Jobs & Internships

OiEau's recruitment policy aims to ensure a fair, transparent and equitable process for attracting and selecting the best talent, in line with the association's missions and values.

• Equal opportunities and non-discrimination: OiEau is committed to treating all applications fairly, without discrimination based on origin, sex, sexual orientation, gender identity, age, disability, religion, trade union membership, political opinion or any other personal characteristic. Only skills, experience and suitability for the position are taken into account.
• Transparency: The recruitment process will be clear and comprehensible to all candidates, from the publication of the offer to the final decision.
• Fairness: Each candidate will be evaluated on the basis of objective, predefined criteria, directly related to the job requirements.
• Confidentiality: All information shared by candidates will be treated in the strictest confidence.
• Respect: OiEau is committed to treating all candidates with respect and professionalism.
• Integrity and ethics: The recruitment process will be conducted with integrity, avoiding any conflict of interest and respecting the association's ethical principles.

• Attract the best talent: Identify and attract qualified, passionate and committed professionals capable of actively contributing to OiEau's missions.
• Strengthen internal skills: Fill vacant positions with profiles whose skills and experience will enrich the association's collective expertise.
• Ensure successful integration: Implement an effective integration process for each new recruit, to facilitate their adaptation and development within OiEau.
• Develop employability: Contribute to the development of candidates' skills by offering them career opportunities.

• Definition of requirements and job description
• Posting of vacancy
• Receipt and pre-selection of applications

► Automatic acknowledgement of receipt of applications.

► Analysis of CVs and cover letters in relation to the criteria defined in the job description.

► Selection of the most relevant applications for the interview phase.

• Interviews

► In-person or videoconference interviews with managers and/or members of the relevant department. The purpose of these interviews is to assess technical skills, experience, motivation and behavioral aptitudes.

► A second interview with the Human Resources department.

► Technical tests or role-playing exercises may be set up.

• Decision and offer of employment
• Integration

► Set up an integration program for the new recruit (welcome, introduction to the teams, training in tools, etc.).

► Regular follow-up during the trial period.