Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.harmattan.ai

About the company

Harmattan AI is a Paris-founded defence technology company building autonomous and scalable defence systems, including AI-enabled platforms for drones and mission software. The company was founded in April 2024 and positions itself as a “defense prime” focused on rapid deployment and in-house industrial scaling. In January 2026, reporting and the company’s own public posts covered a $200M Series B led by Dassault Aviation at a $1.4B valuation. Hiring spans R&D, product, industrialisation, and go-to-market roles across multiple countries.

Locations and presence

Harmattan AI lists a footprint across France, Switzerland, the United Kingdom, the United States, Germany, and the United Arab Emirates. Public job listings also show roles anchored in Paris, Lausanne, Washington, DC, and a French production site location (Wissous).

Palpable Score

49.6

/ 100

Harmattan AI is accessible for a small number of early-career candidates through internships, but most technical roles visible publicly skew toward experienced hires. Candidate experience signals are mixed, and pay transparency is strong in some US listings but patchy elsewhere, with limited public evidence on junior progression or retention.

Pillar 1: Early-career access

Score

10.0

/ 20

The company lists at least one explicit internship role (Computer Vision Intern) with clear “internship” experience level and student-focused requirements.
Harmattan AI’s open roles page shows breadth across functions and locations, but many roles are framed as specialist hires rather than 0–3 year entry points.
The company’s publicly visible seniority mix includes roles requiring substantial experience (for example, a mission planning role tagged mid level with 5–10 years), which reduces early-career access outside internships.

Pillar 2: Hiring fairness and transparency

Score

10.8

/ 20

The company has Glassdoor interview reports describing a lightweight initial application (CV upload, relocation question) followed by HR screening, which is a workable baseline for candidates.
Harmattan AI is described in one interview report as giving a clear next step and preparation window for a LeetCode-style CoderPad exercise, which helps candidates plan and practise.
The company also has a negative interview report describing disengaged interviewer behaviour, which is a concrete fairness risk even if not universal.

Pillar 3: Learning and support

Score

10.7

/ 20

The company’s internship description lays out learning-shaped work like literature review, algorithm implementation, documentation, and participation in flight tests for real-world validation.
Harmattan AI’s engineering role descriptions include hands-on practices like rigorous code reviews, validation and monitoring work, and cross-team collaboration with software and simulation teams.
The company does not publicly spell out onboarding, manager 1:1s, mentoring, or review cycles in the materials that are accessible without logging into the ATS, which caps the support score.

Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company shows strong pay transparency for several US roles via public ranges (for example, $140K–$175K and $155K–$185K on job aggregators), and some listings explicitly mention equity and benefits.
Harmattan AI posts roles as full-time and, in at least one case, “Full-time / Permanent,” which is a positive stability signal compared with short contracts.
The company leaves pay undisclosed for some roles (including the internship listing on Homebase), and Glassdoor shows no benefits reported yet, limiting confidence about pay fairness for early-career hires outside the US.

Pillar 5: Early-career outcomes

Score

6.3

/ 20

The company has no employee reviews on Glassdoor yet, so there’s no public evidence on early-career retention, promotions, or manager quality.
Harmattan AI’s LinkedIn activity points to rapid scaling after the Series B, but LinkedIn alone does not show whether junior hires stay 12–24 months or grow in responsibility.
The company has only a handful of public interview reports with mixed sentiment and “no offer” outcomes, which adds some visibility into hiring experience but not into on-the-job progression