Recruitment agency forProduct
Product Manager, Senior PM, Lead PM, Head of Product, CPO, Product Owner, Product Designer, UX/UI Designer…
The best Product candidates don’t apply for jobs. We approach them directly.
0 trial periods ended early in 2025
- 79
Product hires since 2022
- 80,000+
candidates in our network
- 90%
of candidates accept our clients’ offers
Our approach
Why trust us with your Product hiring
Targeted search
We approach the best product people directly through our LinkedIn Recruiter license, the talent pool we keep up to date and referrals. We select each candidate for product sense, a measurable track record and the ability to lead a squad.
Our sourcing channels
Assessment
We build a clear scorecard with you, based on your product priorities: product sense, track record (activation, retention, NPS), leadership and command of methods (RICE, OKRs, A/B testing). We check every figure a candidate cites before we present them.
Sample Product scorecard
Long-term partnership
We share what we see in the market (salary ranges by level and sector, emerging frameworks, signs that someone is ready to move) and our search reports to help you build a strong product team.
What we deliver
Tailored search report
Up-to-date salary benchmark
Tracking of candidates open to a move
Closing and onboarding follow-up
Our process
6 steps to hire the right person
Role definition and scorecard
Targeting and search strategy
Screening and assessment
Candidate presentation and reports
Support through to the signed offer
KPI review and continuous improvement
Role definition and scorecard
Targeting and search strategy
Screening and assessment
Candidate presentation and reports
Support through to the signed offer
KPI review and continuous improvement
Our Product expertise
Roles we cover, stacks we know, salary ranges and seniority levels.
Product Manager
Runs discovery and the roadmap for a product: customer interviews, prioritization, specs and tracking metrics after release.
Product Owner
Owns the development team’s backlog and sprints, and checks that each release meets the need.
Product Designer
Designs the product experience from user research to the final interface, working in a trio with the PM and the tech lead.
Head of Product
Leads a team of product managers, owns the overall roadmap and helps PMs grow.
UX/UI designer
Designs the user flows and interfaces of a digital product, from wireframes to final mockups in Figma.
Product Ops
Organizes how the product team works: rituals, tools, usage data and a central place for customer feedback.
Head of Design
Leads the designers and the design system, and makes sure user experience quality is part of product decisions.
AI Product Manager
Manages AI-based features: choosing use cases, measuring response quality and tracking costs.
Companies that trust us with Product hiring
A dedicated expert, client testimonials and completed hires to back it up.
Product client testimonials
Sarah Miko
Head of Product & Design · Uggy
« We especially appreciated how responsive Lity was and how relevant the profiles they proposed were. In just a few weeks, we hired a Product Owner perfectly aligned with our culture and our challenges. »
Nitsan Seniak
CTO · Mee6
« Super competent and responsive, nice people too, the first firm I turn to when I have a hire to make. »
Lucas Tournel
CEO & Co-founder · lePermisLibre
« We’ve been working with Lity for over a year and we’re very satisfied. The recruiting processes are very professional and we get to talk with very strong candidates. »
Vincent Larroque
CTPO · Swikly
« Lity was a great help with our tech hiring this year. The profiles they sent us were carefully vetted and high quality. Thanks to them for their rigor. »
Related Product case studies
Your Product recruitment consultant
10+ years recruiting Product talent
Product talent has been hard to find for several years. Hiring a senior PM, lead PM or Head of Product who can prioritize, ship and align tech and business takes months in-house, especially for demanding B2B SaaS companies.
Wilfried Martin-Guerra is a co-founder of Lity and has led the product practice since 2022. He recruits product managers, senior PMs, lead PMs, Heads of Product, CPOs, product designers and UX/UI designers.
Learn more about our approachShow less
Expectations in product have changed. A senior PM today has to read their own metrics, run rigorous discovery, defend business trade-offs and get a tech squad working toward a clear outcome. Candidates who combine analytical rigor, product sense and execution are rare and regularly receive counteroffers.
Wilfried knows how modern product organizations work (product trio, RICE, North Star Metric, OKRs) and the main assessment frameworks (case study, product critique, behavioral interview). He recruits early-stage product managers as well as Heads of Product at Series C and CPOs at scale-ups, and calibrates packages to the context (B2B SaaS, fintech, healthtech, marketplace).
Our method relies on 4 complementary sources: our LinkedIn Recruiter license for direct outreach to currently employed candidates, a talent pool of product candidates that we keep up to date, referrals from our network of top performers, and our presence at product community events. We build the scorecard with you. For timelines and concrete results, our case studies document each search.
