How to Apply to dSPACE

12 min read Last updated April 20, 2026 12 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • dSPACE is a privately held German Mittelstand engineering company founded in 1988 as a University of Paderborn spin-off, with roughly 2,500 employees and a 38-year track record of being the global standard for hardware-in-the-loop simulation in automotive ECU development.
  • Applications go through myjobboard.de (NOT SAP SuccessFactors, Workday, or Greenhouse — a common assumption that wastes recruiter time when candidates email the wrong portal). The form is German-first and demands a complete document package: CV, cover letter, Zeugnisse, salary expectation in EUR, and earliest start date.
  • German-style application materials are mandatory for German postings: tabellarischer Lebenslauf, photo, dated signed cover letter, and uploaded Zeugnisse (work and education certificates). Submitting only a CV + cover letter is treated as an incomplete application.
  • B2+ German is the practical floor for Paderborn HQ permanent roles. International subsidiary positions in Trivandrum, Shinagawa, Stockholm, and Bièvres run in English but technical German terminology helps everywhere.
  • Compensation is competitive for German Mittelstand engineering — solid base, employer-funded supplementary health insurance, company pension, 30 days vacation, on-site Kita — but it will not match FAANG or Munich/Berlin AI-startup total comp. Equity is not on the table; the company is privately held.
  • Paderborn is the cultural and geographic reality check. It is a pleasant 150,000-person Westphalian university town with low cost of living and family-friendly infrastructure, but it is not Berlin or Munich. Many offers fail at the relocation stage. Visit before you accept.
  • Top competitors that win against dSPACE in candidate decisions: Vector Informatik (Stuttgart, more software-tooling centric), ETAS (Stuttgart, Bosch subsidiary), Bosch and Continental directly (broader scope but slower), MathWorks-aligned Speedgoat, and Munich-based AD startups offering equity. Be ready to articulate why dSPACE specifically.
  • Career velocity is German-engineering-deliberate, not Silicon-Valley-quarterly. Expect a 6-month ramp before you own a HIL system or model component. Tenure of 8-15 years is normal in the Paderborn engineering departments — this is a feature, not a bug, if you value mastery.
  • Foreign engineers are welcome and EU Blue Card sponsorship is available, but the salary must clear the 2026 Blue Card threshold (€48,300 for shortage occupations, €58,400 standard). The Personalabteilung handles the paperwork — confirm in your screening call.

About dSPACE

dSPACE GmbH is a privately held German engineering company headquartered in Paderborn, North Rhine-Westphalia, that builds the simulation and validation tools the global automotive industry uses to develop electronic control units, AUTOSAR software, electric powertrains, and autonomous driving stacks. Founded in 1988 as a spin-off from the University of Paderborn's electrical engineering and computer science faculties, the company pioneered hardware-in-the-loop (HIL) simulation for embedded controls and turned what was a niche academic technique into the de facto worldwide standard for automotive ECU testing. Thirty-eight years later, dSPACE employs roughly 2,500 people across Paderborn HQ, the Böblingen project center near Stuttgart, additional German project centers, and wholly owned subsidiaries in France (Bièvres near Paris), the United Kingdom, the United States, Japan (Shinagawa, Tokyo), China, South Korea (founded 2021), India (founded 2023, with a large engineering hub in Trivandrum), Sweden (Nordic AB founded 2024 in Stockholm and Gothenburg), and Croatia. Roughly half the workforce are engineers and computer scientists. The customer roster is essentially a who's-who of vehicle OEMs and Tier-1 suppliers — Volkswagen, BMW, Mercedes-Benz, Toyota, Hyundai, Stellantis, Ford, Honda, ZF, Bosch, Continental, Infineon — plus aerospace, defense, off-highway, and increasingly robotics and energy-systems customers who need rigorous model-based testing of safety-critical embedded software. Core product lines include SCALEXIO (modular HIL platform), VEOS (PC-based software-in-the-loop simulation for virtual ECUs), ControlDesk (universal experiment software), the ASM (Automotive Simulation Models) library, MicroAutoBox II and the MicroAutoBox Embedded SPU for in-vehicle prototyping and ADAS data recording, ConfigurationDesk, SYNECT data management, and RTMaps middleware (acquired through Intempora in 2020). The 2019 acquisition of understand.ai added AI-based sensor data labeling for autonomous driving validation. dSPACE competes head-on with National Instruments (NI VeriStand and PXI), Vector Informatik (CANoe, vTESTstudio, especially strong on bus simulation and AUTOSAR tooling), ETAS (a Bosch subsidiary, INCA and LABCAR), Speedgoat (MathWorks-aligned real-time targets), and increasingly with cloud-native virtual ECU vendors and open-source SIL frameworks. The company is owned by founder Dr. Herbert Hanselmann and family, has never IPO'd, and reinvests heavily into R&D — the company operates very much like a long-horizon Mittelstand engineering house rather than a quarterly-earnings public-company. That ownership structure is the single most important cultural fact about dSPACE: decisions are made for the next 20 years of the automotive industry, not the next earnings call, but it also means the company moves at the deliberate pace of a German engineering house rather than a Silicon Valley software company.

