The BMO 2026 survey from France Travail lists 84,227 recruitment projects in the digital sector in France. Nearly half are considered hard to fill. Web professions continue to attract interest, but the market has changed: the profiles sought are no longer the same as they were three years ago, and the sectors that are hiring have changed as well.
Requirement for AI proficiency: what the AI Act changes for web professionals
Since February 2, 2025, Article 4 of the European AI Act requires providers and users of artificial intelligence systems to ensure a sufficient level of AI proficiency among the relevant individuals. This obligation covers understanding risks, data protection, and verifying the results produced by these systems.
For web professionals, this means that using a generative AI tool in a production chain (writing, data analysis, marketing automation) is no longer just a technical choice. The employer must ensure that their teams understand what they are using. Training programs for web professions that do not incorporate this regulatory aspect risk producing profiles that are out of sync with legal requirements as soon as they enter the job market.
The French government has supported this dynamic with the Impulsion IA plan, which includes training and awareness measures to help companies embrace artificial intelligence. The framework is therefore no longer just technical: it is legal and organizational.
Those who wish to position themselves in web professions should integrate this dimension from the outset of their training path. It is possible to discover the web offerings from Académie du Digital to assess programs that address these issues.
Digital recruitment outside of tech: where the jobs are
The image of the web developer hired by a Parisian start-up remains strong. Recent data significantly nuances this. In 2025, according to an analysis by France Travail covering 15,000 job offers, about half of the companies hiring for digital jobs did not belong to the technology sector.
Needs are spreading into sectors that, ten years ago, outsourced their entire online presence:
- Industry and commerce are looking for profiles capable of managing e-commerce platforms, analyzing customer journeys, and driving digital marketing campaigns.
- Banking and insurance are hiring in cybersecurity, data compliance, and client interface development.
- Healthcare and public administration need skills in managing digital projects, web accessibility, and digital communication.
- Agriculture itself is seeking digital profiles for field data management and direct marketing.
This distribution changes the nature of the expected skills. A web position in industry often requires an understanding of the company’s business, not just mastery of programming languages or social media. Training programs that contextualize digital skills by sector respond better to this reality.
Generalist and specialized profiles: a market that sorts
Apec has observed a decline in the recruitment of IT executives in 2025. Generalist profiles and recent graduates have been the most affected by this slowdown. In contrast, cybersecurity, data, and AI remain actively sought-after fields.
This observation raises a practical question for anyone considering web training: should one aim broadly or specialize early? Feedback from the field varies on this point. Some recruiters value versatility (a profile capable of managing a website, a content strategy, and social media campaigns). Others focus solely on specific technical skills, especially in areas where shortages are documented.
The figure of 49.5% of recruitments deemed hard to fill in the digital sector suggests that the difficulty does not stem from a lack of candidates, but from a mismatch between the skills offered and those expected. Professional training that combines a technical foundation (development, IT, digital strategy) with progressive specialization allows for adjustments along the way.
Funding and access to web training: what has changed
The landscape of funding for digital training has tightened in recent years. Skills operators (OPCO) remain a lever for employees, but eligibility conditions and the amounts covered vary by professional sectors. The CPF (Personal Training Account) continues to fund certifying courses, provided that the training leads to a certification registered with the RNCP or the Specific Directory.
For job seekers, France Travail offers pathways oriented towards digital professions through its dedicated platform. Remote training has multiplied, broadening geographical access but making sorting more difficult. The recognition of certification by recruiters remains the determining criterion.
A diploma or certification recognized at the national level does not guarantee employment, but its absence complicates the process, especially for positions in digital communication, marketing, or web project management where recruiters filter primarily by qualification level.
The job market for web professions remains promising, but it now rewards precision rather than breadth. Choosing a training program that articulates technical skills, regulatory frameworks, and sector-specific specialization is the most reliable lever to transform a digital career project into an actual position.
