GLOSSARY
Competency File
The competency file (dossier de compétences / DC) is the commercial document of a staffing firm presenting a consultant to a potential client: enriched CV, key achievements, certifications, tech stack.
IN DEPTH
The competency file (DC) is often the only document a client reads before deciding to interview a consultant. It combines: identity (anonymized or named depending on process), synthesis of most relevant experiences for the mission, tech stack, certifications, significant client logos, and verbatim quantified achievements. Manual creation of a competency file takes 60-90 minutes on average. The 7 most common mistakes that cost missions: lack of personalization, verbiage instead of numbers, no skill prioritization, messy formatting, no client logos, too long (>5 pages), sending >48h after request. Cobalt automates competency file generation in less than 5 minutes with AI, with personalization to client context.
Frequently asked questions
3 to 5 pages maximum. Beyond that, the client doesn't read. Recommended format: 1 synthesis page (profile, stack, headline), 2-3 pages of quantified experiences, 1 page of skills + certifications + client logos.
Yes. Cobalt automatically generates competency files in less than 5 minutes from consultant profiles, with adaptation to client context (mission, sector). 80% time savings vs manual creation.
Related terms
- Staffing Firm / ESN (Entreprise de Services Numériques)An ESN (IT staffing firm) is a French company specialized in IT services: it places consultants (employees or freelancers) at client sites for 3-month to 2-year missions.
- Business Manager (BM)A Business Manager (BM) is a staffing firm salesperson responsible for a client and consultant portfolio. They sell services, manage missions and bench time.
- Bench (Intercontrat)The bench (intercontrat) is the period during which a staffing firm consultant is not placed on a client mission. They're paid but generate no revenue.
- AI Matching (candidate-mission)AI matching uses machine learning models to evaluate a candidate's relevance to a mission by crossing skills, experience, availability and cultural fit. It replaces Boolean search.
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