carbon strategy by reducing the number of buildings and CO2 emissions."  And, indeed, another major driving force behind the shift to flex office is the desire to reduce the environmental impact of our offices. Flex office and hybrid working have also allowed SCOR to reduce office space, which in turn reduces our electricity consumption and overall carbon footprint. For example, by introducing flex office in Paris, the largest SCOR office in the world, we were able to arrange the office space more efficiently and we no longer need the additional office space we had been renting nearby. Instead of slightly more than 20,000 square meters of office space across three buildings, the same number of employees are now all working in one building of 15,000 square meters.     Because the new flex office design features open floor plans, we were also able to reduce the number of printers from seven to two per floor, saving energy and allowing us to dedicate this space to resources that are more important to modern ways of working.    The renovation work is conducted with a focus on limiting the carbon footprint by recycling and reusing materials wherever possible and the project was undertaken with several ESG certifications in mind, including:  BREEAM RFO (Refurbishment and Fit-Out): This certification focuses on the way the renovation work is conducted with the goal of recycling and reusing existing materials and furniture.  BREEAM In-Use: This certification is about the ongoing management and operation of the building, including enhancing energy efficiency and implementing better waste management practices.  WELL Certification: This certification focuses on the wellbeing of the building's occupants by adding more water fountains, using low-maintenance and allergen-free indoor plants, and creating spaces for activities like yoga and first aid training.    SCOR’s Paris office is currently in the process of being reviewed for these certifications and several of our other offices have already received similar local certifications.   Explore some of the newly unveiled spaces in our Paris office below!  Open Space In our open spaces, our employees complete individual work at their desks, 30% of which are adjustable and can serve as standing desks. Teams have assigned spaces to ensure they can always find a desk near each other, but employees are free to use any of the desks when they arrive each morning.   Meeting Rooms We have multiple meeting rooms on each floor, which can accommodate between three to fourteen people. With cameras that adapt to how many people are in the room and where they’re sitting to ensure all participants are visible during video calls and surround sound with microphones that capture your voice from anywhere in the room, these meeting rooms are adapted for in-person and virtual meetings. Additionally, there is a designated client suite area, dedicated to welcoming our clients with attention and care. Focus Alcoves To facilitate deep work, focus alcoves are included in the open spaces. These alcoves are closed areas that help create a more focused work environment when needed.  Phone Booths For brief calls or online meetings, soundproof phone booths are available.  Huddle The huddle, like the phonebooths, is used for small meetings and calls. These spaces are designed to have an open layout with plenty of natural light and no screens to motivate in-person interaction and active listening.  Coffee Station For brief spontaneous interactions or a quick break, the open collaboration space is available to all. There is a coffee machine and water fountains for our collaborators.  We are thrilled to offer this new, dynamic environment that supports our employees’ diverse needs and drives a future-ready, environmentally friendly working model. Employee feedback has been positive and the benefits are already being felt.   “A person who moved recently to the 4th floor told me, ‘I’ve been waiting for this for more than 15 years. I wanted this new space, modern and light, where I would like to work,’” said Anne-Céline. “We’re very proud to be able to support our employees’ wellbeing with these new spaces.”  Our Paris office has been the latest to adapt to a flex office approach, but it is far from the last as we move forward with a global transformation of the SCOR offices. Welcome to Flex Work! 

