Company details

HEADCOUNT

1000-2999

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

http://www.neura-robotics.com/

About the company

NEURA Robotics is a German robotics company founded in 2019 by David Reger in Metzingen near Stuttgart. NEURA Robotics builds “cognitive robots” designed for safe, practical collaboration between humans and machines, and the company says key technologies like AI, control software, sensor tech, and mechanical components are developed in-house. The product line referenced publicly includes MAiRA, MiPA, and the humanoid 4NE1, alongside the Neuraverse ecosystem. NEURA Robotics also describes a 2025 scale-up phase tied to a €120m Series B and international expansion.

Locations and presence

NEURA Robotics is headquartered in the Metzingen and Riederich area near Stuttgart, combining offices with production, academy, logistics, and tech labs on-site. Hiring locations listed publicly include Metzingen, Munich, Bielefeld, Zurich, Detroit, and Ipoh, alongside broader “global expansion” messaging.

Palpable Score

64.0

/ 100

NEURA Robotics is unusually accessible for early-career candidates for a robotics scale-up because the live roles include multiple internships across core technical functions plus a small set of true junior titles. The score is held back by limited pay transparency in job ads and mixed public sentiment on workload and day-to-day sustainability, with little published evidence on early-career promotion and retention.

Pillar 1: Early-career access

Score

15.4

/ 20

The company lists multiple internship roles that map cleanly to 0–3 year entry, including AI Engineering Intern, Software Engineering Intern, Hardware Engineering Intern, Operations Intern, and CEO Office Intern.
NEURA Robotics advertises at least one genuine early-career “first full-time step” role, Junior Manager M&A, with an explicit 1–2 years of relevant experience requirement.
The company hires early-career talent across both engineering and corporate tracks, rather than limiting entry points to one “student lane.”

Pillar 2: Hiring fairness and transparency

Score

13.2

/ 20

The company publishes application expectations such as receiving initial feedback within a few days and scheduling interviews within the first two weeks.
NEURA Robotics includes a named contact person in job descriptions, and role pages outline concrete task lists and requirements (for example, deal support and data rooms for Junior Manager M&A).
The company has mixed public candidate feedback, with both “smooth multi-round” experiences and reports of unprofessional or confusing interviewer behaviour.

Pillar 3: Learning and support

Score

13.7

/ 20

The company states it supports growth using tools like a Udemy training platform and highlights modular training through an internal academy that also supports new team members.
NEURA Robotics builds day-to-day learning into technical environments, with internship descriptions referencing agile routines like daily stand-ups, sprint planning, and reviews, plus cross-functional collaboration.
The company does not publish a repeatable early-career support model (formal ramp plan, buddy system, review cadence) in a way that can be checked role-by-role.

Pillar 4: Pay fairness and stability

Score

11.3

/ 20

The company advertises stability basics such as 30 days of vacation, flexible working hours, and “competitive” compensation language across the careers site.
NEURA Robotics does not consistently publish salary ranges in the live job ads reviewed, which increases negotiation burden for juniors.
The company has public pay submissions indicating wide variation by role and only mid-range satisfaction with compensation, which keeps this pillar out of the top tier.

Pillar 5: Early-career outcomes

Score

10.4

/ 20

The company has public employee sentiment that is mixed, with strong “interesting work” signals but weak signals on work-life balance and internal communication.
NEURA Robotics includes early-career proof points in its own materials, such as a junior project manager describing an easy team ramp and being embedded with engineers on new technology work.
The company’s LinkedIn-scale growth and multi-country hiring footprint are clear, but public data on junior retention, intern conversion, and promotion timelines is not published, which caps outcome confidence.