Storebox runs a digital self-storage network with 24/7 access, positioned around central city locations and online booking. Storebox also sells “urban logistics” services for business customers, including parcel and locker-style logistics solutions alongside storage. The company operates through a mix of directly managed sites and a franchising model. Public company materials describe rapid expansion across multiple European countries.
Locations and presence
Storebox lists headquarters in Vienna and a presence in cities across Austria, Germany, the Netherlands, Belgium, Luxembourg, and Switzerland. Public profiles also show an office address in Berlin alongside the Vienna base.
Palpable Score
63.1
/ 100
Storebox provides a candidate-friendly hiring flow with clear steps, timelines, and a practical use-case stage, plus concrete onboarding and training support that can work well for early-career hires. The score is held back by limited evidence of consistent junior-level openings across functions and by thin public proof of early-career progression and pay transparency.
Pillar 1: Early-career access
Score
12.0
/ 20
The company has publicly listed roles tagged at entry level in customer and partner-facing teams, which creates at least some “first proper job” access beyond internships.
Storebox’s current visible openings lean more mid-to-senior in areas like marketing, which makes recurring 0–3 year hiring harder to confirm across teams.
The company offers internships via direct outreach, but the lack of a consistently advertised internship pipeline limits predictable entry-level routes.
Pillar 2: Hiring fairness and transparency
Score
16.5
/ 20
The company sets expectations on speed and structure, including first feedback within 10 days and a defined sequence of calls and interviews.
Storebox describes a face-to-face stage that “usually includes a use case,” which signals role-relevant evaluation rather than vague culture-only screening.
The company invites unsolicited applications and explains how re-applications work, which is a practical transparency signal for early-career applicants.
Pillar 3: Learning and support
Score
14.8
/ 20
The company states onboarding runs for several weeks and covers both role and social integration through a buddy program.
Storebox lists an annual training budget of up to EUR 1,000 per employee, discussed in development talks, which supports continuous learning for juniors.
The company describes feedback sessions and individual training, but does not lay out the day-to-day coaching cadence (1:1 rhythm, shadowing, pairing) by role, which caps confidence.
Pillar 4: Pay fairness and stability
Score
11.0
/ 20
The company lists tangible benefits (hybrid model, flexible hours, lunch discounts, mobility or health-focused benefits), which supports baseline stability.
Storebox does not consistently publish salary ranges on the careers site for open roles, limiting early-career ability to judge pay fairness before applying.
The company has some employee feedback pointing to weaker office benefits and equipment, which adds mild downside signal on the overall package.
Pillar 5: Early-career outcomes
Score
8.8
/ 20
The company does not publish early-career outcomes such as promotion timelines, internal mobility examples, or 12–24 month retention figures, so progression is hard to verify.
Storebox has a small public sample of employee sentiment that is generally positive on team environment and hierarchy, but the sample size is too limited to infer early-career consistency.
The company’s repeat hiring for customer and partner-facing roles suggests ongoing team build-out, but public proof of juniors stepping up into larger scopes is still missing.
