How to Apply to LFB (Laboratoire Français du Fractionnement)

Key Takeaways

LFB is a French state-owned biopharma (owned via APE) headquartered at 3 Avenue des Tropiques in Les Ulis, with about 3,000 employees, ~€700M revenue, and four French industrial sites: Les Ulis, Lille, Arras, and Alès.
The applicant tracking system is Workday on the wd3 tenant, accessed via lfb.wd3.myworkdayjobs.com — the same tenant serves both LFB Biomédicaments in France and LFB Plasma's US collection center network.
French language fluency at C1 or above is effectively required for any role on a French site. Non-French candidates have a much narrower path, mostly in LFB Plasma US or specific international commercial functions.
LFB's portfolio is narrow and mission-defined: plasma-derived immunoglobulins, coagulation factors, and albumin plus a recombinant protein program, sold almost entirely to hospitals. Tailor your motivation and CV to this specific therapeutic and channel reality.
The interview process runs two to four weeks and typically includes a recruiter screen, a hiring manager interview, a technical or peer round, and sometimes psychometric and motivation testing. Expect formal French interview etiquette and substantive technical questioning.
Alternance (work-study) and stage (internship) pipelines convert to CDI (permanent) hires at meaningful volume — roughly 150 to 200 positions per year across all French sites. This is the highest-yield entry point for early-career candidates.
Production, quality assurance, regulatory affairs, R&D in protein purification, and supply chain are the densest hiring areas. Demonstrable GMP exposure and specific technical depth beat generic pharma backgrounds.
Compensation follows the Industrie Pharmaceutique convention collective — base salary plus a 13th-month or variable, mutuelle, RTT, and standard French benefits. Negotiate at offer stage; subsequent movement runs through the annual NAO cycle.
Roles are predominantly on-site at the four French production locations. Plan to live near the site you join; remote work is limited to specific corporate and digital functions.
Cultural fit matters as much as technical fit. The recruiters explicitly look for personalities aligned with LFB's public-mission identity, and 'why LFB specifically' is the most common cut question in early rounds.

About LFB (Laboratoire Français du Fractionnement)

LFB SA (Laboratoire Français du Fractionnement et des Biotechnologies) is a French biopharmaceutical group whose origin and ownership make it genuinely unusual in the global pharma landscape. The company was created in 1994 from a structural reform of the French national blood transfusion network (Centre National de Transfusion Sanguine), pulling the country's plasma fractionation activity out of the public blood-collection system and into a dedicated industrial vehicle. Three decades later, that origin still defines the company. LFB is owned by the French State through the Agence des Participations de l'État (APE), the same government shareholder that holds positions in EDF, La Poste, and Orano. There is no IPO road, no activist pressure, no quarterly market call. The mission charter — supplying plasma-derived medicines to French and European patients — sits structurally above shareholder return. The corporate headquarters sits at 3 Avenue des Tropiques in the Courtaboeuf science park in Les Ulis, on the southern edge of the Paris region. The group employs roughly 3,000 people worldwide, with the large majority in France, and turns over approximately €700 million in annual revenue. Industrial activity is concentrated across four French sites: Les Ulis (corporate, R&D, biotech), Lille (the historic plasma fractionation plant, the workhorse of the group), Arras (a more recent industrial expansion), and Alès in southern France. The Lille site in particular is one of the most strategically important plasma processing facilities in Europe, because France ranks among a small handful of countries that still treat the plasma supply as a sovereign industrial concern rather than a commodity input. LFB's commercial portfolio is narrow on purpose. The group manufactures roughly 15 plasma-derived and recombinant biomedicines aimed at three therapeutic areas: immunology (intravenous and subcutaneous immunoglobulins for primary and secondary immune deficiencies), hemostasis (coagulation factors VII, VIII, IX, von Willebrand factor, fibrinogen for hemophilia and bleeding disorders), and intensive care (albumin, antithrombin, C1 inhibitor for critical-care indications). These are hospital-prescribed products, not retail pharma. Patients are often pediatric, often have rare diseases, and in many cases have no therapeutic alternative if supply is interrupted. That clinical reality drives the operational culture: continuity of supply, GMP rigor, and pharmacovigilance are treated as non-negotiable constraints, not optimization variables. The group's structure splits across two main operating subsidiaries. LFB Biomédicaments is the commercial and industrial arm — about 1,800 of the 3,000 group employees sit here — and is responsible for marketing the plasma-derived portfolio in France and via partners and subsidiaries internationally. LFB Biotechnologies houses the R&D engine and the recombinant protein programs, including the company's bet on transgenic and cell-line based production technologies that aim to reduce dependence on donor plasma supply over the long term. A third pillar, LFB Plasma, operates a network of plasma collection centers in the United States across Alabama, Colorado, Florida, South Carolina, and North Carolina. This US footprint is strategically significant because France and most of Europe rely on voluntary unpaid donations, which structurally caps domestic plasma volume; a controlled US supply chain is how the group secures the additional liters needed to meet European demand. Leadership currently sits with Denis Delval, who serves as Chairman of the Board and Chief Executive Officer. The company has been through significant capacity-expansion and modernization investment in recent years, particularly around the Arras industrial site and the Les Ulis biotech facility, and is repositioning around recombinant protein technologies alongside its core plasma franchise. For job seekers, the practical takeaway is this: LFB is a French-language, mission-driven, state-affiliated biopharma where job security tends to be strong, where French regulatory and pharmaceutical culture is dominant, and where roles cluster heavily in production, quality, regulatory affairs, R&D, and supply chain. It is not a Big Pharma career accelerator and it is not an Anglo-American startup. It is a serious French industrial science employer with a public-mission backbone, and that is exactly its appeal to the people who choose to work there.

