Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.carbon3d.com

About the company

Carbon builds a digital manufacturing platform combining 3D printing hardware, materials, and software to produce end-use polymer parts. Carbon sells into industries like dental and industrial manufacturing, and the company positions the platform as an “idea-to-production” workflow rather than prototyping only. Current hiring activity shows a mix of R&D-heavy engineering roles plus operations roles tied to manufacturing and supply planning.

Locations and presence

Palpable Score

59.8

/ 100

Carbon is transparent on compensation mechanics and publishes unusually specific pay guidance, which helps early-career candidates judge fairness. Entry-level access is limited in the current hiring snapshot, and public evidence on junior progression is mixed and not backed by published promotion or retention outcomes.

Pillar 1: Early-career access

Score

9.0

/ 20

The company’s current public job board is heavily weighted toward senior roles with multi-year experience requirements, which limits 0–3 year access right now.

Carbon runs an intern program and has posted paid technical internships, but recent internship visibility is scattered across third-party listings rather than consistently visible as an active intake on the main jobs board.

The company does offer at least one lower-barrier operational entry point through roles like Manufacturing Technician II (high school or GED), but this is not a broad graduate pipeline across functions.

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Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company publishes clear job scope plus practical constraints like on-site expectations, shift hours for operations roles, and visa sponsorship eligibility.
Carbon includes compensation brackets and states a midpoint targeting approach for offers, which reduces negotiation opacity for early-career applicants.
The company links to a geographic differentials chart explaining how pay ranges change by location, but public evidence on assessment burden (take-homes, role tasks, timelines) is limited.

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Pillar 3: Learning and support

Score

11.7

/ 20

The company’s internship materials and postings describe real project work alongside experienced engineers and structured intern experiences, which is a meaningful early-career learning signal.
Carbon has published internship listings that explicitly mention mentor pairing, which is a practical support mechanism for students and new starters.
The company’s current full-time job descriptions rarely spell out onboarding plans, shadowing, or coaching cadence for junior hires, and there are few clearly junior full-time postings to validate repeatable support.

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Pillar 4: Pay fairness and stability

Score

14.7

/ 20

The company posts pay ranges on public job descriptions, including hourly ranges for technician roles and annual ranges for senior and manager roles.
Carbon explains pay setting using midpoints and location-based adjustments, which is closer to a structured compensation practice than “market competitive” language.
The company references equity and benefits in postings, but most benefits detail sits behind the Life at Carbon page, which is not consistently accessible from every job listing.

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Pillar 5: Early-career outcomes

Score

9.7

/ 20

The company has mixed employee feedback on career paths, including at least one intern-related review that questions progression clarity after hiring.

Carbon receives positive culture signals in some public reviews, including references to leadership Q&A and regular company-wide communication, which can support early-career clarity during change.

The company does not publish early-career outcomes such as internship conversion rates, promotion timelines, or 12–24 month retention, so candidates are left relying on anecdotal reviews rather than measurable results.

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