Website Cube Bikes
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 2.8 / 5 — Moderate (Industry avg: 3.2 / 5)
- Company Size: mid high
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.5 / 5
- HR Index: 44.68% ▼ (Industry avg: 53.14%)
- Commitment: Committed to sustainable mobility
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇩🇪 28,000-34,000 EUR / year
Company Overview
CUBE Bikes is a market leader in Germany in the middle and premium e-bike, mountain bike and road bike segments. The brand is available through specialist retailers in over 60 countries worldwide. Our international growth enables us to continually build on our market position. We stand for innovative technology, the highest quality, teamwork and a people-oriented company culture. A challenging (full-time) role with extensive responsibility in a friendly team.
Role Description
As a Bicycle Mechanic, you will assemble, repair, and maintain a range of bikes, ensuring top quality and safety. Your work directly supports CUBE Bikes’ commitment to innovation and customer satisfaction. You will contribute to a collaborative and professional team environment.
Position Snapshot
- Seniority: Entry-level
- Function: Engineering / Technical
- Department: Engineering
- Contract type: Full-time
- Work model: On-site
- Remote policy: On-site (strict)
Description
We are looking for a Bicycle Mechanic (m/f/d) to join our team. The role involves professional assembly and disassembly of mountain, trekking, and road bikes, performing repair work, analyzing causes of problems, and rectifying defects and errors using complete assembly techniques.
Responsibilities
- Professional assembly and disassembly of mountain, trekking and road bikes from components and assemblies
- Repair work
- Analysis of possible causes of problems
- Rectification of defects and errors
- Apply the complete assembly techniques
Location
This position is based in
95679 Waldershof, Germany
Compensation
Salary information not provided by employer.
Benefits
A competitive salary, A high degree of independence and flexibility, Varied tasks
Additional Information
- Languages: English, German
- Flexibility: A high degree of independence and flexibility
- Team & Reporting: A friendly team with a high degree of independence and flexibility. A friendly and professional working environment.
Application Details
Posted: March 7, 2026
March 4, 2028
To apply, please visit the following URL:https://cube-bikes.softgarden.io/job/23122257/Bicycle-Mechanic-m-f-d-→
Before you apply (Cycle-Jobs Insight)
Some important details are not fully specified in this job post. To make an informed decision, you may want to clarify the following points:
- Salary & compensation: Ask for the exact salary range, variable compensation, and whether negotiation is possible.
- Required experience: Clarify what is mandatory vs. preferred in terms of experience.
- Diversity & inclusion: Ask about real initiatives for inclusion and safety.
- Weekly schedule: Clarify typical weekly hours and schedule.
- Travel requirements: Ask how often travel is required and whether expenses are covered.
- Contract length: Verify the duration if the contract is fixed-term.
- Equipment provided: Ask what equipment or tools are supplied by the employer.
- Visa sponsorship: Clarify whether visa support is available or required.
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.