Company details

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.celonis.com/

About the company

Celonis is a process mining and process intelligence software company founded in 2011. Celonis says the company has 3,000+ employees and 20+ offices, with hubs including Munich and New York. The company markets its platform around finding and fixing process bottlenecks using data from enterprise systems. Celonis runs multiple early-career pathways that funnel into customer-facing “Product Expert” and “Value Engineer” roles on defined timelines.

Locations and presence

Celonis lists major offices in New York City and Munich, alongside a broader global office network. Early-career program hubs are explicitly listed across cities including New York, Raleigh, Madrid, London, Munich, and Bangalore.

Palpable Score

72.4

/ 100

Celonis offers unusually clear early-career entry routes for a company at this scale, with named graduate programs and structured internships across multiple hubs. The hiring process is described in detail on the careers site and pay transparency shows up in several early-career postings, but published proof of junior retention and promotions still relies heavily on external reviews rather than company-reported outcomes.

Pillar 1: Early-career access

Score

16.0

/ 20

The company runs a dedicated Early Careers section that splits opportunities into students, entry-level roles, and named graduate tracks.
Celonis lists multiple structured early-career programs, including the Galaxy Graduate Program and the Orbit Graduate Program for Value Engineering, with specific hub cities called out.
The company limits some student roles with practical constraints such as requiring an existing work permit and stating that visa sponsorship is not offered for interns and working students.

Pillar 2: Hiring fairness and transparency

Score

15.7

/ 20

The company publishes a “Getting Hired” guide that sets expectations on process length and states candidates will be kept informed through interviews, challenge rounds, and decisions.
Celonis backs up the structured-process claim with third-party interview data that reports typical timelines and stage patterns across hundreds of submissions.
The company still shows role-to-role variability in candidate experiences in public interview write-ups, which makes consistency harder to trust across teams and geographies.

Pillar 3: Learning and support

Score

15.0

/ 20

The company describes the Galaxy Graduate Program as combining product training with hands-on customer work aimed at producing a “Product Expert” within a defined program window.
Celonis describes the Orbit Graduate Program as training entry-level hires into field-ready Value Engineers in under two years, positioning the role as a core part of the customer value lifecycle.
The company offers at least one internship format with an explicit learning design, like the Madrid Summernaut program with two onsite rotations across different functional teams.

Pillar 4: Pay fairness and stability

Score

12.7

/ 20

The company includes explicit base salary ranges in some early-career US postings, including Associate Value Engineer ranges for New York in third-party reposted job ads.
Celonis publishes a global benefits page that includes specific leave entitlements (including long paid parental leave) and lists health and wellness support such as counseling and subsidized gym options.
The company does not show salary ranges consistently across all early-career roles and regions on public listings, which caps confidence in pay fairness outside the best-documented US postings.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company builds progression into program design by naming target “end states” for early-career cohorts, such as graduating into Product Expert or Value Engineer capability within set timeframes.
Celonis has solid external sentiment signals on broad employee experience, including majority “recommend to a friend” results and a sizable volume of reviews, but these are not early-career-specific outcomes.
The company does not publish junior promotion rates, time-to-promotion benchmarks, or retention metrics for early-career cohorts, so outcomes beyond program intent remain hard to verify; LinkedIn provides scale and mobility hints but not cohort-level progression data.

Useful links & resources

Celonis Early Careers Galaxy Graduate Program Orbit Graduate Program: Value Engineering