• Empowering the next generation of (re)insurance professionals - SCOR’s Young Professionals Network builds connections, fosters growth, and drives continuous learning

  Fostering a sense of community and continuous professional growth among employees is crucial. Recognizing this need, SCOR launched the Young Professionals Network in 2021to provide young employees with opportunities for networking, social connection, professional development, and career growth.   “For me, the Young Professionals Network is a place where I can be with my colleagues in both formal and informal settings. It’s a network where I can go out and have fun but also learn and improve with the support of others,” said Pavlina Pencheva, an HR Trainee and one of the heads of the Young Professional Network in Cologne.  The first Young Professionals Network started in Zurich, where casual networking events eventually evolved into more organized educational events and a forum to influence the workplace culture.   “We aim to provide various types of activities, having a focus on education while also having entertaining events, to help our young professionals connect on a personal level. Additionally, we established the Young Professionals Academy to offer in-depth knowledge about reinsurance and the intricacies of each career,” said Martina Goercke, Head of HR Zurich and Cologne.  Since several large reinsurance companies have offices in Zurich, the Young  Professionals Network organizers saw a unique opportunity to extend the reach of the network and promote learning and connections even beyond SCOR employees. In fact, one of the most popular events welcomed over 80 young reinsurance professionals from various companies  to learn more about the future of the Swiss reinsurance industry.  The success of the Zurich Young Professionals Network soon inspired our Cologne office to follow suit.   “When I started, I felt there was a gap,” said Pavlina Pencheva. “It wasn’t very organic or easy to meet people. When I learned about the network in Zurich, I reached out to understand how they accomplished their network and what I could take away from their experience. The needs of our office in Cologne are slightly different from those in Zurich, and that’s how we developed our approach.”  Young professionals didn't have feel that they had as many opportunities to meet with each other in an informal setting. The Cologne network, therefore, focuses on creating these opportunities for young employees to get to know each other. The participants particularly appreciate events like game nights and their Christmas Market visits.   Meanwhile, while our Paris office welcomes over 100 interns and apprentices each year, they don’t always have the chance to work together or get to know each other. As the newest of SCOR’s Young Professionals Networks, the Paris network is based on three pillars: formal training on business-related topics, formal training on general topics and career advice, and facilitating social connections and networking opportunities.  In September 2024, the Paris Young Professionals Network was officially launched with a Meet and Greet bingo event that gave young employees the opportunity to get to know each other. A second event was held in October to teach young employees about how to get the most out of LinkedIn at this point in their career and establish their personal brand.   SCOR sees the value that our young professionals bring to the reinsurance industry with new ideas, ways of thinking, and approaches to industry challenges and the Young Professionals Network is one of the ways SCOR celebrates and supports our young professionals as well as leverages their ambition for the workplace and the industry.  “We have seen that Gen Z brings a diverse skill set to SCOR, including adaptability, agility, tech savviness, fresh perspectives, and creativity, and many more,” said Martina Goercke.  So, are you looking for an internship or apprenticeship opportunity where your integration and success at the company is supported by a network of people like you? Explore our open positions now. 

• Get to know SCOR’s Engagement Month - Strengthening societies, one community at a time

  At SCOR, we strive to contribute to stronger, more resilient societies – and for our 3500+ employees around the world, there is no better place to start than in our local communities. Each year, SCOR’s Engagement Month gives employees the opportunity to get involved and volunteer for the causes that mean the most to them.  Engagement month is a flagship event of SCOR’s Working Well Together program and is led by our SCOR for Good community of employees. These initiatives are brought to life by our people, reflecting SCOR’s corporate values – care, integrity, courage, open minds, and collaboration – which we believe are key to contributing to a stronger, more resilient world.    June 2024 marked the third annual Engagement Month and each year the initiative continues to gain momentum.   “Engagement Month is a chance for all of us to have a positive impact in our local communities and to support global sustainability efforts,” says Juliette Sarrail, SCOR’s Head of Engagement. “We had more employees than ever get involved this year and we are incredibly proud of the commitment and enthusiasm we saw from our teams around the world.”  Throughout the month, employees had the opportunity to support their communities by volunteering with a variety of charities, fundraising initiatives, and food and goods collection drives. Many of these initiatives revolved around health, environmental, sustainability, and other topics that are closely tied to SCOR’s business.    “The great thing about Engagement Month is that it is a global initiative that has a tangible impact at a local level,” Juliette adds. “Engagement Month is a chance for our teams to collaborate in a way they can’t in the course of day-to-day work and furthers our commitment to corporate responsibility by creating avenues for employees to contribute meaningfully, share their expertise, and positively impact others' lives.”  By thinking and acting locally – both as a business and as individuals – SCOR helps to build resilience and fulfill potential among the communities we serve.  In just one month, SCOR employees volunteered more than 3000 hours. With a record 720 employees stepping up and getting involved, we were able to support 76 initiatives and donate nearly 1000 goods, including non-perishable foods, clothing, and school supplies. This year’s success is proof of the impact we can have together. Take a closer look at some of our initiatives below.     