Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.hopkins.systems/

About the company

Hopkins is a Berlin-based legal technology business focused on consumer rights at scale, built around close collaboration between software, data, and legal teams. Public company materials describe technology that supports outcome prediction, negotiation strategy, and tools that augment in-house lawyers. Hopkins also operates a consumer-facing law firm brand (Hopkins Rechtsanwälte) with remote-first roles across Germany and a core base in Berlin.

Locations and presence

Hopkins lists Berlin as the headquarters and publishes a Berlin business address, alongside “remote (Germany)” roles in job postings. The hiring footprint visible publicly is mainly Germany, with remote options used heavily for legal and operations roles.

Palpable Score

63.0

/ 100

Hopkins offers more early-career access than many law and legal-ops employers because roles include junior-friendly scopes and published salary ranges in multiple postings. The score is capped by limited public detail on interview process consistency and not much verifiable evidence on early-career promotions and retention beyond a small review sample.

Pillar 1: Early-career access

Score

12.0

/ 20

The company hires into junior-accessible tracks like “Business Development Associate” with “first relevant experience” language rather than long experience requirements.
Hopkins has hired working students in legal and tax-adjacent teams, shown by multiple Werkstudent:in reviews tied to Berlin roles.
The company’s tech brand site does not publish a clear, always-on list of junior software or data roles, so entry-level access is real but not consistently visible across functions.

Pillar 2: Hiring fairness and transparency

Score

14.8

/ 20

The company publishes concrete salary ranges on roles like “Rechtsanwaltsfachangestellte/r für Kanzleimanagement und -verwaltung (x/w/m)” (35.000–36.000 €/year) and shares the hiring contact person in the application flow.
Hopkins spells out day-to-day responsibilities and what “good” looks like, including deadline/fristen ownership, inbox and correspondence handling, and process improvement work.
The company does not clearly publish interview stages, assessment tasks, or expected timelines in the postings reviewed, which limits predictability for early-career candidates.

Pillar 3: Learning and support

Score

14.2

/ 20

The company’s operations role descriptions include active feedback-seeking and rapid ramp expectations, which is a practical signal of coaching and iteration rather than sink-or-swim.
Hopkins is repeatedly framed as an interdisciplinary setup where legal staff, business-facing staff, and tech collaborate on digitising and automating legal workflows, which can create strong learning-by-doing exposure for juniors.
The company does not publish a structured onboarding plan, mentorship model, or review cadence in a central careers hub, so support quality is harder to verify team-by-team.

Pillar 4: Pay fairness and stability

Score

12.8

/ 20

The company’s job ads show pay bands for multiple roles, including a narrow entry band for the legal admin track and a wider band (40.000–60.000 €/year) for the business development associate role.
Hopkins lists practical stability perks such as remote work, flexible hours, and company laptop, which matter for early-career affordability and setup costs.
The company has limited public detail on benefits that often drive early-career stability (health, pension, learning budgets, paid leave specifics), so compensation confidence rests mostly on salary bands.

Pillar 5: Early-career outcomes

Score

9.2

/ 20

The company has a small but specific set of Werkstudent:in reviews describing transparency, flat hierarchies, and flexible remote work, but the sample is dated (2021) and too small to treat as a reliable retention signal.
Hopkins shows some tenure evidence in team bios, including staff listed as having joined in 2024, which suggests at least pockets of 12–24 month retention.
The company’s public footprint does not include clear early-career outcome reporting such as promotion examples, intern-to-full-time conversion rates, or repeat graduate intakes, so this pillar stays constrained.

Useful links & resources

Hopkins Systems site (company overview and careers contact)Hopkins roles and salary bands (JOIN company page)Hopkins Werkstudent:in reviews (kununu)