Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.cmrad.com/

About the company

Collective Minds Radiology builds a cloud-based collaboration platform for medical imaging, used across healthcare, medical education, and research. The company positions the platform as a secure, centralized way to share data and collaborate across hospitals, researchers, and life science teams. Collective Minds Radiology was founded in 2017 in Sweden, and the public company story focuses heavily on imaging in clinical trials and research workflows. Public updates also include a sizeable funding round announced in 2023.

Locations and presence

The company lists Stockholm as headquarters, with a software engineering branch in Barcelona and a commercial presence in the UK. The official careers site also uses Stockholm, Barcelona, and London as the main recruiting locations.

Palpable Score

46.3

/ 100

Collective Minds Radiology looks like a supportive place once hired, but early-career entry is timing-dependent because there are currently no live openings on the official careers site. Hiring transparency is also uneven, with some strong process infrastructure and some tough candidate experience signals in public interview reports.

Pillar 1: Early-career access

Score

7.0

/ 20

The company’s official job board currently shows no open roles, which makes entry-level access hard to plan around.
Collective Minds Radiology’s careers “Connect” flow lists role families like SDR, QA Analyst, UX designer, and junior-leaning commercial roles, but the public record does not show a steady stream of 0–3 year openings.
The company’s recent public hiring signals skew toward specialist tech roles (engineering tracks) rather than clearly-marked graduate or apprentice routes.

Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company runs recruitment through a mainstream ATS and publishes a recruitment privacy policy plus self-serve tools to request or remove candidate data.
Collective Minds Radiology has public interview accounts describing a straightforward multi-step flow for engineering, including recruiter screen, team lead discussion, a take-home task, and a CTO round.
The company also has public interview accounts describing poor candidate handling, including an accepted offer being withdrawn without a clear explanation and a take-home assignment described as outdated or mismatched to the role.

Pillar 3: Learning and support

Score

11.0

/ 20

The company’s careers messaging explicitly talks about “individual development” as a cultural value, which is a helpful intent signal for juniors.
Collective Minds Radiology has public employee feedback describing flexibility, autonomy, and supportive colleagues, which can translate into a good learning environment if managers coach actively.
The company does not publish a visible early-career support structure such as a ramp plan, mentoring expectations, rotation design, or review cadence

Pillar 4: Pay fairness and stability

Score

9.3

/ 20

The company does not consistently publish salary ranges on the official careers site, which limits pay-fairness confidence for early-career applicants.
Collective Minds Radiology has public employee feedback that rates compensation and benefits as solid but not standout, and the sample size is small.
The company has public growth financing news that can support role stability, but the public record does not spell out how compensation scales for juniors or how progression affects pay.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has a small set of public employee reviews that are strongly positive on culture, work-life balance, and “career opportunities,” but there are too few to treat as a reliable early-career outcome pattern.
Collective Minds Radiology operates across multiple hubs (Stockholm, Barcelona, UK commercial), which can create internal mobility options, but there is no published data on internal moves or promotion velocity for early-career hires.
The company lacks public reporting on junior retention, time-to-promotion, or cohort outcomes over 12–24 months, and public interview accounts include a serious offer-handling complaint that raises outcome risk for candidates.