Impacting education  SCOR asked employees to identify which of the United Nation’s Sustainable Development Goals best aligned with our business and our employees’ values and one of the three identified was “Quality Education.”   We see education as a fundamental asset in the fight against poverty and we also believe that our industry has a key role to play in educating the public about the importance and mechanisms of insurance.  So, when we find engagement opportunities that support education, our employees are particularly eager to get involved. During this year’s Engagement Month, SCOR teams from Cologne collected and donated school bags, pencil cases, and sport bags on behalf of the Katholische Jugendagentur Köln (KJA), an organization whose goal is to offer young people future-oriented life perspective and support them in shaping their lives regardless of their origin, social position, education and religion. These school bags were distributed to disadvantaged families, ensuring these young students have the supplies needed to succeed in school.   SCOR Mexico also saw an opportunity to have an impact on education as they volunteered with the AUTISMAX Foundation, an organization that is dedicated to improving the quality of life for people with autism and their families. SCOR colleagues were able to help prepare teaching materials that will be used in lesson plans created by professionals to promote the development of young children on the autism spectrum, taking into account their specific learning needs.   Fostering community  SCOR’s Life and Health business works to reduce vulnerabilities among communities and individuals, promoting preventative measures and healthy lifestyles. One risk that is often overlooked is loneliness and isolation, which is notably seen among seniors. According to the World Health Organization, loneliness and isolation can increase the risk of early death by 25%, the development of dementia by 50%, and the risk of stroke and cardiovascular disease by up to 30%.   To help fight this, our Singapore office took isolated seniors to the Bird Paradise Wildlife Park, giving them immense joy and excitement to these seniors. By giving them a chance to tell their stories and share a new experience, our teams were able to foster meaningful connections and community spirit.   Fighting hunger  In New York City alone, more than 350,000 people are homeless. Collaborators from SCOR’s New York office volunteered at the Bowery Mission, one of the oldest homeless shelters in NYC. The team helped to prepare meals for more than 500 people in less fortunate situations, helping give access to a balanced meal in a time of need.  Teams in Charlotte, Cologne, Milan, Paris, Singapore, and other offices also volunteered to collect canned and nonperishable food for local food closets and distribute fresh meals to those in need.       Rethinking environmental impact  Another of the UN’s Sustainable Development Goals that SCOR employees found particularly relevant to SCOR’s raison d’etre is “Climate Action.” With increasing frequency and severity of natural catastrophes, our P&C business sees the impacts of climate change firsthand and risks are increasing on the L&H side as well.  As we support and encourage climate-friendly and sustainable practices throughout the business, our teams in India saw Engagement Month as an opportunity to look at environmental impacts from a different angle: fashion.   Fashion is the third most polluting industry in the world and produces 10% of the global annual carbon footprint. As consumers, we can help make a change with our shopping practices. Our team in India explored eco-friendly shopping practices, how to un-code greenwashing in the fashion industry, creating long lasting habits for a sustainable future.   To help play our part in reducing our footprint while also helping people in need get special clothes outside of their day to day, the team then hosted a “Share Your Wardrobe” drive to collect and donate clothes for upcycling, children, and special occasions.     Did you know?  Each year, SCOR employees have at least one paid day off that they can use to volunteer with the charity or nonprofit of their choice. They can use this day during Engagement Month or any time during the year! Want to join a global team committed to having an impact close to home? Explore our open positions now.     We are proud of our collaborators’ generosity and how each one of us has been helping in each way we can. Together, we can contribute to a stronger and more resilient world.   

• My hiring journey - Paris interns and apprentices share their experience joining SCOR

  At SCOR, we believe in empowering the next generation of reinsurance professionals to help build a better, more resilient world, which is why we recruit more than 100 interns and apprentices every year in our Paris office. These internships and apprenticeships and be a valuable first step into the industry, but what is it like to interview at one of the top global reinsurers? In this article, several of our newest Paris interns and apprentices share their hiring experiences, offering you a behind-the-scenes look at the application and interview process to help you navigate your next interview.    Meet the interns and apprentices  Adèle Kaschte is an Internal Auditor Apprentice, returning to SCOR after two successful years during her master Her hiring experience highlights the importance of networking and maintaining good corporate relationships.  Samantha Curutchet, a Data Analyst Apprentice in the Inclusive and Underwriting Medical Expertise group, shares the importance of dedication, motivation, and continuous learning in her field.   Mammen Puthukkeril Varghesem, a Business Analyst Intern on the Claims and Underwriting team, provides insights into his experience entering the industry for the first time.     1. Why did you apply to SCOR?  Samantha Curutchet: My studies are in actuarial science and SCOR is frequently mentioned in my field. When I started applying, I knew I wanted to learn more about the (re)insurance industry. Additionally, many alumni from my university work here, which guided me to apply at SCOR.  Adèle Kaschte: The first time I applied, I was interested in learning about the industry and the company, as it is a very niche field. During my first two years, I learned a lot and became very involved in the industry. When I started my master’s, I knew I wanted to return to the reinsurance and insurance industry to continue developing my knowledge, which is why I reapplied.  