At Auguria, an Odoo integrator, we love unconventional career paths, international experience and profiles that bring real human and cultural richness.
But we also have an imperative: projects must be solid, clients must be delighted and our team must be able to work efficiently... without having to play translator, immigration lawyer or mind reader.
That is why we have defined three simple filters. Not to close doors, but to avoid unpleasant surprises and save time, for everyone.
French as a native language (or C2 equivalent)
In our line of work, speaking French is not enough. You need to:
- write clear and precise emails,
- negotiate without ambiguity,
- reformulate and clarify complex requirements,
- pick up on nuances, subtext and the unspoken.
This level of finesse corresponds to native-speaker fluency or C2 equivalent.
- Accent: no problem at all, as long as communication stays smooth and crystal clear.
- Problem: if we have to repeat ourselves three times to be understood once, the whole project suffers.
Anecdote (true story)
A project at France Télécom (today Orange), about twenty years ago.
A client employee with a strong accent said to me:
"Tu fais la moue." ("You're pouting.")
What I heard: "Tu as fait l'amour?" ("Did you make love?")
Awkward silence. Incomprehension. Embarrassment.
Then, when I finally understood, a big shared burst of laughter.Once, it's funny.
Every day, on a client project... much less so.
Already being in France, and legally cleared to work
Our consultants sometimes have to meet clients in person. This means:
- being available immediately,
- traveling without constraints,
- interacting without delays caused by administrative procedures.
We do not handle:
- visas,
- relocations,
- regularization procedures.
Why? Because for a small or mid-sized company, these procedures are too long, too costly and too risky.
A candidate who is already in France and legally cleared to work allows for:
- a quick start,
- a clear framework for everyone,
- and energy focused on what matters: the project.
Reading the requirements... all the way through
It seems obvious, and yet: too many résumés arrive without taking into account what we ask for in our job postings.
- A generic application = archived.
- A targeted application that answers our criteria precisely = reviewed.
Compare it to our work: applying without reading is like launching an Odoo deployment in production on a Friday at 6 p.m.
The outcome is known in advance: it ends badly.
Why set these filters from the start?
Because we want:
- projects that hold up,
- satisfied clients,
- teams that work in good conditions.
Being transparent about our criteria is also a form of respect for candidates: there is no point applying for a position that does not match your situation, and it avoids frustration on both sides.
Our philosophy:
- Tradition: speak plainly, say things as they are, build trust.
- Future: well-configured Odoo projects, clean data and an organization that moves forward.
The fast track to avoid the "archived" pile
Want to pass the filter and really get our attention?
From the very first contact, send us:
- a résumé,
- five lines explaining concretely what you improved for a client thanks to Odoo,
- your current city in France,
- your real availability to start.
With these elements, your application goes straight to the top of the pile.
Conclusion
Recruiting is like an Odoo project: it starts by setting the right filters.
These criteria are not there to exclude, but to avoid misunderstandings and failures. They make it possible to build a healthy and effective relationship from the start.
And in the end, everyone wins: the candidate, the client and the team.