Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.manex.ai

About the company

Manex AI builds manufacturing optimization agents for industrial quality management and process steering, with a product called Qualitatio. Public materials position Manex AI around “agentic” production control and a long-term goal of autonomous factories. Manex AI highlights enterprise manufacturing customers (including large automotive and industrial brands) and markets measurable impact like reduced test capacity and higher defect detection rates. Manex AI also announced an €8m seed round in June 2025 to scale the product and deployments.

Locations and presence

Manex AI is headquartered in Munich, and several roles require candidates to be based in Munich or nearby and to work on-site. Manex AI also references a growing deployment pipeline with customers, which suggests regular time in real factory environments.

Palpable Score

61.1

/ 100

Manex AI offers a credible early-career entry point through a 0–2 year “Junior Product Impact Engineer” role and visible intern routes, paired with a clearly time-boxed interview process. The score is capped by limited pay transparency (no salary ranges) and a lack of publicly verifiable early-career outcomes like promotions, retention, or review volume.

Pillar 1: Early-career access

Score

11.8

/ 20

The company advertises a Junior Product Impact Engineer role that explicitly targets 0–2 years of experience, including internships, which is a true early-career doorway.
Manex AI has public intern routes (for example an Industrial AI Project Intern and a Tech Sales Intern), which widens access beyond graduate-only engineering paths.
The company’s other open roles lean experienced-hire (for example 2+ years for Customer Impact Engineer and 5+ years for Technical Designer), so early-career hiring looks selective rather than recurring across teams.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company publishes a structured, time-boxed hiring flow for early-career roles, including a 30-minute intro call, a 60-minute technical deep dive, and a leadership session, with an offer typically within a week.
Manex AI sets clear expectations on role responsibilities and required language/location constraints (German and English, Munich-based, on-site), which reduces mismatch for applicants.
The company warns that roles can receive 1000+ applications and that replies may take time, which is honest but still a candidate experience risk without a clear SLA.

Pillar 3: Learning and support

Score

13.5

/ 20

The company explicitly promises “mentorship & fast learning curve” for the junior impact role, and frames daily work as co-creating solutions alongside senior engineers.
Manex AI emphasises direct access to founders and flat hierarchy across multiple listings, which can translate into faster feedback loops for early-career hires.
The company does not publicly spell out onboarding ramps, review cadence, or level-based progression criteria, so day-to-day support is more cultural than operationally defined.

Pillar 4: Pay fairness and stability

Score

12.8

/ 20

The company positions compensation as “top-of-market” or “competitive” across roles, and the junior role is a permanent, full-time contract rather than repeated short-term contracting.
Manex AI lists practical stability benefits for Munich hires, including EGYM Wellpass, Deutschlandticket support, and 30 days of paid vacation (shown on at least one listing).
The company does not publish salary ranges or equity details in the core listings reviewed, which makes pay fairness hard to benchmark before interviews.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has very limited independent employee outcome data available publicly (for example minimal or no review volume), which blocks verification of retention and progression patterns.
Manex AI reports scale signals such as 30+ employees and 20+ customers, which suggests operational maturity, but does not provide early-career promotion paths or time-to-progression evidence.
The company uses LinkedIn to spotlight interns and team members, which hints at early-career participation, but public sources still lack measurable outcomes like intern-to-full-time conversion rates or junior-to-mid promotions.