Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.hello-charles.com/

About the company

Charles is a Berlin-based SaaS company focused on conversational marketing and CRM via messaging channels like WhatsApp, Instagram, Messenger, and web chat. The company sells an AI-agent and automation-led platform aimed at helping consumer brands attract, convert, and retain customers through messaging-led journeys and campaigns. Public materials position Charles as GDPR-conscious and integrated with common e-commerce and CRM tooling.

Locations and presence

Charles lists Berlin as the headquarters, and current hiring is centered on Berlin with hybrid working for some teams. The company’s open roles and onboarding notes suggest a mostly in-person Berlin core with structured touchpoints for company-wide alignment.

Palpable Score

54.0

/ 100

Charles provides concrete early-career signals through internships and working-student pathways plus a clearly described interview and onboarding flow. The score is held back by limited salary transparency in job ads and weak publicly visible early-career outcome signals, including low employee sentiment on Glassdoor.

Pillar 1: Early-career access

Score

10.0

/ 20

The company explicitly states that internships and working-student roles exist, rather than treating early-career hiring as “initiative only.”
Charles currently lists only a small set of open roles, and several are not pitched at 0–1 year candidates (for example, “Senior Product Engineer” and a Support role asking for 2+ years).
The company still offers accessible “first step” commercial roles like Business Development Representative, which can be a realistic early-career entry point when paired with coaching and clear ramp expectations.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company publishes a step-by-step interview process (screening call with Talent, then hiring manager, with role-dependent steps explained up front).
Charles flags that any task or case is intended to be small and role-related, which is a strong fairness signal compared with open-ended “free work” assessments.
The company does not publish salary ranges and instead asks for salary expectations in the application flow, which weakens transparency for graduates comparing offers.

Pillar 3: Learning and support

Score

13.0

/ 20

The company outlines onboarding as a structured 2–3 day company-wide introduction followed by team and departmental onboarding, which is more than “here’s your laptop, good luck.”
Charles says interns and working students go through the same onboarding and learn the product and company, which is a direct early-career support signal.
The company’s public materials don’t spell out mentorship, regular 1:1s, or a progression framework inside job descriptions, so the support picture beyond onboarding is still incomplete.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company offers stability cues through permanent roles and a benefits stack that includes VSOP, public transport subsidy (BVG), and mental health support (OpenUp).
Charles does not provide pay ranges in postings and uses broad language like “competitive compensation,” so early-career candidates have less leverage and fewer comparison points.
The company includes role-specific commercial upside for sales roles (uncapped commission), but without base-range transparency it is hard for juniors to judge risk.

Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company has a low public employee rating and low “recommend to a friend” rate on Glassdoor, which is a negative signal for early-career experience, even allowing for small samples.
Charles does not publish early-career outcomes like promotions, internal mobility examples, or retention metrics, which caps confidence in long-term graduate development.
The company’s repeat references to internships and working-student onboarding show an intent to run early-career pathways, but public evidence of conversion to full-time roles is missing.