Mammen Puthukkeril Varghesem: When I was looking at jobs, I focused on the job descriptions. The role at SCOR caught my attention and after researching the reinsurance world, I became very interested in learning more about it.    2. Could you describe your experience with the application process?  Adèle: The first time I applied at SCOR, I was contacted by one of SCOR’s Talent Acquisition Managers through LinkedIn. He invited me to interview for the position. I had two interviews: the first was more personality-focused, while the second was with four team members and focused on technical aspects. It was pretty stressful, but the team was really nice overall. By the end, they made sure this was the internship I was passionate about.  Samantha: I spoke with my career counselor at my university about my further education and mentioned that I wanted to continue my studies in actuarial science. My counselor connected me with alumni from my school who are currently working at SCOR and they recommended me internally. After this, I had two interviews: one with the team, consisting of two managers and a team member, and another exploratory interview with the Talent Acquisition group. After this, I was offered the job.    3. What were your highlights in this interview process?  Samantha: My highlight was how I felt during the interview. For me, it was not stressful, and the people made it easy for me to speak and reflect on my knowledge.  Mammen: I enjoyed that the process was very quick and fast, with little wait time between steps. The interviewers made me feel comfortable, so I didn’t feel a lot of pressure and felt like I could be myself. They were also very responsive to any questions or doubts I had.    4. What do you think was a quality that made you stand out during the hiring process?  Adèle: I think it was my adaptability, motivation, energy, and the fact that I am uniquely myself and don’t change for others. I believe that to be good at a job, you have to be yourself, and I think it helped me. Lastly, my curiosity—I am continuously learning and researching new topics to be better.  Samantha: I think it was the fact that I knew what I was looking for and I read the job description carefully to make sure it was a job I wanted. I also prepared myself by understanding the qualities they were looking for and aligning them with my own in the interview. They saw that I was down-to-earth, motivated, and knew what I wanted.    5. What are your school’s expectations for your period working at SCOR?  Adèle: My school expects me to learn and apply the materials I am learning in class, which my apprenticeship here fully aligns with.  Samantha: My school trusts that SCOR will teach me to apply what I am learning in school on an everyday basis.    6. What are your recommendations for anyone considering applying for an internship or apprenticeship in reinsurance?  Adèle: First, you have to understand what insurance is and know the industry you are entering. But then, I would say that you are not just a student or an apprentice; you are a person and you have to prove that you are more than just another interview. Show your hobbies, goals in life, soft skills, and hard skills, and leave a mark by being yourself.  Samantha: Don’t freak out, don’t stress. I know it is easier said than done, but know that SCOR is a really nice company. The people here are great and have a good mindset. You will learn a lot and the environment here is great.    Samantha, Adèle, and Mammen’s experiences highlight the importance of being yourself, researching the industry, understanding the job description, and leveraging your network from school, previous professional experiences, and LinkedIn. SCOR is a dynamic company where interns and apprentices are encouraged to be themselves while also celebrating their curiosity, motivation, and growth.  Still have questions about what to expect when applying for your internship or apprenticeship at SCOR Paris? Sangeeta Xanthopoulos, SCOR’s Head of Global Talent Acquisition, answers a few of the most common questions she receives below.    What is SCOR looking for in their apprentices and interns?   “SCOR seeks apprentices and interns who are adaptable, eager to learn, and possess strong analytical and technical skills relevant to their roles. The company values candidates who demonstrate curiosity about the reinsurance industry and can quickly integrate into a dynamic environment. Teamwork, effective communication, and the ability to collaborate across departments are essential qualities.   “SCOR also highly values diversity and inclusion, actively seeking individuals from varied backgrounds who embrace this mindset. We welcome students with fresh perspectives, a positive attitude, and a commitment to both personal and professional growth. Authenticity and alignment with the company’s values are key, as SCOR looks for those motivated to contribute meaningfully to their teams and long-term projects.”    How can I make myself noticed or remembered in these interviews?   “To stand out in your interview with SCOR, begin by thoroughly researching the company using our official websites, LinkedIn, Glassdoor, and YouTube. Familiarize yourself with SCOR's role in the reinsurance industry and its recent projects.   “Make sure you carefully review the job description and highlight your strengths that align with the position. At SCOR, flexibility and agility are key, so during your interview be sure to demonstrate your adaptability by sharing examples of how you’ve successfully managed diverse tasks. Emphasize any technical and analytical skills relevant to the role, providing concrete examples that showcase your problem-solving abilities. Additionally, highlight your experience as a collaborative team player and express your eagerness to learn and contribute to the team's success.   “Finally, remember that an interview is a conversation. We want to make sure you’re a good fit for SCOR, but we also want you to be sure SCOR is a good fit for you. Ask questions about SCOR’s future goals or industry challenges, as well as specific aspects of the role and responsibilities, to show your genuine interest.   “Above all, be authentic – authenticity is key to thriving at SCOR and making the most of your internship or apprenticeship.”    We hope these insights help you in your journey and inspire you to take the next step towards a fulfilling career in reinsurance. We’re looking forward to welcoming you as part of the next generation of reinsurance professionals to SCOR!