Berlin – October 30, 2026 -- Digital procurement provider FACTUREE has raised its headcount from 53 in 2025 to 62 so far in 2026 and scored an employee Net Promoter Score (eNPS) of +42.4, as it was named one of Berlin's best employers for 2026.
The award comes from a study by the daily Tagesspiegel and the Sozialwissenschaftliches Institut Schad. It assessed working-time models, health protection, additional benefits, equal opportunity and development options.
FACTUREE hires to expand personal customer support alongside its platform
The Berlin company, founded in 2017, gives industrial customers access to a network of more than 2,000 manufacturing partners for custom-made drawing parts. More than 30,000 customers now use the service. FACTUREE is developing the platform further, including with AI, while expanding personal customer support, which requires additional skilled staff.
Anonymous 2026 survey rates transparency at 4.92 out of 5
In the anonymous employee survey, staff rated their understanding of how their work contributes to company success at 4.92 out of a maximum 5 points. The meaningfulness of their work scored 4.75.
The company's no-blame error culture reached 4.42 points, and trust within teams 4.50. The eNPS of +42.4, measured on a scale from -100 to +100, shows that promoters clearly outnumber detractors.
Start-up structures stay, formal roles and planning are added
FACTUREE has kept flat hierarchies, short decision paths and open communication from its start-up phase. It has added defined roles and goals, plus systematic capacity and substitution planning. Head of People and Culture Richard Schentke describes the balance between growth and agility as a juggling act: larger companies need more structure, yet the company wants to preserve trust and personal responsibility.
Hybrid model serves a workforce from 13 nations
FACTUREE offers flextime, trust-based working hours and a home-office option. Employees can also work temporarily from abroad, which matters for a workforce drawn from 13 nations.
The company is developing a transparent career-level model to define advancement paths and offers individual training. To maintain cohesion across individual work arrangements, it cooks free fresh lunches daily at the office and holds regular team events, where management also briefs staff on business performance and upcoming changes.