Odoo is a hidden gem in the business software world, quietly revolutionizing the way companies manage their operations. Built in the Belgian countryside, Odoo has grown into a global powerhouse with:
- $650 million in Annual Recurring Revenue (ARR)
- Over 5,000 employees
- 50,000 companies as customers
Yet, unlike most companies of its size, Odoo has no plans to go public or sell. They challenge conventional management wisdom, operate with a unique corporate culture, and have a radically different approach to hiring, scaling, and leadership.
Everything You Thought You Knew About Management Is Wrong
Odoo’s founder, Fabien Pinckaers, has redefined corporate strategy in ways that defy traditional business norms. Here are six key takeaways from Odoo’s unconventional approach to scaling a successful company.
1. Why Odoo Will Never Sell
Unlike most fast-growing tech firms, Odoo has zero interest in selling out.
- Odoo actively buys shares every time it raises money.
- The company isn’t focused on valuation growth for investors.
- They prioritize long-term vision over short-term financial gains.
“We never want to sell the company. We are always buying shares every funding round. That is why we don’t mind if the share price is low.” – Fabien Pinckaers
By keeping full control over its direction, Odoo ensures continuous innovation and a long-term focus without external pressures.
2. Why There Will Never Be an Odoo IPO
Going public might seem like the logical step for a company of Odoo’s scale. However, Pinckaers strongly disagrees.
- Public companies focus on quarterly earnings instead of long-term vision.
- The complexity and bureaucracy of being publicly traded would hinder growth.
- Odoo wants to stay agile and independent.
“I don’t want the constraints & complexity of being public. Public companies tend to refocus on the short term. We always want to build for the long term.”
By avoiding an IPO, Odoo retains full control over its destiny, unencumbered by shareholder pressures.
3. Why It’s Easier to Scale With Young People
Odoo doesn’t compete for top-tier executives—instead, they invest in young talent.
- Hiring and training young professionals is more scalable than recruiting top industry veterans.
- Odoo believes in internal growth rather than chasing high-profile hires.
- Fast evolution within the company keeps employees motivated.
“It is easier to scale when you don’t need to get the top people. We recruit a lot of young people, train them & make them evolve.”
This strategy creates a strong, loyal workforce while keeping costs lower than competitors who overpay for executive hires.
4. Hire Talent from Tier 2 Cities
Odoo doesn’t set up offices in tech hubs like San Francisco or London. Instead, they prioritize hiring in smaller cities.
- Talent retention is much higher in Tier 2 cities where there is less competition.
- Odoo avoids the constant turnover that plagues companies in major tech hubs.
- Hiring in smaller cities allows for a more stable, long-term workforce.
“The key to scaling a business is talent retention. There will be high turnover rates when you are next to Google or Apple. We do not have that issue in Buffalo.”
This unique hiring approach helps Odoo maintain stability and a strong company culture, free from the aggressive poaching seen in major tech centers.
5. The Danger of Having Managers of Managers
Odoo is fiercely against bureaucracy. They avoid layered management structures that slow down innovation.
- Too many managers overcomplicate operations.
- Middle management tends to introduce unnecessary complexity.
- Keeping a lean, flat structure allows for agility and faster decision-making.
“They all have ideas & want to do something. This will push everyone to complexify the company. You have to fight back against that if you want to keep your company simple.”
By keeping hierarchies minimal, Odoo fosters a culture of action and direct responsibility, eliminating the inefficiencies of excessive managerial layers.
6. Why Odoo Lets Employees Pick Their Own Titles
At Odoo, titles don’t matter. Employees can choose their own titles, whether serious or funny.
- Titles don’t define your impact—your work does.
- Odoo wants employees to focus on delivering results, not status.
- This policy eliminates unnecessary corporate politics.
“Some people choose to be directors, other people pick funny titles. We do not care. I want to push the idea that it’s about what you do & not the title you have.”
This radical title-free approach reinforces a culture of contribution over hierarchy.
Conclusion: Odoo’s Blueprint for Scaling Without Selling Out
Odoo’s approach is refreshingly different from conventional corporate wisdom. Instead of following the typical tech startup playbook, they have forged their own path by:
- Rejecting IPOs and acquisitions to maintain independence.
- Prioritizing young, trainable talent over expensive executive hires.
- Recruiting in Tier 2 cities to minimize employee turnover.
- Keeping management lean to maintain efficiency.
- Eliminating rigid job titles to foster a results-driven culture.
The Future of Odoo
By staying true to its core principles, Odoo is proving that long-term growth and profitability can be achieved without sacrificing independence or integrity. In an industry driven by rapid exits and shareholder demands, Odoo stands out as a rare example of sustainable, value-driven leadership.
Despite being one of the biggest ERP software providers in the world, many businesses still haven’t heard of Odoo. But with their $650 million ARR and 50,000+ customers, they are quietly rewriting the rules of business management—one unconventional decision at a time.
Final Thought: Is Odoo the Future of Business Management?
If Odoo’s unique business philosophy continues to drive success, it may inspire a new generation of companies to challenge traditional corporate norms.
What do you think? Will Odoo’s model become the blueprint for the next wave of startups? Let us know in the comments!
