Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.arondite.com

About the company

Arondite is a London-based defence and security software company building Cobalt, an AI platform that helps operators connect and orchestrate drones, robots, sensors and data from different manufacturers. Public investor and media coverage describes the product as “connective tissue” for human-machine teaming, with early use cases including minefield clearance and critical infrastructure protection. Arondite announced more than $12m in seed funding led by Index Ventures in May 2025, following a previously undisclosed pre-seed led by Concept Ventures and Creator Fund. The company positions its work around meaningful human control and safe deployment of autonomous systems.

Locations and presence

Arondite hires primarily in London (Westminster), with job listings commonly marked in-office and employee feedback referencing five days a week in the office as the default. Roles also reference customer deployments and travel, which matters for early-career candidates who want site exposure.

Palpable Score

65.4

/ 100

Arondite is easier than most defence tech startups to evaluate on day-to-day support because benefits and learning support are spelled out in public role pages and third-party company profiles. The score is pulled down by mixed candidate experience reports (including ghosting) and limited public proof of early-career promotions or retention patterns.

Pillar 1: Early-career access

Score

10.8

/ 20

The company is actively hiring a Software Engineer Summer 2026 Intern role, which is a concrete entry route for students and new grads.
Arondite’s other visible openings cluster around full Software Engineer and Deployed Software Engineer roles, which read like experienced-hire pathways rather than 0–1 year roles.
The company’s current role volume is small enough that early-career access looks occasional rather than a recurring junior pipeline.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company has at least one detailed, stage-based interview flow described by candidates, including screening, an in-person technical interview, and a final stage with the CEO.
Arondite also has multiple candidate reports describing ghosting after an initial screen or application, which is a serious transparency and respect issue for applicants.
The company’s listings are clear about in-office expectations and mission context (including the ethics question of working in defence), but most public role pages still do not publish exact salary ranges.

Pillar 3: Learning and support

Score

14.2

/ 20

The company explicitly offers “free training and education to quickly fill knowledge gaps,” which is a practical learning signal for early-career hires.
Arondite has employee feedback describing a low-ego culture with tutoring and mentoring from colleagues, plus high trust and autonomy in day-to-day work.
The company does not publish role-by-role onboarding ramps or progression milestones (for example 30/60/90 expectations), so learning support is real but not fully operationalised in public materials.

Pillar 4: Pay fairness and stability

Score

15.8

/ 20

The company publishes benefits that include equity for everyone (including EMI share options language in role snippets), a 7% employer pension contribution, and free breakfast and lunch in the office.
Arondite also lists relocation support, which reduces the barrier for early-career candidates moving to London for an in-office role.
The company rarely publishes salary bands publicly, so pay fairness is harder to verify before applying even though the benefits package looks strong.

Pillar 5: Early-career outcomes

Score

11.8

/ 20

The company has a small set of employee reviews describing strong mission alignment, good work-life balance, and extensive perks, but the sample size is too small to treat as a stable signal.
Arondite has public customer-facing momentum signals, including reporting that Cobalt is in service with Royal Navy and British Army units and a partnership announcement involving Babcock and Royal Navy trials coverage.
The company’s LinkedIn footprint and hiring activity show a growing team, but public sources do not yet show repeat junior cohorts, junior-to-mid promotions, or retention outcomes over 12–24 months.