Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.osapiens.com/

About the company

osapiens builds B2B software for sustainability, compliance, and supply chain transparency, centered on the osapiens HUB platform. osapiens was founded in 2018 and is headquartered in Mannheim, Germany. Public company materials describe more than 2,400 customers worldwide and a footprint across multiple European and international offices. Recent coverage also frames osapiens as reaching unicorn status following a large growth round.

Locations and presence

osapiens lists Mannheim as headquarters and names offices across Germany and several European cities, plus a US presence. Hiring pages also reference hybrid work and modern workplaces across key hubs like Mannheim, Berlin, Cologne, Madrid, and Ingolstadt.

Palpable Score

67.3

/ 100

osapiens offers real entry points through working-student roles, internships, and an explicit openness to apprenticeships and dual study options, which keeps the early-career access score healthy for a fast-growing scale-up. The score is held back by mixed public interview feedback and uneven signals on compensation competitiveness and promotion pathways.

Pillar 1: Early-career access

Score

15.0

/ 20

The company advertises multiple working-student roles on the official jobs site, including Sales Excellence & Automation with hybrid setup and stated hourly pay.
osapiens publicly states that apprenticeships and dual study programmes are available via the careers team, which widens the entry funnel beyond standard full-time hires.
The company shows internship-style routes into technical work too, such as an Intern or Working Student AI Engineer listing with “0 years” minimum experience.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company sets expectations on timing and comms in the careers FAQ, including confirmation of receipt and a stated window of up to two weeks for feedback.
osapiens has mixed interview accounts, with some candidates describing clear stages and professional conversations, and others describing long processes with case studies and frustrating follow-through.
The company mentions at least one in-person office visit during the process for many roles, which can be a good transparency step, but it increases time burden if the process stretches.

Pillar 3: Learning and support

Score

15.3

/ 20

The company lists structured-environment signals like flexible hours, hybrid work options, modern equipment, and regular health events, which tend to support early ramp.
osapiens has a working-student sales program description that includes weekly syncs with experienced sales teammates, which reads like deliberate coaching rather than sink-or-swim.
The company links early-career roles to an “osapiens Academy” fast-track framing in at least one working-student Go-to-Market program, including positioning as a springboard to a potential full-time role.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company publishes employer-provided pay for at least one working-student role (€17 to €22 per hour), which is a meaningful transparency signal for early-career candidates.
osapiens does not consistently publish salary ranges across permanent roles on the official postings surfaced here, which limits a fair pay assessment for graduates comparing offers.
The company has mixed third-party pay sentiment, including claims of below-market compensation in some reviews alongside employer-provided hourly ranges and salary benchmarks in third-party salary pages.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has public employee feedback that praises team culture for working students, which is a positive early-career retention signal, but the sample size is small.
osapiens also has public employee feedback that advancement can be difficult and promotions limited in some functions, which weakens confidence in consistent early-career progression.
The company runs repeat early-career hiring through multiple working-student and internship postings, but osapiens does not publish conversion rates, promotion timelines, or 12–24 month retention outcomes for junior cohorts.

Useful links & resources

osapiens Careers (overview and FAQ)osapiens Jobs Portal (live roles)Working Student: Sales Excellence & Automation (with pay shown)