Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

https://www.sunriserobotics.co

About the company

Sunrise Robotics builds intelligent robotic cells for industrial manufacturing, aiming to make automation faster to deploy and more flexible for high-mix production. Public coverage describes a simulation-first approach where each deployment is trained in a virtual replica of the workstation before going live. Sunrise Robotics raised a reported $8.5m seed round in June 2025 to scale production of the first fleet and grow the team across Europe. The founders’ backgrounds are framed around prior robotics systems, large-scale software, and high-volume hardware delivery.

Locations and presence

Sunrise Robotics describes the company as pan-European, with regular team meetups at the headquarters in Ljubljana, Slovenia. Hiring is commonly listed as remote-friendly within CET ± 3 hours, with travel to HQ and customer sites for hardware work and deployments.

Palpable Score

48.1

/ 100

Sunrise Robotics has a couple of credible “first jobs in robotics” entry points via delivery-style engineering roles labelled entry level, but much of the open hiring is still written for senior specialists and team leads. The hiring experience looks structured through an ATS and clear role scopes, yet the company shares limited public detail on pay ranges, onboarding mechanics, and early-career progression outcomes.

Pillar 1: Early-career access

Score

8.3

/ 20

The company advertises a Robotics Delivery Engineer role marked “Entry level” on LinkedIn, which is a genuine early-career door in a robotics startup environment.
Sunrise Robotics also sets a clear experience bar in technical roles like AI Delivery Engineer (calling for production-grade systems experience), which pushes many graduate applicants out of scope.
The company’s visible hiring mix includes multiple senior roles and leads (for example AI Lead and senior simulation roles), so entry-level access is present but not the dominant pattern.

Pillar 2: Hiring fairness and transparency

Score

13.3

/ 20

The company runs hiring through an ATS (Ashby), which supports a repeatable application flow rather than inbox-based hiring.
Sunrise Robotics publishes unusually concrete “What you’ll do” sections in customer-facing engineering roles (deployment preparation, monitoring, incident response, remote support), which reduces ambiguity for candidates.
The company does not consistently publish interview stages, timelines, or task expectations alongside the roles, so candidates have limited upfront visibility into process burden.

Pillar 3: Learning and support

Score

10.0

/ 20

The company’s delivery roles are written for hands-on learning by working across simulation and real hardware, including deployment preparation in simulated environments and support once robots are live.
Sunrise Robotics positions several roles as embedded with multidisciplinary teams (AI, mechanical, electrical, robotics), which can create strong day-to-day learning through proximity to specialists.
The company rarely spells out concrete support structures for early-career hires, such as a first-30/60/90 ramp plan, mentoring ownership, pairing expectations, or feedback cadence.

Pillar 4: Pay fairness and stability

Score

9.5

/ 20

The company repeatedly states “competitive compensation, including equity” across role postings, which is a positive baseline signal for stability.
Sunrise Robotics does not publish consistent salary ranges on primary job listings, limiting pay fairness comparability for early-career candidates.
The company’s public materials are light on benefits specifics (health, pension, leave policies), which makes total compensation harder to assess from the outside.

Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company has business-stability signals through a publicly reported seed round and messaging about scaling the first fleet, which increases the odds that early hires see projects through a full cycle.
Sunrise Robotics has public claims of robots running in real factories and a focus on production uptime in delivery roles, which suggests early hires can get real-world operating exposure rather than lab-only work.
The company does not provide public early-career outcome evidence such as intern-to-offer conversion, junior promotion examples, or 12–24 month retention patterns, which caps this pillar.