Company details

HEADCOUNT

25-99

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.rencore.com/

About the company

Rencore is a Munich-based B2B software company that builds governance tooling for Microsoft 365, including Teams, SharePoint, OneDrive, Power Platform, and Copilot and agent governance. Rencore was founded in 2013 (originally in Sweden) and later built the company around Munich as the main base. In late 2025, Rencore announced a Series A extension taking total Series A funding to USD 15 million to support international expansion, including North America. The company sells to large enterprises that need visibility, policy controls, and lifecycle management across fast-growing M365 environments.

Locations and presence

Rencore lists Munich as the headquarters and hires for Munich-based roles alongside remote options. Current job postings include remote roles in the UK as well as hybrid or office-linked roles in Munich, which fits a remote-first operating model with a physical hub.

Palpable Score

56.7

/ 100

Rencore offers a credible early-career entry point through a working-student role and runs hiring through a consistent ATS with clear role write-ups. The score is held back by limited pay transparency and thin public evidence on early-career progression outcomes beyond a small number of employee reviews.

Pillar 1: Early-career access

Score

9.0

/ 20

The company is actively hiring a Working Student (Digital) Marketing role, which is a direct early-career route rather than a “3+ years required” backdoor.
Rencore’s current open roles skew commercial and senior-leaning (multiple Account Executive roles plus a Sales Ops manager), which narrows 0–3 year access across functions.
The company offers an “initiative application” route, but the pathway is not framed around junior conversion or trainee-style entry, so early-career access still looks occasional.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company runs applications through a single ATS and publishes a data privacy statement, which supports a predictable application flow.
Rencore job descriptions are specific about responsibilities and day-to-day expectations (for example, SDR responsibilities tied to pipeline KPIs and HubSpot use), which helps candidates self-select fairly.
The company does not publish salary ranges on the roles reviewed, so candidates have less information up front when comparing offers.

Pillar 3: Learning and support

Score

14.0

/ 20

The company lists a professional development budget and frames learning as part of the offer, which is a practical support lever for early-career hires.
Rencore’s Working Student posting is written like a real learning role, with exposure across marketing channels (events, content, social, SEO) and flexible hours around university schedules.
The company does not publicly spell out mentoring, 1:1 cadence, or a structured ramp plan in the role descriptions reviewed, so ongoing coaching is hard to verify.

Pillar 4: Pay fairness and stability

Score

10.7

/ 20

The company advertises stability perks that matter early on, including flexible work hours, remote-first options, and choice of laptop.
Rencore highlights time-off benefits like unlimited vacation, paid birthday leave, and workation options, which are attractive but don’t replace pay clarity.
The company relies on “competitive compensation” language in postings reviewed, and missing salary ranges caps confidence in pay fairness.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has a small set of employee reviews that include long-tenure comments and positive notes about flexibility and growth, but the sample is too thin to treat as reliable early-career retention evidence.
Rencore shows repeat hiring for junior-adjacent entry points like working-student roles alongside a wider set of commercial roles, which suggests some sustained hiring motion rather than one-off junior recruitment.
The company’s LinkedIn size band indicates a meaningful team scale, but public proof of junior progression (promotions, level changes over 12–24 months, intern-to-full-time conversion) is not readily available.