Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

http://www.caracol-am.com/

About the company

Caracol AM is an industrial manufacturing tech company focused on Large Format Additive Manufacturing, combining robotics, software, and automation to produce large composite and metal parts. The company sells integrated platforms (including Heron and Vipra) and also runs manufacturing services where customers can have parts produced. Caracol AM positions the work around advanced industries such as aerospace, marine, automotive, and rail. Public company info points to a Europe-based manufacturing footprint alongside a growing North American operation.

Locations and presence

Caracol AM lists Lombardy, Italy as the headquarters area, with Italy sites including Barlassina and Paderno Dugnano shown across public pages. Public company profiles and job postings also show a North America base in the Austin, Texas area, plus an office presence referenced in Dubai.

Palpable Score

57.4

/ 100

Caracol AM offers a handful of clear early-career entry points, including an internship and junior specialist roles that explicitly mention guided, hands-on learning. The score is held back by missing pay ranges and thin public proof on early-career outcomes like promotions, retention, or consistent junior progression stories.

Pillar 1: Early-career access

Score

14.0

/ 20

The company has a live Inside Sales Intern role that accepts current students or recent grads and treats “first internship or project experience” as a nice-to-have rather than a requirement.
Caracol hires junior-titled roles such as Service Engineering Junior Specialist and Junior Sales Engineer, which creates real 0–3 year entry routes beyond internships.
The company’s overall open roles list is still weighted toward experienced hires (for example Senior Technical Project Engineer and senior service roles), so early-career access looks present but not high-volume.

Pillar 2: Hiring fairness and transparency

Score

12.7

/ 20

The company’s job pages are specific about responsibilities and background expectations (for example, the Junior Sales Engineer asks for a relevant engineering degree and at least 1 year in 3D printing).
Caracol includes equal-opportunity and diversity language consistently on role pages, and the company’s People team role explicitly owns “candidate experience & journey” as a responsibility.
The company does not publish a standard hiring flow (stages, timelines, task timeboxes), so early-career applicants cannot easily predict effort and turnaround.

Pillar 3: Learning and support

Score

13.7

/ 20

The company’s Service Engineering Junior Specialist role explicitly says the hire will work under the guidance of senior team members and gain hands-on experience through installation and on-site support.
Caracol’s Inside Sales Intern role promises a clear learning path with exposure to international sales processes, plus continuous learning and development opportunities.
The company does not publish onboarding milestones or a feedback cadence (for example 30-60-90 day ramp, mentorship structure, review schedule), which limits how “repeatable” the support looks across teams.

Pillar 4: Pay fairness and stability

Score

10.3

/ 20

The company repeatedly uses “competitive salary” or “competitive internship compensation” language without salary ranges, which caps pay transparency for early-career candidates.
Caracol lists flexible working schemes and smartworking in at least one People & Culture posting, which supports stability but does not answer pay fairness questions.
The company does not publish a consistent benefits pack (health, pension, allowances, equity) for candidates to evaluate across roles and countries.

Pillar 5: Early-career outcomes

Score

6.7

/ 20

The company has very limited third-party employee review coverage under the Caracol AM identity, which blocks validation of early-career manager quality and retention patterns.
Caracol’s public footprint shows active growth signals (multi-country presence and frequent hiring posts), but that is not the same as publishing junior promotion pathways.
The company does not share early-career outcome proof points like “intern to full-time” conversion, junior-to-mid timelines, or internal mobility examples, so outcomes scoring stays low.