Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.deepopinion.ai

About the company

DeepOpinion builds an enterprise agentic automation platform that turns unstructured inputs like emails, documents, and tickets into automated business actions. The DeepOpinion brand has been transitioning to “Otera”, with the website and public posts describing the rename as a shift toward broader autonomous enterprise positioning. The company sells into large enterprises and names customers such as Allianz, Siemens, Bayer, SAAB, and Hannover Re in public materials. A Series A round was announced on September 26, 2024, with investor names listed publicly.

Locations and presence

DeepOpinion lists its legal entity address in Innsbruck, Austria, and public employer profiles also reference Munich and Innsbruck as core hubs. Hiring is presented as remote-first, with team location mentions spanning multiple cities and regions rather than a single office-only setup.

Palpable Score

46.3

/ 100

DeepOpinion has a few credible early-career doors, but the most visible hiring is still weighted toward high-ownership roles that expect prior experience. Public signals on interview structure and pay fairness are mixed, and there is limited published evidence on junior progression and retention, which caps the score.

Pillar 1: Early-career access

Score

7.5

/ 20

The company lists roles tagged “entry level” on major job boards, including a Venture Development Associate style position that asks for 1–2 years of experience.
DeepOpinion has advertised working-student and junior part-time roles publicly (for example Business Development Working Student and a Junior Annotator role), which are real early-career entry points.
The company’s current visible openings skew toward senior, director, and specialist profiles (for example program director and product leadership roles), so graduate access is not the main hiring pattern.

Pillar 2: Hiring fairness and transparency

Score

12.3

/ 20

The company’s public role write-ups include specific responsibilities and candidate requirements, plus a stated equal-opportunity approach that focuses assessment on professional skills.
DeepOpinion has candidate interview feedback describing a recruiter conversation with follow-ups and role details shared, which is a solid respect signal for applicants.
The company also has candidate interview feedback describing a shallow conversation and no feedback afterwards, which pulls down consistency on fairness and transparency.

Pillar 3: Learning and support

Score

9.3

/ 20

The company frames early go-to-market roles around senior exposure (working closely with founders and revenue leadership) and a stated development path toward leadership, which can support fast learning if managed well.
DeepOpinion’s hiring copy leans heavily on “high ownership” and “build from zero to one” expectations, which can be growth-rich but is not the same as reliable coaching for early-career hires.
The company does not publish concrete support mechanics like onboarding plans, mentorship, pairing, or review cycles in the materials that are easily accessible without applying.

Pillar 4: Pay fairness and stability

Score

9.2

/ 20

The company advertises “competitive salary package” language and includes equipment and remote-work perks in some public job listings, which is a baseline stability signal.
DeepOpinion has employee-review feedback pointing to limited salary growth, no salary reviews, and minimal benefits, which is negative evidence for pay fairness and stability.
The company does not consistently publish salary ranges across roles, which makes it hard for early-career candidates to judge pay fairness upfront and limits this pillar.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has mixed employee sentiment in public reviews, ranging from “friendly, experienced team” to reports of chaotic projects and weak feedback culture, which suggests uneven early-career outcomes by team or period.
DeepOpinion has public stability and scaling signals through a Series A announcement and an active hiring slate across multiple functions, but public materials do not include promotion timelines or retention outcomes for junior hires.
The company’s LinkedIn job mix includes several roles tagged entry level, but public evidence is missing on intern-to-offer conversion, 12–24 month retention, and repeat junior promotion patterns.