Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.maaind.com/

About the company

Maaind is a neuroscience and AI company building “neuroadaptive” technology that reads mood and stress signals (for example from voice and wearables) and helps products adapt in real time. The company markets this as an emotional intelligence layer for consumer and enterprise experiences across sectors like automotive, wellbeing, and smart home. Maaind also promotes privacy-preserving design where feature extraction happens on-device rather than sending raw audio. Public materials frame Maaind as a small, specialist team shipping an API and SDK-style platform.

Locations and presence

Maaind’s registered company address is in London, and the LinkedIn company profile lists London as headquarters. Other public profiles and the company site also point to the Netherlands, so the footprint looks split between the UK and the Netherlands.

Palpable Score

23.6

/ 100

Maaind is hard to assess as an early-career employer because public hiring information is close to non-existent: no visible open roles, no interview process, and no pay transparency. The score is mostly capped by missing evidence rather than clear negative signals.

Pillar 1: Early-career access

Score

3.8

/ 20

The company does not publish open roles on the main website, so there are no verified entry-level pathways like “Junior/Associate/Intern” listings.
Maaind appears on an external startup jobs board, but the page states Maaind has not added any jobs yet, which blocks entry-level access today.
The company is very small by public headcount signals, which usually means early-career hiring will be infrequent even when it happens.

Pillar 2: Hiring fairness and transparency

Score

6.0

/ 20

The company routes contact via “Get in touch” style forms rather than a transparent careers funnel with role scope, stages, and timelines.
Maaind does not publish an interview process, assessments, or expected turnaround times for candidates anywhere public.
The company has a formal corporate registration record (registered office and SIC categories), but that is not a substitute for candidate-facing transparency.

Pillar 3: Learning and support

Score

5.5

/ 20

The company describes a team mix of engineers, neuroscientists, designers, and academics, which can create cross-disciplinary learning if Maaind hires juniors into the team.
Maaind does not publish onboarding, mentoring, buddy systems, manager 1:1 cadence, or a first-30/60/90-day ramp plan.
The company’s public content focuses on product capabilities (API, privacy layer, integrations) rather than how early-career hires are coached and developed.

Pillar 4: Pay fairness and stability

Score

4.5

/ 20

The company does not publish salary ranges, benefits, equity basics, or contract types for any roles because there are no public job descriptions.
Maaind has a minimal compensation footprint on a major review site (a single salary entry and no benefits detail), which is not enough to judge pay fairness.
The company does not show any negative public signals like unpaid internships, but the lack of compensation detail caps this pillar.

Pillar 5: Early-career outcomes

Score

3.8

/ 20

The company has no public employee review content for Maaind in the sources checked, so retention and manager quality signals are missing.
Maaind does not publish early-career outcomes like promotion examples, internal mobility stories, or junior tenure patterns over 12–24 months.
The company’s public presence shows ongoing product activity and partnerships, but that is not outcome evidence for early-career progression.