Company details

Paris, France

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://alpic.ai/

About the company

ALPIC builds infrastructure for deploying, managing, monitoring, and scaling Model Context Protocol (MCP) servers, aimed at teams building agent-facing products and services. The company positions the platform as an all-in-one MCP hosting layer with tooling around security, authentication, analytics, and observability. ALPIC also ships open-source components alongside the hosted platform, targeting developers building MCP apps and “ChatGPT apps” style experiences. ALPIC announced a $6M pre-seed round in September 2025 to accelerate product development.

Locations and presence

ALPIC is headquartered in Paris, with public investor communications also referencing a Paris and San Francisco footprint. Current hiring ads are centered on Paris and describe roles as on-site.

Palpable Score

51.1

/ 100

ALPIC offers real early-career entry points for a very small company, including multiple internships (engineering, research, and business operations) and a junior engineering role. The score is held back mainly by missing public evidence on interview stages, pay ranges, benefits, and early-career outcomes such as promotions or retention.

Pillar 1: Early-career access

Score

14.7

/ 20

The company advertises multiple early-career pathways at once: a Junior Software Engineer role (1+ years experience) plus internships in software engineering (final-year) and business operations.
ALPIC posts internships with concrete constraints that suit students, including “at least 5 months” duration and an explicit note that a shift to full-time is possible.
The company offers a research internship tied to an external lab collaboration (MICS CentraleSupélec), which is a common entry route for early-career technical talent in France.

Pillar 2: Hiring fairness and transparency

Score

8.7

/ 20

The company’s role pages provide clear basics (responsibilities, requirements, location) and set expectations such as “English required” and “internship duration: at least 5 months.”
ALPIC includes a direct conversion signal in multiple internship postings (“Possible shift to a full-time contract”), which helps candidates understand what the role can lead to.
The company does not publicly share interview stages, assessment formats, timelines, or feedback practices in the materials available without logging in, which limits confidence about candidate fairness and consistency.

Pillar 3: Learning and support

Score

11.7

/ 20

The company states that junior and intern engineers will work directly with the founders while building first versions of the platform, which usually means tight feedback loops and rapid skill growth.
ALPIC frames internships around substantial ownership (for example, business operations intern work spanning internal process optimization with AI, HR and legal projects, and fundraising or KPI reporting).
The company does not publish onboarding, mentorship structure, or learning-time allowances, so support quality beyond “work with founders” is hard to verify.

Pillar 4: Pay fairness and stability

Score

7.7

/ 20

The company does not publish salary ranges or compensation details on the accessible job pages, so pay fairness cannot be assessed from public evidence.
ALPIC mixes role types including internships and at least one freelance engineering contract listing, which can make early-career stability uneven depending on the offer.
The company sets clear internship duration expectations (at least 5 months) and mentions possible full-time conversion, but benefits and contract terms are not described publicly.

Pillar 5: Early-career outcomes

Score

8.3

/ 20

The company repeatedly positions internships as having a potential path to full-time (“Possible shift to a full-time contract”), which is an outcome signal even though conversion rates are not shared.
ALPIC is very early-stage (founded 2025, small team) and recently funded, so the company may still be forming promotion ladders and retention patterns that typically show up later.
The company has no publicly available employee reviews, interview write-ups, or benefits entries on major review sites, which leaves outcomes like progression, manager quality, and churn unverified.