WORK WITH US
For over 100 years, CAILLAU has been manufacturing and marketing hose clamps for automotive and aerospace applications.
With two production units, in Romorantin, France, and Shanghai, China, the company ranks among the top three global players in the sector. CAILLAU has a strong corporate culture based on quality, innovation, and competitiveness—values shared by its 550 employees, including 150 engineers and managers.
Since 2021, the CAILLAU GROUP has been diversifying its industrial activities, particularly in the field of solar energy, with the acquisition of ADIWATT, a manufacturer of integration systems for photovoltaic power plants, and also in alternatives to the automotive combustion engine: hydrogen (combustion and fuel cells) and electric battery cooling systems.
Our growth has led us to develop our human resources.
Aware that the performance and development of our company depend on the quality of our employees, our management system is resolutely people-oriented.
As key players in CAILLAU’s success, our employees benefit from an environment that promotes well-being, fulfillment, and personal achievement.
JOB OPENINGS
Why join CAILLAU?
- Enjoy numerous benefits: 90% coverage for family health insurance, works council, vacation bonus, profit-sharing agreement, company restaurant with part of the cost of meals covered by the employer, RTT days, break and team bonuses for two-shift positions, etc.
- Work in a new, modern factory covering more than 28,000 m² in Romorantin-Lanthenay (Loir-et-Cher), the capital of the Sologne region.
- Share our values: performance, reliability, competitiveness, innovation.
- Benefit from regular training and career development opportunities
GENDER EQUALITY INDEX
The Gender Equality Index measures various data related to professional equality between women and men.
It is based on five indicators, calculated out of a total of 100 points:
Indicator 1: Pay gaps
Indicator 2: Gaps in the proportion of women and men receiving salary increases
Indicator 3: Gaps in the proportion of women and men promoted
Indicator 4: Systematic salary increases for women returning from maternity or adoption leave
Indicator 5: Number of women among the company’s ten highest earners
Below a threshold of 75 out of 100 points, the company is required to define and implement corrective measures within a three-year period.
Below a threshold of 85 out of 100 points, the company must define improvement targets.
For the past three consecutive years, the company’s results have been above 85/100 and have shown continuous improvement since 2019.
For the period from January 1 to December 31, 2025, the results are as follows:
Overall Index: 86/100
Indicator 1: 38
Indicator 2: 20
Indicator 3: 15
Indicator 4: Not calculable in 2025
Indicator 5: 0