Application Process

  1. 1
    Step 1

    Step 1 — Find the role on the dSPACE Job Finder at dspace.com/en/pub/home/career/jobfinder.cfm. There are typically 50-12+ open positions globally at any time (55 verified live as of April 2026), filterable by country, location, employment type (Permanent / Student assistants / Internships and dissertations / Dual study), and professional field. Most R&D roles are tagged to Paderborn HQ, Böblingen near Stuttgart, or the Trivandrum, India engineering center; sales and customer-success roles dominate the international subsidiaries.

  2. 2
    Step 2

    Step 2 — Click into the role and read the German-language listing carefully. Roughly 70% of dSPACE openings in Germany are written in German with the standard '(m/w/d)' designation rather than English. A listing in English signals either an international subsidiary role or a position that is genuinely international-team-facing. The job code (e.g., EOC-HWD-EMB, ADSS-BD-CSM) encodes the business unit — memorize this, you will be asked about it in the interview.

  3. 3
    Step 3

    Step 3 — Apply through the myjobboard.de portal. Click 'JETZT BEWERBEN' (Apply Now) — this redirects to myjobboard.de/dspace/dSPACEGmbH/{token}/form, dSPACE's externally hosted application platform. There is no LinkedIn Easy Apply, no Indeed quick-apply, and no email-only path for most roles. The form is German-first; some fields render only in German even on English-language postings.

  4. 4
    Step 4

    Step 4 — Prepare a complete German-style application package BEFORE you start the form. dSPACE requires four document categories: Anschreiben (cover letter, optional but expected), Lebenslauf (CV, required), Zeugnisse (work certificates, school transcripts, university diploma — REQUIRED, not optional), and Weitere Unterlagen (additional supporting documents, optional). Total upload limit is 11 files / 15 MB combined, .jpeg / .jpg / .png / .pdf only — Word .docx is not accepted. Convert everything to PDF in advance.

  5. 5
    Step 5

    Step 5 — Fill the mandatory non-document fields: salutation, first name, last name, email, phone, jährliche Gehaltsvorstellung brutto (annual gross salary expectation in EUR — REQUIRED, max 10 characters, do not leave blank or write 'negotiable'), frühestmöglicher Eintritt (earliest start date, REQUIRED), and 'Wie bist du auf uns aufmerksam geworden?' (how did you hear about us — REQUIRED dropdown). Submit. You receive an automated confirmation from the dSPACE Personalabteilung.

  6. 6
    Step 6

    Step 6 — Initial screening + recruiter call. A recruiter from the Personalabteilung in Paderborn typically reaches out within 1-3 weeks for a 30-45 minute conversational screen, in German for German postings. Topics: motivation, technical background, salary expectation reality-check, mobility (Paderborn relocation is the single most common knockout), language proficiency, earliest start. The recruiting team contact is +49 5251 1638-3113.

  7. 7
    Step 7

    Step 7 — Technical interview(s) and on-site. One to two technical rounds with the hiring manager and 2-4 senior engineers from the target team. Strong emphasis on depth — expect to whiteboard a state-machine, walk through an HIL test architecture, explain AUTOSAR runtime behavior, or discuss a Simulink model you actually built. Final round is usually on-site in Paderborn or Böblingen with a facility tour, lunch with the team, and a meeting with the department head. Total timeline from application to offer: 6-12 weeks. Rejection feedback is typically brief and process-correct rather than detailed.

Resume Tips for dSPACE

recommended

Lead with embedded systems and real-time computing depth, not generic 'software

Lead with embedded systems and real-time computing depth, not generic 'software engineer' language. Name the toolchain explicitly: MATLAB / Simulink / Stateflow, dSPACE products you've used (SCALEXIO, MicroAutoBox, ControlDesk, VEOS, ConfigurationDesk, SYNECT, ASM, TargetLink) if any, AUTOSAR Classic and/or Adaptive, Vector CANoe / CANalyzer, ETAS INCA, ISO 26262 functional safety, ASPICE, model-based design (MBD). Recruiters at dSPACE skim for these tokens in the first 8 seconds.

recommended

Quantify hardware-in-the-loop and validation experience with concrete numbers —

Quantify hardware-in-the-loop and validation experience with concrete numbers — number of ECUs tested, signal counts, real-time latency targets met, test coverage achieved, defects caught in HIL versus vehicle test. dSPACE engineers respect numbers because their entire product portfolio is about replacing 'we think it works' with measurable evidence. 'Reduced ECU integration defects by 38% by automating 1,400 HIL test cases' beats 'experienced in HIL testing' every time.

recommended

List German language proficiency honestly using CEFR levels (A1/A2/B1/B2/C1/C2)

