The restaurant industry runs on fragmented software, disconnected workflows, and constant operational chaos. Restaurant owners don't want another tool to learn. They want the work done. So we're building allO: the first AI-native operating system for restaurants.
We just closed a $14M Series A led by Zigg Capital, with LifeX Ventures, Aperture Capital, Wecken & Cie., 20VC, and Keen Venture Partners. More than 1,000 restaurant locations across Germany already run on allO, with 6x location growth and 3.5x revenue year over year. We're a fast-moving team of 15+ nationalities, flat by design and founder-led. The restaurant industry is entering a new era. Join us and help build it - WE ARE HIRING IN SALES, SDR, SUPPORT, PRODUCT, AND MORE. Apply at https://allotechnology.careers.hibob.com/jobs.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 23 Mitarbeiter:innen bestätigt.
Mitarbeiter-Events
Homeoffice
Hund erlaubt
Internetnutzung
Diensthandy
Flexible Arbeitszeiten
Gute Verkehrsanbindung
Rabatte
Parkplatz
Mitarbeiter-Beteiligung
Firmenwagen
Barrierefrei
Gesundheits-Maßnahmen
Betriebliche Altersvorsorge
Kantine
CoachingDeutschlandticket: Covered for all allO employees.
Wellhub or Wellpass membership: Gain access to 10,000+ gyms and studios across Germany and Austria.
Flexible work: Flexible remote work, arranged with your manager.
Special paid leave: Extra days off for weddings, births, relocations, and family bereavement.
Corporate discounts: Access 800+ partner brands across tech, travel, fashion, and more.
Referral bonus: Up to €2,000, paid once your referral joins and passes probation.
Real stakes, real restaurants: Your work lands in a real kitchen, not a slide deck. Walk into a restaurant running on the product you built...and that restaurant is a fixture in its neighborhood, part of how people gather, eat, and celebrate together. The impact is immediate, visible, and completely human.
Write the playbook: Join right after a Series A, and you shape the function you're in: how it's built, how it runs, what good looks like, with no inherited precedent to work around. Zoom out, and you're shaping something bigger: European restaurant tech is still being written. You're not learning a playbook. You're the one writing it.
No layers, no borders: Decisions happen in the room, not in an approval chain above it. You own your job from day one. No sign-off queues, no six-week feedback cycles, no committee that needs to align before anything ships. The team is international by design, and the founders are two Slack messages away.
Hospitality, internally: We spend every day helping restaurants take care of people. We bring that same instinct to how we treat each other. When you're stuck, people jump in. "That's not my job" doesn't exist here. When something goes wrong, we look at the system first, not the person. When you win, people are genuinely happy for you.
Flexible working (for real): We track what you ship and close, not when you log on. We have offices in Munich Werksviertel and Berlin Moabit. Use them when it makes sense, not because someone's watching the door. Dogs come to work. Kids come to the company hike. It's a deliberately different kind of Munich workplace, built around trust.
What you're responsible for depends on your role. Product & Engineering builds the technology our restaurant partners actually use, from POS and payments to reporting and AI tools. Our Growth teams (marketing, SDRs, sales, and account management) spends real time with restaurant owners, understanding problems firsthand and acting as their consultants. Operations, HR, & Finance keep processes running so the rest of the company can move fast. But no matter your role, the standard doesn't move: build with urgency, make things good enough to be proud of, and treat imperfection as fuel for the next version, not a reason to wait.
We look for people who are curious about the intersection of technology and hospitality, whether or not they have a traditional background in either. A computer science degree or years of experience in the restaurant tech space aren't prerequisites - some of our strongest people have neither. What we care about most is your motivation, drive, mindset, willingness to learn, and fit with how we work. That matters a lot more than your resume. The specifics, including language requirements, vary by role, so check the job posting for details.
Hilfreiche Informationen zum Bewerbungsprozess bei allO Technology GmbH.
We have two offices: Munich, in the Werksviertel district, and Berlin in Moabit. Dogs are welcome, kids come along for the company hike, and the kitchen is always stocked with snacks. Both offices are open to the whole team, but neither is mandatory: we care about what you ship, not where you sit. You can work flexibly from home as well, based on discussions with your manager.
The scope of ownership and the speed of learning. As Head of Finance, I've been able to build essentially every finance process from scratch, partner with the founders on fundraising, hire my own team, and work cross-functionally with commercial, onboarding, support, and product. This is not the kind of role you find at a structured corporate at the same career stage - you have to actively want this kind of environment. The international team is a real strength. And the ...
Besonders schätze ich die offene Unternehmensstruktur und das Vertrauen, das den Mitarbeitenden entgegengebracht wird. Wer Eigeninitiative zeigt, bekommt schnell Verantwortung und kann eigene Ideen einbringen. Das Unternehmen entwickelt sich kontinuierlich weiter, insbesondere im Bereich KI und Automatisierung, wodurch die Arbeit sehr abwechslungsreich und zukunftsorientiert ist. Außerdem herrscht ein sehr kollegiales Miteinander, bei dem sich die Teams gegenseitig unterstützen.
The team is genuinely one of the best I've worked with - always willing to jump in, no ego, and really welcoming to new hires. You never feel like you're figuring things out alone. The mission is real, the product is interesting, and you feel that in how people show up. Lots of flexibility and autonomy, nice office. If you want to grow, the opportunity is there.
