4,000 Employees throughout the world with one shared vision

The Group encourages the sharing of talent, diversity & expertise by actively promoting internal mobility.

Trèves offers career opportunities in various skills (production, purchasing, logistics, projects, R&D, sales, quality, HR, finance, etc.) and is keen to attract international skills and experience.

Training is at the core of the company's organization

Driven by the importance of expanding and developing skills, "the Trèves Institute" was established in 1996 offering specifically tailored training courses, taking into account time constraints and geographic mobility.

Performed by a network of internal trainers, this tutorial covers all areas: technological expertise, approach and quality tools, management, languages, personal development and communication. New modules are regularly offered, in order to enrich employees' knowledge.

5 reasons to join the Trèves Group

1
A growing
global leader

With extensive experience & technical expertise, Treves is focused on a long term stategy of building strong and sustainable relationships based on trust with all internal and external stakeholders.

2
Strong human
values

By placing women and men at the very heart of its strategy, Trèves devotes all necessary means to guarantee the best working conditions to its employees.

3
A stimulating
environment

Trèves stands out through its ability to innovate, and encourages each and every employee to look for new ideas.

4
Career development
opportunities

With a presence on four continents, the company offers the opportunity to work internationally, enabling the development of enriching and varied career paths.

5
Ongoing
training

Trèves believes that employees progression and investment in training throughout their career help them to achieve their full potential.

Trèves is looking for motivated and enthusiastic individuals to join the team.

Find our employment opportunities on the Group's Linkedin page. Are you a university (or higher education) graduate? Do you speak any foreign languages? Are you rigorous, organized and passionate? Then come and join us! The Group offers you many opportunities across all its departments (production, purchasing, logistics, projects, R&D, sales, quality, HR, finance, etc.).

Contact Us

One Trèves

With the "One Trèves" values, the Group is developing a strong company culture on a global scale.

  • TEAMWORK
  • LEADERSHIP
  • COMMITTED PEOPLE
  • OPERATIONAL EXCELLENCE
  • ACCOUNTABILITY
  • BE GLOBAL
  • DRIVE THE CHANGE
  • INNOVATE
  • CUSTOMER SATISFACTION
  • CREATE COMPETITIVE ADVANTAGE

Gender Equality

Trèves Group has 5 subsidiaries in France. For several years, the Group has been deploying a gender equality policy and in particular, collective bargaining agreements that aim to identify and correct any discrimination encountered. These agreements define specific action plans for recruitment, pay, training, promotion, working conditions and balance between professional and family life. These measures have generated significant improvements, which allow us to be in a positive path. The 2021 results for Group companies located in France are as follows: - MATT: 94/100 - MPAP: 88/100 - TREMOIS: 93/100 - TREVES Product, Services & Innovation: 77/100 - TREVEST: 82/100 This year, 100% of our companies are over the minimum score of 75/100, set by the French law enacted on September 5th, 2018. MATT - INDEX 94 1 - Wage gap (%): 40 out of 40 points. Indicator value 0 2 - Gap in terms of individual increases (in points of % or equivalent number of employees): 35 out of 35 points. Indicator value 0 3 - Percentage of employees receiving a raise after returning from maternity leave (%); Indicator value uncountable. 4 - Number of employees of the under-represented gender, among the 10 highest wages: 5 out of 10 points. Indicator value 2 TREMOIS - INDEX 93 1 - Wage gap (in %): 39 out of 40 points. Indicator value 0.7 2 - Gap in terms of individual increases (in points of % or equivalent number of employees): 35 out of 35 points. Indicator value 0 3 - Percentage of employees receiving a raise after returning from maternity leave (%); Indicator value uncountable. 4 - Number of employees of the under-represented gender, among the 10 highest wages: 5 out of 10 points. Indicator value 2 MPAP - INDEX 88 1 - Wage gap (in %): 35 out of 40 points. Indicator value 4.2 2 - Gap in terms of individual increases (in points of % or equivalent number of employees): 35 out of 35 points. Indicator value 10.9 3 - Percentage of employees receiving a raise after returning from maternity leave (%); Indicator value uncountable. 4 - Number of employees of the under-represented gender, among the 10 highest wages: 5 out of 10 points. Indicator value 3 TREVEST - INDEX 82 1 - Wage gap (in %): 40 out of 40 points. Indicator value 0 2 - Gap in terms of individual increases (in points of % or equivalent number of employees): 25 out of 35 points. Indicator value 4.8 3 - Percentage of employees receiving a raise after returning from maternity leave (%); Indicator value uncountable. 4 - Number of employees of the under-represented gender, among the 10 highest wages: 5 out of 10 points. Indicator value 2 Objectives for next year : 35/35 for the indicator n°2 Trèves PSI - INDEX 77 1 - Wage gap (in %): 27 out of 40 points. Indicator value 9.4 2 - Gap in terms of individual increases (in points of % or equivalent number of employees): 35 out of 35 points. Indicator value 12.6 3 - Percentage of employees receiving a raise after returning from maternity leave (%): 15 out of 15 points. Indicator value 100 4 - Number of employees of the under-represented gender, among the 10 highest wages: 0 out of 10 points. Indicator value 1 Objectives for next year: Indicator "Wage gap" = 30/40 by the implementation of specific actions in the salary reviews These results reinforce our will to continue our actions to improve gender equity and extend them to the other subsidiaries of our Group. Thus, as part of our CSR policy and our membership in the Global Compact of the United Nations, Trèves Group is committed to reach a consistency between the proportion of women in the overall population and the proportion of women in our key jobs (the gap, should not be up to 3% in 2022, 2% in 2024 and 1% by 2027).