We work with companies of every size
Startup, scale-up, SME or large enterprise: we adapt our methods to your stage of growth and your hiring needs.
Startup
1 to 30 employees
At startup stage, the CEO or a versatile senior PM owns the product. There is usually no dedicated PM before the team reaches 8-15 people.
Scale-up
30 to 300 employees
At Series A/B, scale-ups build a product team of 3-6 people led by a lead PM or Head of Product.
SME
50 to 500 employees
In the expansion phase (Series C+), the organization moves to squads, with one PM per squad, group PMs who each manage 2-3 squads, and a product ops function.
Large companies
Mid-market companies and large groups
In large companies, the product organization is mature, with dozens of PMs per business unit or product, reporting to a group CPO or VP Product.
Further reading
Resources and other Lity practices.
Other Lity practices
All our recruitment practicesRelated
Keep exploring
- Hiring in FranceContracts, salaries and notice periods for US and UK companies.
- Salaries in FranceGross, net and employer cost by role, in euros, dollars and pounds.
- Executive SearchSenior leaders, recruited through a confidential direct search.
- Permanent recruitmentPermanent hires in France and Europe, paid on success.
Answers to your questions about recruiting in Product.
What do product managers earn in Paris in 2026?
Product manager salaries in Paris in 2026 vary widely by seniority:
- Mid-level product manager (3-5 years): €50K to €65K
- Senior PM (5-8 years): €68K to €82K
- Lead PM or group PM: €85K to €110K
- Head of Product: €110K to €140K
- CPO at a Series B/C scale-up: €130K to €170K, plus significant equity
- Product Owner: €48K to €65K at mid-level, for a more operational role
Data PMs and AI PMs earn a premium of €8K to €12K.
Outside Paris, expect salaries 10-15% lower.
Product manager, product owner, PMM: what’s the difference?
These three roles cover different scopes:
- Product Manager: owns the product vision and discovery (roadmap, prioritization, alignment between tech and business)
- Product Owner: runs delivery within the squad (backlog, sprints, detailed requirements)
- Product Marketing Manager (PMM): covers positioning, messaging, go-to-market and sales enablement
The line between PM and PO is disappearing in modern scale-ups, where a single PM role covers both.
The PMM role remains separate, because it focuses on bringing the product to market, not on building it.
How do you assess a product manager in an interview?
Assessing a product manager in interviews comes down to four areas:
- Product sense: through a critique of a product on the market
- Discovery rigor: through a live case study (user research, segmentation, RICE prioritization)
- Measurable track record: metrics moved, launches led, trade-offs owned
- Soft skills: through behavioral questions (handling a conflict between tech and sales, getting a reluctant executive committee to agree)
A good PM talks about business outcomes and discovery, not features shipped.
References from a former CTO and CEO show how strategic the candidate really is.
Is the product market still tight in France?
The product market is still tight, but strongly polarized.
Junior and early mid-level candidates have seen their market shrink: junior hiring has dropped 30-40% since 2024.
Senior PMs, lead PMs, Heads of Product and CPOs, on the other hand, are still in very high demand. Hybrid PM profiles (AI product manager, data PM, growth PM) are gaining value.
The founding product manager role at early-stage startups is becoming a credible career path, made popular by US AI startups.
Which frameworks and tools should a product manager know in 2026?
Several families of frameworks and tools shape the job in 2026:
- Prioritization frameworks: RICE, MoSCoW, WSJF, Kano
- Discovery: continuous discovery (Teresa Torres), Opportunity Solution Tree, JTBD, user interviews
- Assessment frameworks: product critique, behavioral interview, case study
- Roadmap: Productboard or Notion
- Delivery: Linear or Jira
- Analytics: Amplitude or Mixpanel
- A/B tests: GrowthBook or Statsig
- Design ops: Figma
AI makes PMs more productive (Cursor, ChatGPT, Claude for discovery and specs).
What career paths are open in product?
The usual product career path follows a clear progression:
Product Owner → PM → Senior PM → Lead PM → Group PM → Head of Product → VP Product → CPO
Several specializations are in demand:
- AI PM
- Data PM
- Growth PM
- Platform PM
Founding PM roles at early-stage startups attract candidates looking for impact and equity.
Moving up to CPO at a scale-up takes 10-12 years, including 5-7 years managing product teams.
Many senior PMs move into engineering management, founding designer or business operations roles, depending on their strengths.
Trust us with your hiring in Product.
A hands-on approach for hires that last.
Intro call (30 min)
A video call to understand your needs and walk you through our approach.
On-site visit
We meet you on site to get a detailed understanding of your culture and your hiring plans.
Targeted search
The search starts. We present only the candidates who match your requirements.