Work-Life-Balance ist ehrlich gesagt nicht eine der größten Stärken des Unternehmens. Das Tempo ist hoch, die Erwartungen sind anspruchsvoll, und es wird oft ein hohes Maß an Engagement erwartet. Für Menschen, die ein sehr klar strukturiertes 9-to-5-Umfeld suchen, ist es wahrscheinlich nicht die beste Wahl. Außerdem könnte die Feedback-Kultur verbessert werden, damit Mitarbeitende klarer wissen, wo sie stehen.
-Leadership lack of authenticity and empathy.
-New ideas and improvements are ignored.
-Lack of identification of performance measurements.
-Only 1 months of termination notification period, however managers are 3 months.
The pace and workload are real and the company is honest about being a startup, but it means not every process is mature yet and onboarding/structure are still being built out. Some of this comes with the territory of growing fast; some of it is something the company is actively working to improve. People who join expecting a finished organization will be disappointed. People who join expecting to help build one will thrive.
Favoritism plays a real role — who gets support, visibility, interesting tasks, or promotions often depends on informal relationships rather than merit. Leadership tone can be harsh and unprofessional at times instead of constructive. Work-life balance isn't always respected in practice (late meetings, last-minute asks), and there's no clear career and growth path transparent reasoning behind who advances.
More reflection and less finger-pointing when things go wrong — looking at what can change internally rather than assigning blame. Rebuild a genuine sense of shared mission and mutual support rather than people working against each other or staying out of fear of the alternative. Be more proactive: think issues through and address them early, and actually listen to the expertise and ideas that already exist inside the company instead of holding people back
Mein Arbeitgeber sollte sich lieber jemanden holen, der wirklich weiß, wie man führt – anstatt weiterhin so planlos und überheblich alles selbst zu machen.
- Respect your employees and don't micromanage.
- Promote the right person
Regelmäßigeres und klareres Feedback wäre sehr hilfreich, damit Mitarbeitende besser verstehen, ob sie gute Arbeit leisten, wo sie sich verbessern können und wie sie sich weiterentwickeln können. Zusätzlich wäre es gut, stärker darauf zu achten, dass die hohe Arbeitsbelastung langfristig nachhaltig bleibt.
- more feedback channel
- no power play
- should improve management competence, no passive aggressive communication
- focus on trust building with employees
Der am besten bewertete Faktor von allO Technology ist Kollegenzusammenhalt mit 4,1 Punkten (basierend auf 8 Bewertungen).
Die meisten Kollegen sind freundlich und hilfsbereit, weil sie wissen, dass du ohne ihre Hilfe nicht viel von den Vorgesetzten erwarten kannst. Wenn du sie nicht fragst, wirst du von deinem Chef keine Unterstützung oder Informationen bekommen.
Colleagues are actually nice, but some mid level are given too much power and they act like they own every team
Really high team team spirit, people are always there to help you
Freundschaftliches Verhältnis
Easily the strongest part of the company. People jump in to help without being asked.
Der am schlechtesten bewertete Faktor von allO Technology ist Work-Life-Balance mit 3,2 Punkten (basierend auf 11 Bewertungen).
I'll be honest: this is a startup, and the workload reflects that. Hours can be long, especially in commercial-facing roles, and the rhythm of the restaurant industry means our customers don't operate on a 9-to-5. The sales team also travels regularly - that's part of the job when your customers are local restaurants spread across the country, not something you can do entirely from a desk. If you're looking for a strictly contained 40-hour week, this isn't the right place. ...
Flexible hours genuinely exist, but how much you benefit from them really depends on you — you have to actively set and defend your own boundaries, and you can, but it takes effort. At the same time, it's a startup, and project management doesn't always run smoothly: things like clocking off on time or true work-life balance aren't always respected in practice. Meetings get scheduled quite late sometimes, or tasks get handed off in the evening with an expectation they're ...
Once they expected us to work from 8 hour day shift plus 4 hours more in the evening.
Also there is a 12.5% over-working threshold, only time exceed from are compensated.
On the other hand, most customers have zero clue or respects of private time. You will get messages or calls even at 10:00pm.
Karriere/Weiterbildung wird mit durchschnittlich 3,4 Punkten bewertet (basierend auf 7 Bewertungen).
Continuous learning and development opportunities are generally not provided in a structured or reliable way. While professional growth is sometimes mentioned, there is no clear or consistent framework that actively supports employee development.
Employees who show interest in expanding their skills beyond their current role or responsibility level are often met with vague responses such as “let’s see,” without any concrete follow-up or clear perspective. As a result, individual initiative does not necessarily lead to real development opportunities.
Overall, career ...
Growth opportunities have to be actively pursued, staying quietly in the same place probably won’t yield any results. But that can be said about every workplace
Growth opportunities exist but you have to be proactive about seeking them out. More structure around this would be great.
There is no formal, structured career development programme yet - that's the honest answer. What there is, and what matters more in my view, is the opportunity to take on responsibility and grow into roles. I've hired two people into my team and shaped my own scope significantly. People who actively seek growth and own their development do well here. People who expect a defined path will struggle. That said, the company is actively investing in this area - building ...
Mitarbeiter:innen nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Neue Dinge ausprobieren und Flexibel sein.