Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.sipearl.com

About the company

SiPearl designs high-performance, low-power processors for European supercomputing and AI use cases, with the “Rhea” CPU as the flagship program. The company works closely with the EuroHPC ecosystem and positions the work around European technological sovereignty in semiconductors. Public materials show a fabless model with multiple European R&D sites and a heavy engineering mix across hardware and low-level software. Hiring spans microelectronics, verification, and platform-facing roles like field application engineering.

Locations and presence

SiPearl lists Maisons-Laffitte as headquarters, with additional sites across France including Grenoble, Massy, and Sophia Antipolis. Public company material also references presence in Spain (Barcelona), Italy (Bologna), and Germany (Duisburg).

Palpable Score

58.1

/ 100

SiPearl is one of the clearer deeptech semiconductor employers on process and benefits in public job ads, and the company also shows real student-entry routes. The score is held back by limited always-on 0–3 year roles, no published salary ranges, and mixed third-party signals on workload and the day-to-day learning environment.

Pillar 1: Early-career access

Score

10.7

/ 20

The company publicly posts internships such as “[STAGE] – Interconnect design” in Grenoble, with a defined scope and student-oriented framing.
SiPearl’s public employer content states a high internship-to-permanent conversion rate (“92% de stages converties en CDI”), which is a strong “entry path to full-time” signal.
The company’s live job list is dominated by senior roles like “Senior verification engineer” and “Field Application Engineer” with 7–10+ years requirements, so early-career access is real but not consistently available.

Pillar 2: Hiring fairness and transparency

Score

15.5

/ 20

The company publishes a step-by-step recruitment flow in multiple postings, including a 30-minute discovery call, two technical interviews, and a closing HRBP conversation.
SiPearl includes an AssessFirst personality test in the standard process, which is transparent but adds candidate burden without public detail on how results are used.
The company’s careers privacy policy lays out how candidate data is collected, stored, and requested or deleted, which is unusually concrete for early-career applicants.

Pillar 3: Learning and support

Score

11.2

/ 20

The company’s internship posting explicitly says the intern is supervised by experienced engineers and lists “apports pédagogiques” like exposure to RTL, synthesis, and P&R flows.
SiPearl’s role templates include “technical, linguistic and personal development training”, plus recurring internal events like hackathons and quarterly kick-offs that can support learning loops.
The company has no public onboarding plan, mentoring structure, or manager cadence described for junior hires, and some employee feedback frames the learning environment as narrower than expected.

Pillar 4: Pay fairness and stability

Score

11.7

/ 20

The company publishes concrete benefits in job ads such as meal vouchers, health insurance contribution levels, BSPCE equity, and a hybrid model with two remote days per week.
SiPearl’s careers page adds a mental health benefit (moka.care) and an EU-wide remote-work week policy, which are practical stability supports for early-career staff.
The company does not publish salary ranges, and some third-party feedback mentions pay concerns, so pay fairness can’t be verified beyond the benefits list.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has a specific outcome metric in public employer content: “92%” of internships converting to permanent contracts (CDI), which is a meaningful early-career outcome when true in practice.
SiPearl’s LinkedIn footprint and multi-site structure show scale, but there is no public, role-level progression story for junior engineers or apprentices that can be checked.
The company has a small set of recent employee reviews that include concerns about overtime and execution issues, which raises retention risk signals but is not a large enough sample to generalize.