Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

https://www.fernride.com

About the company

FERNRIDE builds a “human-assisted autonomy” platform that combines autonomous driving software with teleoperation so logistics vehicles can run safely in complex yards and terminals. The company positions the product around automating repetitive, risky logistics work, with deployments and partnerships referenced across major industrial operators. Public job content also frames FERNRIDE as a Munich-based robotics and autonomy startup founded in 2019, with a research origin tied to Technical University of Munich.

Locations and presence

FERNRIDE lists Munich, Germany as the main base and address. The company also references operating across multiple customer and test locations, including work tied to terminal operations outside Germany.

Palpable Score

55.7

/ 100

FERNRIDE offers some entry points for early-career candidates through associate and working-student hiring, but current openings skew strongly senior. Hiring signals are mixed but generally structured, while learning, pay transparency, and early-career progression data are thin in public materials, which caps the score.

Pillar 1: Early-career access

Score

9.0

/ 20

The company’s current advertised openings are concentrated in experienced Engineering roles (for example Staff-level hardware and embedded positions), which limits straightforward graduate entry right now.
FERNRIDE has previously advertised working-student routes (for example IT Working Student and Design Working Student hiring shared publicly), which is a real early-career access signal.
The company has at least one associate-style operational engineering role (Test Execution Engineer or Associate) written to accept candidates “willing to be trained,” which helps entry-level access even without a formal grad scheme.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company uses a consistent ATS-style flow for roles (Greenhouse listings) and includes concrete sections like responsibilities and required skills in postings.
FERNRIDE has interview feedback describing a staged process with HR screening, a time-boxed case study, a technical call, hiring manager interview, and a final discussion including the Founder and CEO.
The company also has interview feedback describing process breakage (for example a case study not being sent and a late “role filled” message), which pulls down fairness and reliability.

Pillar 3: Learning and support

Score

10.0

/ 20

The company’s Test Execution Associate style role is written around hands-on learning in real vehicle testing and explicitly encourages applicants who will be trained up in parts of the role.
FERNRIDE’s technical roles repeatedly describe cross-team collaboration (for example planning working closely with perception and vehicle platform teams), which can translate into day-to-day learning through senior exposure.
The company does not consistently publish early-career support basics inside listings such as onboarding plans, buddy systems, structured feedback loops, or explicit mentorship expectations.

Pillar 4: Pay fairness and stability

Score

11.7

/ 20

The company is advertised with stable employment fundamentals and benefits on public job aggregators (for example 30 days vacation, pension scheme, and subsidies), which supports early-career stability.
FERNRIDE has public employee feedback pointing to “good salary” and a solid compensation and benefits rating, which is a positive pay-quality signal even with limited sample size.
The company rarely publishes salary ranges in role ads, which makes it harder for early-career candidates to judge fairness upfront and caps this pillar.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has employee-review sentiment that leans positive overall (recommend-to-a-friend and business outlook metrics), which suggests a workable environment for juniors once hired.
FERNRIDE has at least one explicitly early-career hiring outcome visible in interview logs (for example a “Working Student” process resulting in an accepted offer), but this is not enough to infer consistent early-career conversion rates.
The company shares growth and deployment milestones publicly (including scaling operations and new operational thresholds), but public evidence is missing on junior promotion velocity, 12–24 month retention, and repeat junior hiring over time.

Useful links & resources

FERNRIDE Greenhouse job board (current openings)FERNRIDE roles hub (company site)Fernride interviews and candidate experiences (Glassdoor)