Application Process

1
Browse open roles on the LFB Workday portal at lfb
Browse open roles on the LFB Workday portal at lfb.wd3.myworkdayjobs.com/fr-FR/LFB_External_Careers (the French-language jobs board) or the English-language equivalent at lfb.wd3.myworkdayjobs.com/LFB_External_Careers. As of this guide there are roughly 103+ open positions listed across French sites and the US plasma collection network. The same Workday tenant serves both LFB Biomédicaments roles in France and LFB Plasma roles in the United States.
2
Filter by location, job category, and contract type
Filter by location, job category, and contract type. The dropdowns are in French on the fr-FR portal — common values you will see are CDI (permanent), CDD (fixed-term), Stage (internship), and Alternance (work-study apprenticeship). For French roles, expect Les Ulis (Île-de-France), Lille (Hauts-de-France), Arras (Hauts-de-France), and Alès (Occitanie) as the dominant locations.
3
Create a Workday candidate account
Create a Workday candidate account. You will need a working email, a password, and a CV file ready to upload. Workday will attempt to autofill your profile from the CV — review every field carefully because the parser frequently mangles French diplomas, employer names with accents, and date formats. Manually correct anything that looks wrong before saving.
4
Tailor your CV to the role before you apply
Tailor your CV to the role before you apply. LFB's recruiters and hiring managers explicitly look for evidence of why you chose LFB over other employers, so generic CVs perform worse here than they do at larger pharma. For technical roles, your CV should make your GMP experience, regulated-environment exposure, and specific instruments or analytical techniques scannable in the first half-page.
5
Submit a French-language CV unless the role description is published in English
Submit a French-language CV unless the role description is published in English (most US LFB Plasma roles are English-only; French site roles are almost universally French-only). Cover letters (lettre de motivation) are still expected for permanent and apprenticeship roles in France even when Workday treats them as optional — upload one.
6
After submission, expect an initial recruiter screen by phone or Microsoft Teams
After submission, expect an initial recruiter screen by phone or Microsoft Teams within one to three weeks for active requisitions. The recruiter call typically lasts 30 to 45 minutes and covers your motivation, compensation expectations, notice period, and a high-level technical fit check. For alternance and stage candidates, the recruiter screen is often replaced with a more structured competency conversation.
7
If the recruiter advances your file, you will move to one or two manager intervi
If the recruiter advances your file, you will move to one or two manager interviews — usually one with the direct hiring manager and one with a peer or N+2. Technical roles in production, QC, or R&D include a deeper technical round; commercial and support functions tend toward a behavioral and case-style discussion. Some candidates report being given motivation tests, psychometric assessments, or logic tests after the first interview, particularly for management-track and apprenticeship roles.
8
For final-stage candidates, expect an on-site visit to the relevant LFB site (Le
For final-stage candidates, expect an on-site visit to the relevant LFB site (Les Ulis, Lille, Arras, or Alès). This is partly assessment and partly recruitment — LFB uses the visit to give you a realistic preview of the work environment, which is appropriate given how site-specific industrial pharma life actually is. End-to-end the process typically takes two to four weeks for permanent roles and can run longer for senior or specialized scientific positions.
9
Offers are issued in French for French sites and follow standard French labor la
Offers are issued in French for French sites and follow standard French labor law conventions: defined CDI/CDD contract type, base salary in euros, 13th-month or equivalent variable depending on the convention collective de la pharmacie, mutuelle (health top-up), and RTT days on top of the legal five weeks of paid leave. Negotiate base salary at the offer stage; once the contract is signed, salary movement happens through the annual NAO (negociation annuelle obligatoire) cycle.
10
If you are not selected, your application stays in the Workday talent pool and L
If you are not selected, your application stays in the Workday talent pool and LFB recruiters do reach back into it for new openings. For apprenticeship and stage candidates who are turned down, reapplying for a later cohort is common and not penalized.

