Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.langfuse.com

About the company

Langfuse is an open-source LLM engineering platform focused on tracing, evaluations, prompt management, and metrics for teams running LLM apps in production. The company publishes an unusually detailed public handbook covering how Langfuse works, how Langfuse hires, and how Langfuse thinks about compensation and equity. On January 16, 2026, ClickHouse announced the acquisition of Langfuse, positioning Langfuse as the open-source LLM observability layer inside ClickHouse’s broader data platform. Langfuse markets deep integrations across popular LLM tooling ecosystems and highlights large-scale community adoption.

Locations and presence

Langfuse operates with a core presence in Berlin and a Bay Area presence in San Francisco. Hiring language and role pages commonly describe on-site work in Berlin for product and engineering, with some go-to-market roles flexible across Berlin and San Francisco.

Palpable Score

60.3

/ 100

Langfuse is transparent about how hiring works and puts real numbers on compensation and equity in multiple public job posts, which is rare for a small team. The score is capped because Langfuse does not show consistent 0–3 year roles, and there is very limited independent public evidence on early-career progression or retention.

Pillar 1: Early-career access

Score

6.0

/ 20

The company’s live roles are heavily “founding” and “(senior)” shaped, such as Founding DevRel Engineer and (Senior) Design Engineer, which are not typical first-job entry points.
Langfuse frames multiple roles as function owners who “eventually might build a team,” which tends to push requirements toward experienced hires rather than 0–3 years.
The company does not currently show internships, apprenticeships, or “Junior/Associate” titles on the main public hiring surface, limiting true entry-level access.

Pillar 2: Hiring fairness and transparency

Score

16.0

/ 20

The company publishes a stage-by-stage hiring process with time boxes (short first call, CV deep dive, technical interview, then an on-site “Super Day” working on real problems).
Langfuse adds role-specific interview detail in postings, including structured rounds like a 90-minute UI/UX challenge and an on-site working session for the design engineer role.
The company’s process puts a heavier on-site time burden on candidates than many startups (a half-day to full-day Super Day), even though expectations are stated upfront.

Pillar 3: Learning and support

Score

13.0

/ 20

The company describes a “maker schedule” with very few standing meetings (planning and demo), which can create long uninterrupted learning and building time for early-career engineers.
Langfuse explicitly positions the culture around “performance and learning” and says Langfuse will “support and challenge you while granting you autonomy,” which is a helpful signal but not a concrete onboarding plan.
The company does not publish junior-specific ramp plans, mentoring commitments, or progression milestones that a new grad could rely on before joining.

Pillar 4: Pay fairness and stability

Score

16.3

/ 20

The company publishes salary and equity ranges in public listings (for example a €70k–€130k band plus equity range on a Berlin-based role, and a base pay range shown on LinkedIn for Founding DevRel).
Langfuse documents an equity program with employee-friendly mechanics such as a 10-year exercise window and standard 4-year vesting with a 1-year cliff.
The company talks about “top of market” pay and flexible salary–equity mix, but pay transparency is clearer in some roles than others, and the perks page is more philosophy-heavy than benefits-specific.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has a major company outcome signal via the ClickHouse acquisition announcement dated January 16, 2026, but that does not directly evidence early-career promotion and retention patterns.
Langfuse publicly highlights large adoption metrics on the careers page (GitHub stars, SDK installs, and Docker pulls), which supports product momentum but not employee progression outcomes.
The company’s LinkedIn and YC profiles show a small team footprint, yet there is little independent review-site evidence (employee reviews, promotion stories, retention over 12–24 months) to validate early-career outcomes.