Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.partex.ai/

About the company

Partex markets an AI-powered platform focused on drug discovery and development, positioning the product around speeding up therapeutic asset identification and licensing decisions. The company highlights large-scale clinical-development and real-world data context and sells an “Asset Exchange” style workflow for iterative matching. Public-facing materials emphasise life sciences use cases and partnerships, including a recent pilot collaboration post with Bayer. Partex also presents itself as a multi-discipline group spanning AI, data, and life sciences.

Locations and presence

Partex lists headquarters in Eschborn, Hessen (Germany) on the LinkedIn company profile. The public footprint also shows international business-development activity through regional leadership posts and event attendance outside Europe.

Palpable Score

32.0

/ 100

Partex is hard to score well for early-career talent because the company does not publish actual open roles or entry-level requirements, only a “talent pool” email. Where independent signals exist, they are too thin and mixed to support a strong view on support, pay fairness, or early-career outcomes.

Pillar 1: Early-career access

Score

4.7

/ 20

The company’s careers page does not list openings and instead asks candidates to join a talent pool via email, which blocks reliable access to 0–3 year roles.
Partex does not show internship, graduate, apprentice, or “Junior/Associate/Analyst” routes on the main careers surface that a student can track.
The company provides no public role examples with “0–2 years” or “no experience required” language to evidence repeat early-career hiring.

Pillar 2: Hiring fairness and transparency

Score

8.6

/ 20

The company offers a single, clear contact channel for careers (a dedicated careers email), which is better than informal social-only hiring.
Partex does not publish interview stages, expected timelines, assessment types, or what feedback candidates should expect after applying.
The company has at least one public employee review describing “anarchy” and warning about stability, which is a fairness and process risk signal for candidates.

Pillar 3: Learning and support

Score

6.4

/ 20

The company’s public careers content talks about “professional growth and development” and work-life balance, but does not describe onboarding or coaching mechanics.
Partex does not provide job-level learning signals such as 30-60-90 ramp plans, buddying, pairing, or a review cadence that early-career hires can rely on.
The company has public employee feedback asking for paid training, which suggests learning support may be inconsistent in practice.

Pillar 4: Pay fairness and stability

Score

7.2

/ 20

The company does not publish salary ranges or compensation bands on the careers page, which caps confidence on pay fairness for early-career applicants.
Partex publicly claims “competitive compensation” in careers messaging, but without ranges, benefits specifics, or role examples this is not verifiable.
The company has at least one public employee review alleging toxic conditions, which is a stability risk signal even though the sample is small.

Pillar 5: Early-career outcomes

Score

5.1

/ 20

The company’s LinkedIn profile shows a mid-sized organisation, but public evidence of junior promotion patterns or internal mobility over 12–24 months is not visible.
Partex has limited independent employee review volume tied clearly to this specific employer entity, so retention, manager quality, and progression outcomes are hard to validate.
The company does not publish outcome proof such as “intern to full-time” conversion rates, promotion timelines, or early-career case studies.