Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.orasio.com

About the company

Orasio builds AI for video intelligence, aiming to detect incidents in real time and help teams investigate video faster after the fact. The company positions the product for public safety, critical infrastructure, and defense use cases, with an emphasis on EU data sovereignty and compliance. Orasio presents the technology as deployable into existing camera and VMS environments, rather than requiring a full rip-and-replace. Public updates also frame Orasio as a young company founded in 2025 and scaling early deployments across Europe.

Locations and presence

Orasio lists Paris, Île-de-France as the headquarters, with a specific Paris office address on the public company profile. Hiring is advertised as Paris-based with hybrid flexibility for several roles.

Palpable Score

46.7

/ 100

Orasio is hiring a small number of roles and most are written for experienced candidates, so graduate entry points are limited right now. The hiring setup looks structured and the job ads are detailed, but the company shares very little public evidence on early-career pay clarity, onboarding support, or junior progression outcomes, which caps the score.

Pillar 1: Early-career access

Score

6.5

/ 20

The company’s current openings are mostly 5+ years profiles (Backend Software Engineer, Senior Software Engineer, and Chief of Staff), which reduces entry-level access.
Orasio has one role explicitly pitched at earlier experience bands, with the Direct Sales Representative listing calling for 1–3 years and “training provided” on compliance.
The company does not show internships, apprenticeships, working-student roles, or recurring junior titles in the live hiring set.

Pillar 2: Hiring fairness and transparency

Score

13.2

/ 20

The company runs hiring through a consistent ATS flow (Lever) with clear role pages and a standard application path.
Orasio writes unusually specific scopes in postings, such as named video protocols and VMS integrations for backend work, which reduces ambiguity for candidates.
The company does not publish interview stages, timelines, or assessment expectations in the job ads, so applicants cannot easily judge the burden before applying.

Pillar 3: Learning and support

Score

9.0

/ 20

The company signals some on-the-job learning in sales by explicitly stating training on public-sector compliance topics.
Orasio frames several roles as working in a small, cross-functional team (ML, platform, full-stack collaboration), which can create frequent senior feedback loops in practice.
The company does not spell out onboarding, mentoring, pairing, or a first-90-days ramp in the live job descriptions, so support signals remain implicit.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company includes stock options and long-term growth language across multiple postings, which is a meaningful stability signal for early hires.
Orasio does not publish salary ranges for any of the visible roles, which makes pay fairness hard to assess for early-career applicants.
The company’s public role pages are light on benefits detail (health coverage, pensions, family leave), which limits confidence about total compensation.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has external momentum signals through a publicly reported €16m seed round, which supports runway but does not speak to junior outcomes.
Orasio shares deployment-style updates and field experimentation results publicly, which suggests real production exposure for hires, but not whether juniors are supported through that intensity.
The company’s public footprint lacks early-career outcome data such as intern-to-offer conversion, promotion timelines, and 12–24 month retention, and LinkedIn employee information is too limited to infer progression patterns.