Resume Tips for LFB (Laboratoire Français du Fractionnement)

recommended

Lead with your French language level explicitly

Lead with your French language level explicitly. For any role on a French site, written and spoken French at C1 or native level is effectively a hard requirement, not a nice-to-have. State it on line one of your skills section. If you are a non-French candidate applying from abroad, do not assume your English fluency compensates — it does not for production, QA, and most R&D roles.

recommended

Use the French CV format if you are applying to French sites: one page for under

Use the French CV format if you are applying to French sites: one page for under five years of experience, two pages maximum otherwise, photo optional but common, date of birth optional, clear section headers (Expérience professionnelle, Formation, Compétences, Langues). Avoid the US-style three-page narrative CV; recruiters will not read it.

recommended

For production, QC, and manufacturing roles, name your GMP exposure precisely

For production, QC, and manufacturing roles, name your GMP exposure precisely. Do not write 'familiar with GMP' — write which annexes you have worked under (Annex 1 for sterile manufacturing is particularly relevant at LFB), which agencies have inspected your previous facility (ANSM, EMA, FDA), and which deviations or CAPAs you have led.

recommended

For R&D and biotech roles, list specific techniques and platforms: chromatograph

For R&D and biotech roles, list specific techniques and platforms: chromatography modes (ion exchange, affinity, size exclusion), electrophoresis and Western blot, ELISA and flow cytometry, mass spectrometry, cell culture systems, viral inactivation and nanofiltration. LFB's plasma fractionation work in particular leans heavily on protein purification expertise — quantify scale (mg, g, kg) where you can.

recommended

For regulatory affairs roles, name the dossiers you have worked on, the procedur

For regulatory affairs roles, name the dossiers you have worked on, the procedures (centralized, decentralized, mutual recognition, national), and the agencies. LFB operates products under EMA centralized procedure for several immunoglobulins, so EMA experience is particularly valued.

recommended

For commercial, market access, and medical affairs roles, name the therapeutic a

For commercial, market access, and medical affairs roles, name the therapeutic areas and the hospital channel specifically. LFB sells almost exclusively to hospitals via tenders and centrales d'achat, not via retail pharmacies or GPs, so retail pharma sales experience is less directly transferable than hospital-channel experience.

recommended

Quantify ethical and mission alignment in your motivation paragraph or summary,

Quantify ethical and mission alignment in your motivation paragraph or summary, but do it with substance. LFB hires for cultural fit with a public-health mission; vague language about 'patient impact' is weaker than concrete sentences about why you want to work in plasma-derived medicines specifically, or why you want to contribute to French sovereign biotech capacity.

recommended

Save your CV as a PDF with a clean filename in the format CV_Lastname_Firstname

Save your CV as a PDF with a clean filename in the format CV_Lastname_Firstname.pdf. Workday will accept .docx but PDF preserves your formatting and is the French recruiter standard.

recommended

If you have alternance or stage experience at another French pharma, name the co

If you have alternance or stage experience at another French pharma, name the convention collective (almost certainly Industrie Pharmaceutique) and the company size. LFB recruiters use this signal to gauge whether you will adapt to a regulated French industrial environment.

recommended

Avoid AI-generated cover letters

Avoid AI-generated cover letters. French HR teams are increasingly trained to spot them and the bilingual, idiomatic register required for a credible LFB lettre de motivation is something current LLMs handle badly in French. Write it yourself, or have a native French speaker review it.

ATS System: Workday

LFB uses Workday as its applicant tracking system, hosted on the wd3 tenant at lfb.wd3.myworkdayjobs.com. The same Workday instance serves both the French operating companies (LFB Biomédicaments, LFB Biotechnologies, corporate functions) under the LFB_External_Careers portal and the US plasma collection network (LFB Plasma) under the same tenant. The fr-FR locale presents the French-language candidate experience; the default locale presents English. Workday at LFB is configured with full requisition routing, candidate self-service profile management, internal mobility, and a parsed-resume autofill flow on initial application.

