Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.comand.ai

About the company

Comand AI is a Paris-based defence software startup building AI-native command-and-control tooling for military planning and decision advantage. The company’s flagship product, Prevail, is positioned around faster planning, manoeuvre generation, and turning lessons learned into usable doctrine and workflows. Public announcements around the seed round frame Comand AI as hiring a mix of senior tech talent and military-domain operators to deploy into NATO-country contexts. Comand AI also highlights work supporting Ukraine, including donating compute for training a Ukrainian-language LLM (“Lapa”).

Locations and presence

Comand AI lists Paris as headquarters and publicly discusses an active UK footprint and London-facing defence work. The company’s main public “Join us” path routes candidates to LinkedIn rather than a dedicated careers site, which limits what can be verified about roles and processes.

Palpable Score

50.8

/ 100

Comand AI has credible signals of strong compensation for France and a mission that attracts early-career candidates, but the early-career entry points are not clearly published. The scoring is capped because there are very few public job descriptions, no visible salary bands, and limited third-party outcome data beyond a small number of reviews.

Pillar 1: Early-career access

Score

8.0

/ 20

The company is described in reporting as recruiting new graduates alongside experienced hires, which suggests some entry-level access exists.
Comand AI does not publish a careers page with 0–3 year roles, internships, or junior titles, so early-career access cannot be verified role-by-role.
The company routes “Join us” to LinkedIn, and public sources do not show a recurring junior hiring pattern or an intern-to-full-time pathway.

Pillar 2: Hiring fairness and transparency

Score

11.2

/ 20

The company has at least one employee review describing the interview process as “very technical” and difficult, which is a clear signal of a high-bar funnel.
Comand AI does not publicly lay out interview stages, take-home expectations, or timelines, which makes candidate burden hard to judge in advance.
The company’s public recruiting presence leans on networking and inbound interest, rather than a clearly documented application flow that early-career applicants can follow reliably.

Pillar 3: Learning and support

Score

8.8

/ 20

The company’s work is deployment-heavy (defence workflows, field-ready constraints, and operational environments), which can create steep learning for early-career hires who get close to real users.
Comand AI does not publish onboarding plans, mentoring expectations, or a learning budget, so support signals are mostly implied rather than stated.
The company’s small-team profile suggests high ownership, but there’s no public evidence of structured coaching, pairing, or regular development reviews for juniors.

Pillar 4: Pay fairness and stability

Score

14.0

/ 20

The company has a Glassdoor review explicitly calling salaries and benefits competitive in France, which is a meaningful pay-fairness signal for a young startup.
Comand AI does not publish salary ranges, equity guidance, or benefits details in public job listings, so offer transparency is limited before interviews.
The company is seed-stage and operating in defence procurement cycles, and at least one review flags early-stage leadership and market uncertainty, which can affect perceived stability.

Pillar 5: Early-career outcomes

Score

8.8

/ 20

The company has only a very small number of public employee reviews, so retention and progression patterns cannot be validated with confidence.
Comand AI has a review that praises mission and team quality but also flags leadership instability risks, which is relevant outcome sentiment for early-career candidates.
The company’s LinkedIn footprint shows a small, identifiable team size and active growth narrative, but public sources do not show clear junior-to-mid promotion timelines or repeat early-career cohorts.