Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.sensmore.ai

About the company

Sensmore is a robotics startup building “Physical AI” for off-highway heavy machinery, targeting sectors like mining and construction. The company sells a full-system approach that combines retrofitted hardware with proprietary AI software to automate real production tasks such as load-and-carry. Public materials also describe Vision-Language-Action Models as part of the autonomy stack. The company has publicly announced a $7.3M funding round led by a well-known European VC.

Locations and presence

Sensmore is Berlin and Potsdam-based, with a registered Berlin address and a listed Potsdam R&D hub. Hiring is centered in Germany with roles repeatedly posted across Berlin and Potsdam.

Palpable Score

40.6

/ 100

Sensmore is more open to early-career talent than many robotics startups because internships and working-student routes exist alongside full-time engineering hiring. The score is held back by thin public detail on interview structure, onboarding, pay ranges, and early-career progression outcomes.

Pillar 1: Early-career access

Score

11.0

/ 20

The company advertises an “Internship / MS thesis – Robotics Engineer (VLM / VLA Models)” role, which is a clear entry point for students and new grads.
Sensmore lists a “Working Student - Mechatronics Assembly Technician (20 hrs)” role, which is another practical early-career access route.
The company’s core full-time roles like Data Engineer / ML Ops and State Estimation Engineer are commonly framed with prior experience expectations, so most non-student pathways look mid-level.

Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company routes candidates through a structured job application portal rather than informal “email us” hiring.
Sensmore’s public role write-ups include concrete scope in areas like multi-sensor fusion, estimator robustness, and on-machine deployment, which helps candidates self-assess fit.
The company does not publicly publish interview stages, take-home boundaries, or decision timelines, so early-career applicants can’t gauge the process load up front.

Pillar 3: Learning and support

Score

7.0

/ 20

The company’s student pathways (internship and working-student roles) imply at least some day-to-day supervision, but public postings don’t spell out coaching mechanics.
Sensmore’s engineering roles include field testing and on-machine debugging, which can be high learning, but that learning may be sink-or-swim without an explicit ramp plan.
The company does not publicly commit to onboarding plans, mentorship, or manager 1:1 cadence, which caps confidence on consistent support for first-job hires.

Pillar 4: Pay fairness and stability

Score

8.3

/ 20

The company’s public “life at” materials mention benefits like an Urban Sports Club membership and office support (breakfast and drinks), which are modest but real.
Sensmore’s public fundraising announcement signals financial backing that can reduce short-term employment instability risk compared with unfunded projects.
The company does not publish salary ranges or an equity explainer for junior hires, so pay fairness can’t be assessed beyond basic benefits.

Pillar 5: Early-career outcomes

Score

4.3

/ 20

The company has little publicly available employee feedback and no visible review volume, which limits any read on early-career retention.
Sensmore does not publish promotion examples, levelling, or internal mobility stories that would show how junior hires grow after joining.
The company’s publicly visible team footprint is small enough that outcomes are hard to generalize, and there is no public alumni or tenure pattern write-up for early-career staff.