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): 🇩🇪 19,000-24,000 EUR / year
Company Overview
CUBE Bikes is the market leader in Germany for mountain and racing bikes in the mid and high-quality segment, available through specialized bike dealers in over 60 countries. We are expanding internationally, distinguished by innovative technology, top quality, teamwork, and an employee-focused environment.
Role Description
As a machine operator for rim production, you will ensure the smooth operation, maintenance, and readiness of production machinery. Your technical skills and attention to detail will help maintain high-quality standards and support the company’s ongoing growth.
Position Snapshot
- Seniority: Entry-level
- Function: Engineering / Technical
- Department: Engineering
- Experience required: Experience in the field is welcome
- Contract type: Full-time
- Schedule: Shifts
- Work model: On-site
- Remote policy: On-site (strict)
Description
We are seeking to strengthen our team with machine operators for rim production (men / women / diverse). To ensure uninterrupted production, our machines must be in perfect condition and constantly monitored and checked.
Responsibilities
- Setting, conversion, and operation
- Maintenance and care
- Troubleshooting and repairs
- Ensuring machines are ready for rim production
Location
This position is based in
350 02 Odrava-Cheb 2, Czechia
Compensation
Salary information not provided by employer.
Benefits
Ambitious and responsible work in a friendly team, versatile tasks, high degree of independence and flexibility, friendly and professional working environment, above-average salary.
Additional Information
- Languages: English
- Flexibility: High degree of independence and flexibility, flexibility and readiness for shifts.
- Team & Reporting: Work in a friendly and professional team environment.
Application Details
Posted: July 8, 2026
July 7, 2028
To apply, please visit the following URL:https://cube-bikes.softgarden.io/job/23121830/Obsluha-stroj-na-vrobu-rfk-mui-eny-diverse-→
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.
- Diversity & inclusion: Ask about real initiatives for inclusion and safety.
- Recruitment process: Ask about the number of steps and expected timeline.
- 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.