Website Moustache Bikes
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3 / 5 — Moderate (Industry avg: 3.2 / 5)
- Company Size: mid low
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 4.5 / 5
- HR Index: 68.51% ▲ (Industry avg: 53.14%)
- Commitment: Actively engaged in responsible business and transparency
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇫🇷 8 000-13 000 EUR / year
Company Overview
Moustache Bikes est une entreprise spécialisée dans la conception et la vente de vélos et d’accessoires. L’équipe met l’accent sur la satisfaction et la fidélisation de ses clients à travers un accompagnement réactif et de qualité. L’entreprise valorise l’innovation, la qualité de service et l’amélioration continue. Elle propose un environnement dynamique et collaboratif, orienté vers l’utilisateur final.
Role Description
Le ou la chargé(e) de service client joue un rôle clé dans la satisfaction et la fidélisation des clients en assurant un accompagnement personnalisé et réactif. Ce poste contribue à la qualité de l’expérience client et à la valorisation de la marque. Il implique également la création et la gestion de contenu destiné aux utilisateurs de vélos.
Position Snapshot
- Seniority: Entry-level
- Function: Customer Service
- Department: Operations
- Contract type: Internship
- Contract length: 12 to 24 months
- Work model: On-site
- Remote policy: On-site (strict)
Description
Au cœur du service digital, tu auras un rôle essentiel dans la satisfaction et la fidélisation des clients Moustache Bikes, en assurant un accompagnement réactif et de qualité. En fonction du volume de demande, tu pourras au cours de l’année participer à la production de contenu à destination des utilisateurs de vélo.
Responsibilities
- Accompagner et conseiller les clients dans leur choix, participer à la vente de vélos et d’accessoires en mettant en avant les atouts de la marque.
- Suivi des dossiers clients, transmission des informations aux équipes techniques et commerciales, relance et communication proactive.
- Guider les clients dans l’utilisation de leur vélo, les informer sur les garanties, les accessoires et les services disponibles.
- Remonter les points d’amélioration identifiés aux services concernés (qualité, production, marketing).
- Contribuer à l’élaboration de procédures, à la mise à jour des FAQ et à l’optimisation des outils de relation client.
- Concevoir, rédiger et optimiser des articles ou mails sur des sujets liés au cyclisme, tels que les meilleures pratiques, les itinéraires populaires, les accessoires et équipements recommandés, les événements cyclistes, etc.
- Mettre à jour régulièrement le contenu du site web lié au cyclisme ; veiller à l’exactitude, à la cohérence et à la qualité du contenu publié.
Location
This position is based in
88150 Thaon-les-Vosges, France
Compensation
Salary information not provided by employer.
Additional Information
- Languages: French
- Team & Reporting: Travail au sein du service digital avec une équipe dédiée à l’accompagnement client et à la production de contenu.
Application Details
Posted: March 2, 2026
charge-e-de-service-client-h-f-thaon-les-vosges-moustache-bikes-1
To apply, please visit the following URL:https://taleez.com/apply/charge-e-de-service-client-h-f-thaon-les-vosges-moustache-bikes-1?utm_source=moustache→
Before you apply (Cycle-Jobs Insight)
Some important details are not fully specified in this job post. To make an informed decision, you may want to clarify the following points:
- Salary & compensation: Ask for the exact salary range, variable compensation, and whether negotiation is possible.
- Required experience: Clarify what is mandatory vs. preferred in terms of experience.
- Benefits & perks: Ask what benefits apply (healthcare, discounts, sick days, retirement…).
- Culture & mission: Ask how values translate into daily operations.
- Diversity & inclusion: Ask about real initiatives for inclusion and safety.
- Recruitment process: Ask about the number of steps and expected timeline.
- Flexibility & schedule: Check expected weekly hours, evenings/weekends, and flexibility.
- Application deadline: Ask if the position closes at a fixed date or remains open until filled.
- Weekly schedule: Clarify typical weekly hours and schedule.
- Travel requirements: Ask how often travel is required and whether expenses are covered.
- Equipment provided: Ask what equipment or tools are supplied by the employer.
- Visa sponsorship: Clarify whether visa support is available or required.
🛡️ You will be redirected to the official company website.
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The essential content remains faithful to the original employer version.
We encourage candidates to review the official job description before applying.
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.