Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Food & Ag

WEBSITE

http://www.xfarm.ag/

About the company

xFarm Technologies builds farm management software plus connected devices and data services for the agri-food supply chain. The company positions the platform around day-to-day field operations, traceability, analytics, and sustainability reporting, with customers ranging from individual farms to agribusiness supply chains. xFarm Technologies also markets itself as a B Corp and highlights information security credentials (ISO/IEC 27001). Public materials describe a company founded in 2017 with roots in farmers building tooling for their own needs.

Locations and presence

xFarm Technologies lists headquarters in Manno (Canton Ticino, Switzerland) and has a registered presence in Italy, including Milan and other Italian locations. Public company pages also describe a distributed team across many countries, suggesting a cross-border operating model.

Palpable Score

54.6

/ 100

xFarm Technologies has real early-career openings, including roles capped at 1–2 years’ experience, and the company talks concretely about development and equity participation. The score is held back by thin salary transparency and mixed public signals on compensation and structure.

Pillar 1: Early-career access

Score

11.0

/ 20

The company has hired for a Product Owner role explicitly targeted at 1–2 years of experience, with senior applicants screened out.
xFarm Technologies is publicly associated with working-student style roles (for example, engineering working-student listings appearing in external aggregators), which suggests some recurring early-career access beyond internships.
The company’s own “Work with us” content describes teams and functions but does not publish a clear, always-on list of junior roles, so early-career access looks present but not consistently easy to find.

Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company has public interview accounts describing structured multi-step processes for finance and engineering roles, which is better than a single ad hoc call.
xFarm Technologies has at least one interview account where salary discussions felt awkward and the pay was described as below market, which is a fairness risk for early-career candidates.
The company does not consistently publish salary ranges in the role evidence available, which limits transparency at the point where graduates need to compare offers.

Pillar 3: Learning and support

Score

12.5

/ 20

The company states that skills development is supported through training, professional development, and “customized growth programs,” plus an employee stock option plan that includes non-senior staff.
xFarm Technologies describes product work inside Agile “tribes,” which can be a strong learning setup when juniors get clear ownership and regular feedback loops.
The company has an employee review noting that projects can feel unstructured, which suggests learning quality may depend heavily on team and manager rather than a reliable company-wide ramp.

Pillar 4: Pay fairness and stability

Score

9.8

/ 20

The company offers an employee stock option plan, which can improve total compensation if base pay is fair and terms are explained clearly.
xFarm Technologies has public interview feedback describing salary as low for the market, which is a direct downside for early-career financial stability.
The company has limited public pay-range transparency in role listings, and compensation signals rely heavily on small-sample third-party reporting.

Pillar 5: Early-career outcomes

Score

9.5

/ 20

The company has very limited employee-review volume, and the most detailed review mix is “good environment, many projects” alongside “not structured,” which points to uneven execution rather than clear early-career progression outcomes.
xFarm Technologies shows a scaling pattern through publicly reported funding rounds and growth claims, which can create opportunity, but this is not the same as showing junior promotions or retention over 12–24 months.
The company’s LinkedIn presence shows a substantial team size band and a broad set of locations, but public proof of early-career promotions, conversions, and retention is not readily visible.