Save your Workday credentials carefully. The wd3 tenant is shared across both LFB France and LFB Plasma US, so the same login works for both — but password resets occasionally fail to deliver to non-major email providers, so use a Gmail, Outlook, or Yahoo address if you can.
Review the autoparsed CV fields one by one. Workday parses your experience, education, and skills into structured fields, and the French parsing in particular tends to mangle accented characters, French diploma names (Master 2, DUT, BTS, école d'ingénieur grades), and DD/MM/YYYY dates. Manually fix every error before saving — recruiters search the structured fields.
Use the official titles of French diplomas in the Education section: Diplôme d'ingénieur (with the school name), Master 2 Recherche, Master 2 Professionnel, Doctorat (PhD), BTS Bioanalyses et Contrôles, DUT Génie Biologique. These exact phrasings are what LFB recruiters search for.
Add detailed Skills tags. Workday's keyword matching for shortlisting relies heavily on the Skills section, so list specific techniques (HPLC, chromatographie d'affinité, ELISA, qPCR, GMP Annexe 1, validation de procédé, ICH Q7, ICH Q9), software (SAP, LIMS, TrackWise, Veeva), and certifications (BPF, BPL, Lean Six Sigma).
Always include both the French and English term for major skills if you have them — this matters because some job descriptions are templated in English even when the role itself is French-speaking. Listing 'Quality Assurance / Assurance Qualité' captures both search paths.
Workday at LFB uses the standard Job Alerts feature. Create a saved search filtered by your target site (e.g., Les Ulis) and contract type, and turn on email alerts — new requisitions are typically posted in batches and the alert beats refreshing the board manually.
When you withdraw an application, Workday locks the requisition for re-application by the same candidate. If you want to re-apply to a similar role at a different site, apply to the new requisition rather than withdrawing and resubmitting.
For internal mobility, LFB makes internal Workday postings visible to current employees a few days before the public posting. If you are already at LFB, check the internal portal weekly — internal candidates are reviewed before external pipelines for many roles.

Interview Culture

LFB's interview culture is recognizably French and recognizably industrial — formal, structured, and oriented around evidence rather than enthusiasm.

Compared to a software employer, the cadence is slower, the dress code more conservative, and the questions more biographical. Compared to a US Big Pharma, the conversation is less behavioral-framework-driven and more technically substantive. Candidates who do well are the ones who treat the interview as a professional conversation between specialists, not as a performance. Dress is business or business-smart for in-person rounds at any of the French sites. A suit is overkill for production-floor and lab roles, but a blazer and clean shirt are the floor. Address interviewers as 'Madame' or 'Monsieur' and use 'vous' until they explicitly switch you to 'tu'; this matters more in industrial pharma than in tech and getting the register wrong reads as immature. Handshakes and brief small talk about the trip to site or the weather are normal openers; do not skip them. The first substantive interview, usually with the recruiter from the talent acquisition team, is where you establish your motivation. Be ready to answer 'Pourquoi LFB?' in concrete, non-generic terms — recruiters report that this question is the single most common reason for cutting candidates after the first round. Reference the public-mission origin, the plasma-derived medicines portfolio, the specific therapeutic area you would join, or the site you would work at. Also expect 'Que connaissez-vous de nos produits?' — at minimum know that LFB makes immunoglobulins, coagulation factors, and albumin, that the products are hospital-prescribed, and that France's plasma supply is structurally constrained by voluntary unpaid donation. Compensation, notice period, and geographic flexibility come up in this round; answer them honestly because they are checked later. The technical interview varies by function. R&D and biotech candidates should expect to walk through a recent project end-to-end: hypothesis, methodology, results, what went wrong, what you would do differently. Bring a laptop or printouts if you can present figures from your work — French scientific interviewers expect this and treat it as a positive signal. Production, QA, and manufacturing candidates will be tested on GMP fundamentals, deviation and CAPA handling, and concrete operational scenarios ('a Grade A environmental monitoring excursion is reported during your shift — what do you do?'). Regulatory affairs candidates can expect a dossier-walkthrough question and pointed knowledge checks on EMA and ANSM procedures. Commercial and market access candidates get a hospital-tender or value-dossier case and a question about pricing and reimbursement in France. After the technical round, some candidates encounter a third round with a peer or N+2 colleague — explicitly framed as a 'second technical opinion' — and a smaller subset are asked to sit motivation tests, psychometric assessments, or logic tests, particularly for management-track and apprenticeship paths. These tests are not pass-fail in isolation; they are calibration data that the hiring panel uses to anchor their decision. Take them seriously but do not overthink them. The cultural undercurrent throughout is that LFB takes itself seriously as a mission-driven public-health employer. Candidates who treat the company as a step on a CV ladder, who oversell with American-style 'I crushed it' language, or who appear to be bluffing technical depth tend to be filtered out. Candidates who bring substantive curiosity about the work, who have done their homework on the products and the production model, and who can explain calmly why this particular employer fits their trajectory tend to advance. A standard interview cycle takes two to four weeks; ask for the timeline at the end of each round and follow up by email if it slips.

