Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.prewave.com/

About the company

Prewave builds AI software for supply chain risk intelligence, covering areas like monitoring and alerting, supplier mapping, and compliance use cases. The company markets the product as helping organisations spot disruptions and sustainability risks across many languages and data sources. Prewave highlights enterprise customers in public hiring materials (for example BMW, PwC, Porsche, and others). Public company profiles describe Prewave as a Technical University of Vienna spin-off founded in 2017.

Locations and presence

Prewave is headquartered in Vienna, with public references to additional hubs and an office presence in Paris. Prewave hiring pages also describe a hybrid working model, with roles that can be Vienna-based and, in some cases, remote or multi-location.

Palpable Score

58.0

/ 100

Prewave is a solid option for early-career candidates who can start at “first rung” commercial or operations roles, because the company posts several roles with 0–2-ish entry points and includes minimum salary floors and benefits. The score stays mid-pack because most openings are still senior, and public evidence on early-career progression and retention is mixed and limited.

Pillar 1: Early-career access

Score

11.0

/ 20

The company is currently hiring for roles like Business Development Representative (German-speaking) with “1+ years” experience, which is a realistic early-career entry point.
Prewave lists a Technical Operations Specialist role that focuses on platform configuration, data operations, documentation, and troubleshooting, with requirements framed around skills (Excel, SQL willingness) rather than years-in-seat.
The company’s wider open roles skew senior (for example Senior FP&A Analyst requiring 5+ years and UI/UX Engineer requiring 5+ years), so early-career access exists but is not broad across functions.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company’s Personio job descriptions are concrete about day-to-day responsibilities, tools, and expectations (for example prospecting channels for BDR, and implementation plus data operations for Technical Operations Specialist).
Prewave includes legally required minimum salary figures tied to Austria’s collective agreement, plus clear “actual pay depends on qualifications” language, which reduces compensation ambiguity at application time.
The company has mixed interview experience signals on Glassdoor, including reports of long wait times after later-stage interviews, and Prewave does not publish a clear stage-by-stage hiring timeline on the careers site.

Pillar 3: Learning and support

Score

13.0

/ 20

The company explicitly lists training and development in job ads, including company-wide German and soft-skills training and manager-led development discussions.
Prewave’s benefits and workplace notes include support elements that matter early on (hybrid model, workplace psychologist, health initiatives like shiatsu and check-ups), which can make ramping less punishing in a scale-up setting.
The company does not publicly lay out a structured early-career learning system (buddy program, ramp plan by week, promotion criteria by level), so coaching quality likely varies by team and manager.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company states minimum monthly gross salaries for roles in Austria (for example the BDR and Technical Operations Specialist postings), which is better than leaving pay fully opaque.
Prewave hires into permanent, full-time roles in the postings reviewed, which is a stability plus for early-career candidates compared with repeated short contracts.
The company does not publish salary ranges or equity explanations for junior hires, so candidates still need to negotiate without strong market anchors.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has mixed public sentiment on Glassdoor, including reviews citing frequent reorganisation and weaker scores in “career opportunities” and “senior management,” which are direct early-career outcome risks.
Prewave’s visible scale (hundreds of employees on public profiles and “230+ team members” on the careers page) suggests there should be internal mobility, but Prewave does not publish promotion pathways or early-career retention outcomes.
The company’s LinkedIn footprint shows an established team size and ongoing hiring, but public profiles do not provide enough consistent, verifiable junior-to-mid progression patterns to score this pillar higher.

Useful links & resources

Prewave careers page (culture, benefits)Prewave open roles (Personio job board)Prewave on LinkedIn (company size and updates)