Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.project-q.ai

About the company

Project Q is a German defense-tech software company building an “Internet of Defence” style data integration and fusion platform for security and defence users. The company’s product messaging focuses on fast data integration, interoperability, and decision support, alongside strong emphasis on data sovereignty and security. Public materials also show the company has been scaling leadership and fundraising since founding. The company presents itself as mission-driven and systems-focused rather than consumer or pure R&D.

Locations and presence

Project Q is headquartered in Munich, with an additional office presence in Berlin. The company appears primarily Germany-based with hiring and company communications centered there.

Palpable Score

28.8

/ 100

Project Q is headquartered in Munich, with an additional office presence in Berlin. The company appears primarily Germany-based with hiring and company communications centered there.

Pillar 1: Early-career access

Score

4.8

/ 20

The company’s public-facing site does not show a careers page or a stream of 0–3 years roles that a graduate could reliably target.
Project Q’s public hiring posts highlight roles like Team Assistant/Office Manager, IT Admin, and Operations Manager, which are not clearly framed as early-career entry points.
The company does not publicly show internship, working-student, or graduate conversion pathways, which limits accessible “first job” routes.

Pillar 2: Hiring fairness and transparency

Score

8.0

/ 20

The company routes applications via a general HR inbox in public hiring posts, which is simple but gives candidates little clarity on steps, timelines, or evaluation criteria.
Project Q does not publicly provide role scorecards, interview stages, or an application workflow on the main site, which reduces transparency for first-time applicants.
The company’s public materials do include clear contact points and role titles when hiring, which is better than silent or purely network-led recruiting.

Pillar 3: Learning and support

Score

5.0

/ 20

The company’s public job-related messaging does not spell out onboarding, mentoring, pairing, or structured feedback loops that matter most for 0–3 year hires.
Project Q’s public descriptions focus on mission and product capabilities rather than how junior team members are coached day-to-day.
The company does not publicly describe manager 1:1 cadence, progression frameworks, or training budgets, so learning support can’t be credited beyond baseline assumptions.

Pillar 4: Pay fairness and stability

Score

6.5

/ 20

The company’s publicly visible hiring materials do not show salary ranges, which caps confidence on pay fairness for early-career applicants.
Project Q uses permanent-role style titles in hiring posts (rather than repeated short internships), which usually signals more stability than “trial” contracting.
The company does not publicly explain equity basics, benefits, or probation expectations for junior-leaning candidates, so stability and fairness signals are incomplete.

Pillar 5: Early-career outcomes

Score

4.5

/ 20

The company does not publish early-career outcomes like promotion examples, levelling, or internal mobility stories, so progression can’t be verified.
Project Q does not provide public retention signals such as tenure patterns, alumni outcomes, or repeated junior cohorts across time.
The company’s public employee profile list exists, but it’s not enough on its own to confirm early-career advancement or sustained junior hiring without role-level history.