Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.maisa.ai

About the company

Maisa AI builds an agentic process automation platform where “Digital Workers” run complex business workflows with auditability and traceability baked in. The product messaging focuses on reducing hallucination risk by combining AI reasoning with deterministic, verifiable execution steps. Maisa AI also markets a self-serve build experience (“Maisa Studio”) aimed at helping teams launch and iterate automations in natural language. Public reporting in late August 2025 links Maisa AI’s growth plans to a $25M seed round.

Locations and presence

Maisa AI lists a San Francisco address alongside a Valencia hub, and current hiring is heavily Spain-focused (Manises, Madrid, Barcelona) with a mix of remote and hybrid roles. Several customer-facing roles specify Spanish as mandatory and include travel expectations inside the job text.

Palpable Score

46.0

/ 100

Maisa AI looks like a good fit for early-career candidates only if you already have solid hands-on experience, because the open roles read like experienced-hire positions across engineering, product, and client delivery. The hiring surface is fairly readable, but missing salary ranges, missing stage-by-stage interview detail, and thin public outcome evidence limit confidence for first-job applicants.

Pillar 1: Early-career access

Score

5.0

/ 20

The company’s current openings are experienced-leaning roles like Software Engineer (Backend), DevOps/SRE, Application Security Engineer, and Senior Product Manager rather than 0–2 year pathways.
Maisa AI lists QA roles (Manual QA and QA Automation Engineer) that can sometimes be entry points, but the role pages still assume prior hands-on QA/SDET experience rather than “new grad ok” framing.
The company does not list internships, apprenticeships, or junior-titled roles on the main careers board right now.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company uses a central careers site with consistent role structure (what you’ll do, what you’ll bring) and clear work-type labels like Remote or Hybrid.
Maisa AI is explicit about constraints that often get hidden until late, such as Spanish being mandatory for Technical Account Manager and up to 25% travel for customer work.
The company does not publish salary ranges or a clear interview-stage outline, and some application forms ask for extra personal fields (for example, LinkedIn URL and optional photo upload).

Pillar 3: Learning and support

Score

12.0

/ 20

The company frames several roles as founder-close, including the Senior Product Manager role working closely with the CEO and cofounders on the roadmap from MVP to enterprise-grade product.
Maisa AI’s backend and SRE roles describe modern engineering practices and tooling (Kafka event-driven services, Kubernetes, CI/CD, observability), which can create real day-to-day learning for early-career hires who already have a baseline.
The company does not spell out onboarding, mentoring, or a 30-60-90 day ramp plan in the postings, which raises risk for someone in a first full-time role.

Pillar 4: Pay fairness and stability

Score

9.0

/ 20

The company’s roles are advertised as full-time positions rather than repeated short contracts, which supports stability.
Maisa AI’s postings do not include salary bands or benefits detail, so early-career candidates cannot benchmark pay fairness before committing time to interviews.
The company leans on “why join” narrative and funding momentum rather than concrete compensation and benefits specifics.

Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company does not publish early-career outcome proof like promotion examples, intern-to-full-time conversion, or leveling guidance, so progression is hard to verify from the outside.
Maisa AI’s LinkedIn footprint shows a small team size band and rapid hiring across engineering and client services, but it does not provide enough visible early-career tenure or promotion patterning to score outcomes strongly.
The company has strong external momentum signals (funding and industry mentions), but those do not replace evidence about manager quality, retention, and junior growth outcomes.