Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.qdrant.tech

About the company

Qdrant builds an open-source vector database (written in Rust) used for vector similarity search, semantic search, recommendations, and RAG-style AI applications. The company sells both open-source and managed cloud offerings, and a lot of the public positioning is around performance, correctness, and transparency. Qdrant recruits across core engineering, customer-facing technical roles, and developer relations, with a heavy remote-first posture. Qdrant also runs community programs, including a Summer of Code-style internship initiative.

Locations and presence

Qdrant lists Berlin as headquarters, while hiring roles are largely remote across Europe and the US, plus country-specific roles such as India for customer delivery. Public profiles describe the team as international and remote-first rather than tied to a single office footprint.

Palpable Score

50.5

/ 100

Qdrant has some real early-career surface area through a Summer of Code internship program and “career accelerator” framing in DevRel, but most open roles target experienced hires. Hiring and pay transparency are uneven, and publicly visible outcome signals are mixed, including both positive work-life balance notes and serious churn claims in reviews.

Pillar 1: Early-career access

Score

7.0

/ 20

The company ran a Qdrant Summer of Code (QSoC) internship program and publicly announced interns and projects (Rust-to-WASM UI work and ONNX model support).
Qdrant’s current open roles on the main careers hub skew toward experienced requirements, including “2+ years” and “3+ years” minimums in customer-facing technical roles.
The company offers a “Spontaneous Application” route, but there are no consistent “Junior/Associate” or graduate-labelled openings visible on the primary job list.

Pillar 2: Hiring fairness and transparency

Score

11.2

/ 20

The company’s role pages on JOIN are scannable and specific on day-to-day tasks (for example benchmark design, reproducible tooling, and fair competitor comparisons for the Benchmark Engineer role).
Qdrant’s interview feedback includes a defined sequence in at least one candidate report: recruiter call, hiring manager interview, take-home challenge, then a panel with engineering managers.
The company also has public interview complaints about unclear scheduling and “gotcha” style questioning, which pulls down fairness even if the process is time-bounded.

Pillar 3: Learning and support

Score

12.0

/ 20

The company invests in early-career work via QSoC projects that ship into real product surfaces, rather than “shadow-only” internships.
Qdrant explicitly frames the Developer Relations Engineer role as a “high-velocity career accelerator,” including support for conference speaking, publishing, and direct roadmap influence.
The company does not publish junior onboarding plans, mentoring cadence, or progression levels on the main careers hub, so learning support is more role-specific than system-wide.

Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company advertises stability-oriented benefits across public job pages, including remote-first setup, paid leave, hardware budget or “choose any hardware,” and regular team offsites.
Qdrant regularly uses “competitive salary” and “substantial equity” language, but most postings do not include salary ranges, which limits pay comparability for early-career applicants.
The company has some external compensation benchmarks available, but they’re thin enough that candidates will still need to negotiate without clear role-level bands.

Pillar 5: Early-career outcomes

Score

8.5

/ 20

The company has a small Glassdoor review base with mixed signals, including a “would recommend” majority and a recent review calling out good work-life balance.
Qdrant also has a highly negative review claiming repeated short-tenure churn across multiple functions, which is a direct risk signal for early-career stability even if the sample size is small.
The company’s LinkedIn footprint points to a team size that should allow some internal mobility, but public sources don’t yet show repeat junior cohorts or clear junior-to-mid promotion patterns.