What LFB (Laboratoire Français du Fractionnement) Looks For

Genuine alignment with the public-mission orientation. LFB is not a generic pharma stop on the way to bigger things; the recruiters are looking for people who can articulate why the plasma-derived, hospital-prescribed, French-state-affiliated model specifically interests them.
French language fluency at C1 or above for any French-site role. This is non-negotiable for production, QA, regulatory, and most R&D positions. English-only candidates can land roles in LFB Plasma US and a small number of corporate or international commercial functions, but those are the exception.
Demonstrable GMP and regulated-environment experience for industrial roles. ICH guidelines, ANSM and EMA inspection exposure, deviation and CAPA management, and Annex 1 (sterile manufacturing) familiarity are the strongest signals.
Specific technical depth over breadth. A candidate who can speak in detail about ion exchange chromatography or viral inactivation will outperform a candidate who lists ten platforms shallowly. LFB's portfolio is narrow and the technical bench expects substance.
Stability and longevity in previous roles. The French industrial pharma culture rewards people who stayed, learned a system in depth, and shipped sustained quality work. Frequent role-hopping is a real negative signal here in a way it is not at consumer-tech employers.
Hospital-channel experience for commercial and market access roles. LFB sells almost exclusively into hospitals via tenders, central purchasing groups, and rare-disease centers. Retail pharma background is less transferable than direct hospital sales or hospital pharmacy experience.
An ethical and patient-centered framing in how you talk about your work. LFB's external positioning is built around 'l'engagement éthique' (ethical commitment), and that frame shows up in interviews as a real cultural value, not a marketing line.
Willingness to live near the site. LFB roles are largely on-site, particularly in production, QA, and lab functions. Candidates who claim they will commute three hours each way from Paris to Lille are politely disbelieved. Plan to relocate or live within reasonable distance of the site you join.
For early-career candidates, performance on a relevant alternance or stage. LFB hires heavily from its own apprenticeship and internship pipeline — roughly 150 to 200 alternance and stage positions per year across the French sites — and converted apprentices are a major source of CDI hires, particularly in production and quality.
Comfort working inside a French convention collective and labor framework. CSE (works council), syndical representation, NAO cycles, and 35-hour-week conventions with RTT are part of normal life at LFB. Foreign candidates in particular need to be ready to operate inside this structure rather than push back against it.

Frequently Asked Questions

Is fluent French actually required to work at LFB in France?

For practical purposes, yes — at the C1 level or above for any French-site role in production, QA, R&D, regulatory affairs, supply chain, or HR. Internal communication, SOPs, training, batch records, deviation reports, and meetings all happen in French. English-only candidates can find a path in LFB Plasma's US collection centers (Alabama, Colorado, Florida, South Carolina, North Carolina) and in a small number of international commercial or corporate functions, but those roles are the exception rather than the rule.

Who actually owns LFB?

LFB SA is owned by the French State through the Agence des Participations de l'État (APE), the same government shareholder that holds positions in companies like EDF and Orano. There is no public stock and no IPO planned; the company operates with a public-mission charter to supply plasma-derived medicines to French and European patients. This ownership structure shapes the culture significantly — long-term mission orientation, strong job security, and decision-making that prioritizes supply continuity over short-term financial optimization.

How long does the LFB hiring process take?

Typically two to four weeks for a standard CDI (permanent) role from first recruiter contact to offer. Senior or highly specialized scientific positions can run longer. Alternance and stage processes are usually faster — often two to three weeks. After Workday application submission, candidates report waiting one to three weeks for the initial recruiter screen if the requisition is active.

What are LFB's main industrial sites and which one is hiring most?

LFB has four French industrial sites: Les Ulis (corporate, R&D, biotech, Île-de-France), Lille (the historic plasma fractionation plant, Hauts-de-France), Arras (more recent industrial expansion, Hauts-de-France), and Alès (Occitanie). Hiring volume varies with capacity expansion projects, but Les Ulis and Lille are consistently the largest hiring sites. The US LFB Plasma network adds collection-center roles in Alabama, Colorado, Florida, South Carolina, and North Carolina.

