Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.n8n.io/

About the company

n8n builds an open-source workflow automation and orchestration platform used to connect tools, APIs, and data into multi-step automations. The company was founded in 2019 and positions n8n as an orchestration layer for AI workflows as well as classic business automation. n8n runs a community-first model, with a public template library and an active builder ecosystem. Hiring messaging heavily encourages hands-on product use as part of the application journey.

Locations and presence

The company lists Berlin as the headquarters and hires across multiple countries, with remote roles commonly framed across Europe and sometimes the US. Some roles mention visa sponsorship to Germany, while requiring an existing right to work elsewhere.

Palpable Score

61.0

/ 100

n8n offers clear day-to-day benefits that help early-career growth, including a learning budget, plus job descriptions that spell out responsibilities and expectations. The limiting factor is access: the public job mix skews senior and mid-level, so there are fewer obvious doors for 0–3 year candidates.

Pillar 1: Early-career access

Score

6.0

/ 20

The company’s current public openings include many “Senior” and “Head” roles, which reduces straightforward entry points for graduates.
n8n job descriptions for roles like Sr Support Engineer and Accountant (AR & Automation) explicitly ask for multi-year experience (for example, 5+ years and 3–5 years).
The company has some evidence of more junior operations hiring (for example, People Operations Assistant appearing in interview reporting), but the pattern is not consistently visible in current listings.

Pillar 2: Hiring fairness and transparency

Score

14.2

/ 20

The company job ads clearly separate responsibilities from must-haves and nice-to-haves, and include practical notes like location disclaimers and right-to-work expectations.
n8n nudges applicants to build an n8n workflow before applying and, in multiple role descriptions, asks applicants to share a screenshot of their first workflow, which is relevant but not time-bounded.
The company has mixed but usable interview transparency signals via candidate reports, including multi-stage processes (screening plus assignments and team interviews) and a mid-range difficulty rating.

Pillar 3: Learning and support

Score

15.6

/ 20

The company explicitly offers a learning budget (including role-level phrasing such as €1K per year for courses, books, events, or coaching).
n8n includes repeated “learning while building” signals in benefits and culture, including hackathons and an “unlimited AI budget” framed as enablement for day-to-day work.
The company’s employee feedback signals include specific mentions of constructive feedback culture and learning from experienced colleagues, which helps early-career ramp even without a formal grad scheme.

Pillar 4: Pay fairness and stability

Score

14.1

/ 20

The company sometimes publishes salary ranges on roles (for example, Sr Support Engineer at 105K–115K annually and Accountant roles with ranges shown on listings).
n8n states equity is part of the offer and pairs that with stability markers like paid vacation policies, retirement support (including a US 401(k) match), and standard health coverage language by region.
The company does not consistently show pay ranges across all roles, and at least one range is extremely wide, which limits how confidently a junior candidate can judge fairness before applying.

Pillar 5: Early-career outcomes

Score

11.1

/ 20

The company has generally positive employee sentiment markers in public review data (culture/work-life/career opportunity ratings and “would recommend” reporting), which suggests a workable environment for growth.
n8n’s LinkedIn profile lists the company in the 51–200 size band, which supports the idea of an organisation with growth opportunities, but it does not provide early-career promotion or retention visibility.
The company’s public materials do not provide clear early-career outcome proof (such as junior-to-mid promotions, internship conversion rates, or structured progression examples), and the senior-heavy open roles make early-career outcomes harder to validate.

Useful links & resources

Careers at n8n n8n jobs board (Ashby)n8n interview experiences (Glassdoor)