Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.dash0.com

About the company

Dash0 builds an OpenTelemetry-native observability platform, positioned around making logs, metrics, and traces easier for developers to use day-to-day. The company markets an AI feature set called Agent0 and frames the product as an “AI-native” alternative to legacy monitoring tools. A public 2025 funding announcement says Dash0 raised a $35M Series A and had passed 270 customers within nine months of launch. Dash0 is headquartered in New York and was founded in 2023 by a team with prior observability experience.

Locations and presence

Dash0 lists New York as headquarters and shows a team footprint across the US and Europe, including a German location on the public company profile. Open roles also show European hubs (including the Amsterdam area) alongside New York-based hiring.

Palpable Score

50.0

/ 100

Dash0 is hiring at real scale for a young company, but most openings target experienced operators, platform engineers, and enterprise-facing specialists rather than true 0–2 year starters. The visible entry points exist, yet Dash0 shares very little public proof of early-career progression, pay ranges, or junior outcomes.

Pillar 1: Early-career access

Score

8.0

/ 20

The company lists at least one explicit internship route, including an “Entrepreneur in Residence – People & Talent (Intern)” role.
Dash0’s broader role mix leans mid-to-senior, with titles like Senior Platform Engineer and Enterprise Solutions Architect making up much of the hiring surface.
The company shows some junior-accessible go-to-market roles such as SDR, but there are few clearly labelled 0–2 year technical roles.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company uses a consistent ATS-based application flow (Ashby) with roles grouped by function and location, which reduces randomness for applicants.
Dash0 job ads include concrete scope for customer-facing technical work like running POCs and advising on observability architecture, which helps candidates self-screen.
The company rarely publishes salary bands, time expectations for any work samples, or a clear stage-by-stage interview outline on the public job pages.

Pillar 3: Learning and support

Score

11.0

/ 20

The company frames roles around close cross-functional work (sales, product, and engineering collaborating on POCs and customer outcomes), which can create daily learning exposure.
Dash0 publicly promises a “clear path for career growth and technical leadership” on at least one senior-facing role page, but the company does not spell out how that happens for juniors.
The company does not publicly describe onboarding, mentoring, pairing, or a manager cadence that would make a first job feel safer.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company describes “competitive salary” and equity participation in public-facing role materials, which is a baseline pay fairness signal.
Dash0 includes sales roles with stated commission structures, suggesting permanent, performance-based packages rather than short-term contracting.
The company does not consistently publish compensation ranges, which limits a candidate’s ability to judge pay fairness before investing time.

Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company shares strong growth markers like a sizable funding round and a customer count, but those do not translate into visible early-career retention or promotion evidence.
Dash0’s LinkedIn footprint shows fast scaling and many senior hires, but it does not provide clear patterns of junior progression or internal promotions.
The company does not publish early-career outcome proof such as intern-to-full-time conversion, promotion examples, or junior alumni stories, which caps this score.