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ITGS Executive Search - cabinet de recrutement Paris - Managers Commerciaux Digital DSI CDO - Editeur logiciel & startup — 18 websites ranked by shared content topics, category and on-page relevance.

Each result shows its full tech stack, contacts and AI-policy — not just a name · Browse all sites in Executive Leadership And Management →

Domain	Match	Title	Country/Lang	Category	AI files	Contact	AI-protection
montrealevenement.com ↗	60 match 2 shared topics	Agence Team Building Montréal et environs Agence TeamBuilding Montréal	fr	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
devillegroup.net ↗	60 match 2 shared topics	Deville Group	fr	executive-leadership-and-management	robotsllmsaihumans	emailphone	none
blossomconsulting.ch ↗	60 match 2 shared topics	Blossom Consulting	Switzerland fr	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
conciliorh.com ↗	42 match 2 shared topics	Concilio RH: L'accompagnement gagnant de vos projets.	fr	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
6tmi.fr ↗	40 match 2 shared topics	Analyse de la pratique \| Supervision d'équipes	France fr	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
accord.ch ↗	40 match 2 shared topics	Des conseils d'experts pour votre entreprise ? Acord à Sion	Switzerland fr	management-consulting-industry WordPress	robotsllmsaihumans	email phone	none
actencia-redeploiement.fr ↗	40 match 2 shared topics	ACTENCIA	France fr	human-resources	robotsllmsaihumans	emailphone	none
concierge-entreprise.com ↗	40 match 2 shared topics	Votre concierge d'entreprise	fr	human-resources WordPress	robotsllmsaihumans	emailphone	none
123recrutement.fr ↗	38 match 1 shared topics	Talent Program \| Cabinet de Recrutement Top & Middle Manager	France fr	human-resources WordPress	robotsllmsaihumans	emailphone	none
accile.fr ↗	38 match 1 shared topics	Accile Cabinet de recrutement - chasseur de têtes - Lyon & Paris	France fr	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
alj-partnerrh.com ↗	37 match 1 shared topics	ALJ Partner Rh – Cabinet de recrutement à Vienne	fr	human-resources WordPress WooCommerce	robots llmsaihumans	emailphone	none
adh.fr ↗	37 match 1 shared topics	ADH - Conseil RH \| Cabinet de recrutement \| Bilan de compétences	France fr	human-resources WordPress	robotsllmsaihumans	email phone	none
abaka.fr ↗	37 match 1 shared topics	Cabinet Executive Search et Talent Search - Conseil en organisation	France fr	human-resources WordPress	robotsllmsaihumans	emailphone	none
facetface.ch ↗	37 match 1 shared topics	Face To Face \| Cabinet de Recrutement	Switzerland fr	human-resources	robotsllmsaihumans	emailphone	none
endago-executive.ch ↗	36 match 1 shared topics	Endago Executive - Recrutement de cadres	Switzerland fr	human-resources WordPress	robotsllmsaihumans	email phone	none
connect-rh.com ↗	36 match 1 shared topics	Cabinet de recrutement à Marseille \| connect RH	fr	human-resources WordPress	robotsllmsaihumans	emailphone	none
baya-recrutement.com ↗	36 match 1 shared topics	Be As You Are, cabinet de recrutement de Marie-Laure Lecanu	fr	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
baya-rhconseil.com ↗	36 match 1 shared topics	Be As You Are, cabinet de recrutement de Marie-Laure Lecanu	fr	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

shared topics how many of the same fine‑grained content topics (IAB sub‑categories) both sites cover — the main signal.
same category whether they sit in the same business / industry category.
content & title how closely their titles and page descriptions line up in wording and meaning.

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.