Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.data.ai

About the company

data.ai is an app store analytics and market intelligence company best known for app rankings, category insights, and competitive benchmarking. data.ai rebranded from App Annie and, as of March 2024, data.ai is owned by Sensor Tower, which has folded data.ai into a broader “digital economy” intelligence suite. For candidates, that matters because many roles and policies now show up under Sensor Tower’s careers and hiring systems rather than a standalone data.ai campus-style program.

Locations and presence

data.ai is headquartered in San Francisco, and the combined organisation hires across multiple countries, with roles posted in North America, Europe, and Asia. The most visible current openings for data.ai-related work sit under Sensor Tower’s global job board, with a mix of hybrid and remote roles.

Palpable Score

58.6

/ 100

58.6

Pillar 1: Early-career access

Score

12.7

/ 20

The company’s most junior-friendly openings currently look concentrated in a few tracks like Business Development Representative and analyst-style customer support roles, rather than broad 0–3 year hiring across teams.

data.ai shows at least one clearly “early-career accessible” role in the form of a part-time remote Data Entry Clerk position with training described in the first 1–2 months.

The company does not publish a dedicated early-careers or university recruiting hub that makes internships, graduate roles, or conversion pathways easy to audit, which limits entry-level access confidence.

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Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company has public interview reports describing multi-stage processes that include role tasks and presentations, which can be fair when time-boxed but increases candidate burden when not.
data.ai has Glassdoor interview feedback that includes slow timelines and limited feedback after multiple rounds, which is a recurring “early-career pain point.”
The company’s current job ads include clear anti-scam warnings and practical process notes (for example, interviews via phone or Zoom and official email domains), which is a useful transparency signal.

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Pillar 3: Learning and support

Score

12.1

/ 20

The company has at least one role that spells out onboarding cadence, including remote tool and methodology training with a manager during the first 1–2 months.
data.ai is now part of a wider organisation that advertises structured enablement work (for example, a Sales Enablement Associate role responsible for onboarding frameworks and reinforcement training), which suggests some teams invest in ramping people properly.
The company does not consistently describe mentoring, pairing, or structured ramp plans inside job descriptions for technical roles, so support signals are real but uneven and hard to generalise.

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Pillar 4: Pay fairness and stability

Score

14.8

/ 20

The company publishes concrete pay numbers on some roles, including hourly pay for the Data Entry Clerk position and a salary band for a Data Solutions Analyst role.
data.ai sits inside a business that publicly lists baseline benefits like company-paid health insurance and flexible PTO, which improves early-career stability compared with “perks-only” setups.
The company still leaves many roles without salary bands on the main job board, so pay transparency is strong in spots rather than consistent.

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Pillar 5: Early-career outcomes

Score

7.7

/ 20

The company went through acquisition-related workforce reductions in 2024, which is a direct negative signal for early-career continuity during reorganisations.
data.ai has mixed external sentiment on career opportunities and recommendation rates on review sites, which makes it hard to score outcomes as reliably positive for juniors.
The company shows ongoing hiring activity on LinkedIn, but public sources do not verify early-career retention, promotion timelines, or internship conversion outcomes over 12–24 months.

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