Does LFB offer apprenticeships and internships?

Yes, heavily. LFB offers approximately 150 to 200 alternance (work-study apprenticeship) and stage (internship) positions per year across all French sites. The company holds the HappyIndex Trainees certification and reports that roughly 88% of its student-employees recommend it for internships and apprenticeships. Converted apprentices are a major pipeline into CDI roles, particularly in production, quality, and lab functions.

What's the salary range at LFB?

Salaries follow the Industrie Pharmaceutique convention collective with company-specific positioning. As rough order-of-magnitude reference points: a junior production technician with a BTS or DUT typically starts around €28K to €34K base; a junior engineer with a Master 2 or diplôme d'ingénieur typically starts around €38K to €45K base; experienced regulated-pharma engineers with five-plus years move into the €50K to €70K range; senior R&D and management roles run higher. Standard French benefits apply: 13th month or variable, mutuelle, RTT days on top of paid leave, intéressement and participation profit-sharing schemes, and CSE (works council) benefits.

Is LFB remote-friendly?

Largely no. The company is a French industrial biopharma and the bulk of roles — production, QA, lab work, supply chain operations, on-site engineering — require physical presence at one of the four French sites. Some corporate, IT, regulatory, and commercial roles offer partial telework arrangements, typically two days per week, but full-remote is rare and generally limited to specific international or digital functions. Plan to live within reasonable commuting distance of your site.

What does LFB look for in the 'Why LFB?' question?

Recruiters explicitly cite generic answers as the most common reason candidates get cut after the first interview. A strong answer references at least one of: the public-mission and state-ownership model that distinguishes LFB from commercial pharma, the specific therapeutic area you want to work on (immunology, hemostasis, or intensive care), the plasma-derived medicines manufacturing model itself, the site you would join and why, or a credible personal connection to rare disease or hospital pharmacy. Vague language about 'patient impact' or 'innovation' is weaker than substantive specificity.

What's LFB's relationship with the US plasma supply?

France and most of Europe rely on voluntary unpaid plasma donation, which structurally caps domestic supply volume. To meet the additional plasma needed for European immunoglobulin and coagulation factor demand, LFB operates LFB Plasma — a network of US plasma collection centers in Alabama, Colorado, Florida, South Carolina, and North Carolina. This is a deliberate strategic posture: maintain ethical voluntary collection in France while securing controlled, traceable supplemental supply through the US network. For job seekers, this means there are two distinct talent pools — French industrial and scientific roles, and US plasma-center operational roles — accessed via the same Workday tenant.

Is LFB a good place to work long-term?

For people whose values match the model, yes. The strengths are real: long-term job security backed by state ownership, a serious public-health mission, deep technical environments in plasma fractionation and protein purification, strong French labor protections and benefits, and meaningful career paths within the four-site industrial footprint. The trade-offs are equally real: the pace is slower than Big Pharma or biotech startups, the bureaucracy is heavier than at smaller companies, French-language and on-site requirements limit geographic flexibility, and the compensation ceiling is lower than at US-headquartered pharma. Candidates who choose LFB for the right reasons tend to stay a long time.

Open Positions

LFB (Laboratoire Français du Fractionnement) currently has 103 open positions.

Check Your Resume Before Applying → View 103 open positions at LFB (Laboratoire Français du Fractionnement)

How to Apply to LFB (Laboratoire Français du Fractionnement)

Key Takeaways

About LFB (Laboratoire Français du Fractionnement)

Application Process

Resume Tips for LFB (Laboratoire Français du Fractionnement)

Lead with your French language level explicitly

Use the French CV format if you are applying to French sites: one page for under

For production, QC, and manufacturing roles, name your GMP exposure precisely

For R&D and biotech roles, list specific techniques and platforms: chromatograph

For regulatory affairs roles, name the dossiers you have worked on, the procedur

For commercial, market access, and medical affairs roles, name the therapeutic a

Quantify ethical and mission alignment in your motivation paragraph or summary,

Save your CV as a PDF with a clean filename in the format CV_Lastname_Firstname

If you have alternance or stage experience at another French pharma, name the co

Avoid AI-generated cover letters

ATS System: Workday

Interview Culture

What LFB (Laboratoire Français du Fractionnement) Looks For

Frequently Asked Questions

Open Positions

Related Resources

Similar Companies

Sources