• The company is actively advertising multiple internships (Stage) at the same time, including “Chef.fe de projets Exploitation & Maintenance” and “Stagiaire Marketing Digital B2B.”
• Qovoltis has fewer visible 0–3 year full-time roles right now, with the permanent roles advertised skewing to 3+ years or 5+ years experience.
• The company includes “candidature spontanée,” which helps access, but it does not replace clearly-scoped junior or associate full-time openings.

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• The company publishes pay ranges, start dates, education expectations, remote policy, and whether a cover letter is optional directly in the listings.
• Qovoltis lays out interview steps for internships, including a phone screen and a practical case for at least one marketing internship, which sets expectations before candidates invest time.
• The company has some negative interview and employee feedback publicly available, which limits confidence that the process feels consistent across teams.

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• The company places interns in operationally meaningful work (ticketing tools, maintenance coordination, reporting, SEO and content) rather than “shadow-only” tasks, which can accelerate learning.
• Qovoltis explicitly frames at least one internship as being under direct supervision of the Director of Operations, which is a strong coaching signal for a small company.
• The company has employee feedback mentioning a lack of management support, and the job ads do not describe onboarding plans, buddying, or structured reviews in a way that would offset that risk.

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• The company shows internship pay bands (e.g., €1.2k–€1.6k/month) and salary ranges for permanent roles (e.g., €40k–€50k and €50k–€60k), which is a real transparency win.
• Qovoltis offers permanent (CDI) roles rather than relying only on short contracts, which improves stability for early-career joiners who convert from internships.
• The company has public employee feedback pointing to below-average pay, and listings do not consistently spell out benefits, which caps the score.

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• The company has mixed employee sentiment publicly available, including comments about low pay and lack of support, which raises a retention risk flag for early-career hires.
• Qovoltis is hiring across multiple functions and locations at the same time, which suggests growth and recurring hiring, but that is not the same as proven junior progression.
• The company does not publish clear early-career outcome signals such as internship-to-offer rates, promotion timelines, or retention metrics, so the score is constrained by missing evidence.

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