Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.tacto.ai

About the company

Tacto builds an AI-driven procurement platform for industrial mid-sized companies, aiming to replace spreadsheet-led supplier and purchasing work with a system of record plus automation. The product positioning centres on linking ERP purchasing data with external market signals to surface savings, risks, and compliance work. Tacto was founded in 2020 and is headquartered in Munich. The company has raised institutional funding (including a larger round announced in December 2023) and continues to hire across customer-facing, product, and engineering roles.

Locations and presence

Tacto is Munich-based and most roles are listed as in-office in Munich with a strong office culture expectation (often four days per week). Hiring appears primarily Germany-focused, with German-language requirements in several customer-facing roles.

Palpable Score

76.7

/ 100

Tacto is one of the clearer startup employers for early-career candidates because the company runs named fast-track programs with explicit coaching, milestones, and promotion timelines. The score is held back mostly by outcomes proof: public materials are heavy on structured promises and lighter on verified early-career progression and retention data.

Pillar 1: Early-career access

Score

16.3

/ 20

The company hires true entry-level talent through a graduate fast-track role, “Customer Value Associate – Tacto Pioneer Program,” explicitly labelled entry level.
Tacto runs multiple student and internship routes, including Strategy Intern and Data Automation Intern, plus an “Entrepreneur in Residence Intern” track.
The company still hires plenty of senior talent (for example senior product and engineering roles), so early-career access is strong but not the majority of openings.

Pillar 2: Hiring fairness and transparency

Score

15.8

/ 20

The company spells out a concrete interview flow for early-career commercial roles, including 30-minute screens and an onsite case interview with a stated duration.
Tacto sets clear expectations on what “good” looks like in its programs by using explicit milestones and time-bound promotion gates (for example “become a Customer Value Manager within 6 months” if milestones are met).
The company relies on case studies for multiple tracks, but public postings do not consistently explain how candidates are evaluated or what preparation time is expected.

Pillar 3: Learning and support

Score

17.8

/ 20

The company builds hands-on learning into the Pioneer Program with daily shadowing and debriefs, a weekly learning journal, and a personal development plan with 1:1 mentorship.
Tacto structures the first six months with a bootcamp and rotations, including time embedded with Product Management and Business Development alongside customer-facing delivery.
The company offers a separate junior commercial ramp (Blaze) that includes weekly 1:1 coaching, deal reviews, an external mentor, and buddies across customer-facing teams.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company lists stability-oriented benefits like 26 vacation days plus fixed company rest days, pension contributions, and a childcare (KITA) subsidy.
Tacto includes “meaningful equity stake” language in role postings and repeats that pay is competitive, which helps signal permanence even when salary bands are not shown.
The company does not consistently publish salary ranges, so early-career candidates still have to rely on later-stage conversations or external benchmarks to judge pay fairness.

Pillar 5: Early-career outcomes

Score

11.8

/ 20

The company promises time-bound promotions in multiple tracks (for example Customer Value Associate to Customer Value Manager in six months, and a sales program that converts to full-cycle AE), but public proof of how often that happens is not published.
Tacto has a meaningful volume of public employee feedback (over 20 reviews) with a majority recommendation rate, which is a positive signal but not early-career specific.
The company’s repeat hiring of interns and junior programmes suggests ongoing intake, yet the company does not publish conversion rates, retention over 12–24 months, or early-career promotion examples.