List German language proficiency honestly using CEFR levels (A1/A2/B1/B2/C1/C2). For Paderborn HQ permanent roles, B2 spoken and written is the practical floor for non-native speakers, C1 is preferred, and many internal meetings still happen in German even when the team is mixed. International subsidiary roles (Trivandrum, Shinagawa, Stockholm) need only English. Do not write 'fluent in German' if you mean B1 — they will find out in the first three minutes of the interview.

recommended

Translate university credentials into German equivalents and emphasize a TU- or

Translate university credentials into German equivalents and emphasize a TU- or FH-level engineering degree. Diplom-Ingenieur, Master of Science Elektrotechnik / Informatik / Maschinenbau / Mechatronik / Regelungstechnik, or equivalent international degree (BTech / MTech, BS / MS, MEng) in EE, CS, mechatronics, control systems, or automotive engineering is the expected baseline. PhDs are common in research and senior architect roles, especially in autonomous driving and ADAS. List your Abschlussnote (final grade) — German employers expect it.

recommended

Include Werkstudent, Praktikum, and Abschlussarbeit (thesis) experience with the

Include Werkstudent, Praktikum, and Abschlussarbeit (thesis) experience with the host company name, even if it was years ago. dSPACE itself runs a heavy student-and-thesis pipeline (verified live: multiple Werkstudent and Abschlussarbeit positions in Paderborn for embedded software, sensor simulation, ESG/CSRD analysis, PI-controller tuning). Prior thesis or working-student experience at an OEM or Tier-1 (Bosch, ZF, Continental, Mahle, Hella, Vector, ETAS, Schaeffler) is a strong positive signal.

recommended

For Sales / Account Manager / Customer Success / Business Developer roles, quant

For Sales / Account Manager / Customer Success / Business Developer roles, quantify book-of-business in EUR, list named OEM and Tier-1 accounts you've owned, and call out specific automotive technical fluency — you cannot sell SCALEXIO to a BMW HIL lead without being able to discuss bus simulation, FMU import, restbus simulation, and ECU diagnostics intelligently. The sales team at dSPACE is unusually technical by industry standards.

recommended

Submit the German-style CV format (tabellarischer Lebenslauf) for German posting

Submit the German-style CV format (tabellarischer Lebenslauf) for German postings: photo top-right (yes, still standard in Germany despite AGG), reverse-chronological work history with month / year precision, education with dates and grades, skills section with proficiency ratings, signature and date at the bottom. ATS-clean PDF, no graphics-heavy template, no two-column Canva templates that confuse parsers.

recommended

Always attach Zeugnisse — this is non-negotiable

Always attach Zeugnisse — this is non-negotiable. Upload your most recent Arbeitszeugnis (German employer reference letter, if you have one), university Diplom or Master Urkunde, Abiturzeugnis or international equivalent, and any relevant certificates (ISO 26262 Functional Safety Engineer, dSPACE training certificates, AUTOSAR training, Six Sigma). Applications without Zeugnisse get auto-flagged as incomplete in myjobboard.de and stall in the queue.

Interview Culture

Interviewing at dSPACE feels like interviewing at a serious German engineering Mittelstand house — because that is exactly what it is.

Expect technical rigor, calm professionalism, structured questions, and zero tolerance for hand-waving. The interview style traces directly back to the company's University of Paderborn computer-science roots: senior engineers will probe whether you actually understand state machines, real-time scheduling, fixed-point arithmetic, model-in-the-loop versus software-in-the-loop versus processor-in-the-loop versus hardware-in-the-loop, AUTOSAR runtime environment behavior, restbus simulation, and ECU diagnostics — and they can tell within ten minutes whether you are repeating buzzwords or genuinely speak the language. Bring a printed Simulink model or HIL block diagram you've actually built and be ready to defend every block. Cultural register is German-engineering-direct: interviewers will not over-praise, will ask 'why' three times in a row to test depth, and will tell you what they don't understand in your answers rather than nodding politely. This is not rudeness, it is the standard — answer plainly, admit gaps honestly, and explain how you would close them. Paderborn itself is the second cultural factor worth understanding. It is a 150,000-person Westphalian university town, two hours by ICE from Frankfurt and 40 minutes from Hannover, with strong family-oriented quality of life, very low cost of living relative to Munich or Stuttgart, excellent schools and Kitas (dSPACE runs its own betriebseigene Kita on the Paderborn campus), but it is decidedly not a metropolis. Many candidates from Berlin, Munich, or international cities reject offers in the final stage purely on geography — go in with eyes open, visit the city before the on-site if you can. The third cultural fact is the family-business heritage: dSPACE has never IPO'd, founder Dr. Herbert Hanselmann remains the cultural reference point, and the company explicitly markets a flat 'Du' culture (everyone is on first-name terms, no dress code, 'der Mensch zählt' — the person counts). What this looks like in practice: stable employment, generous learning budgets, employer-funded supplementary health insurance and company pension, strong work-life balance with German-style 30 days vacation and protected weekends, mentoring program for new hires, an EGYM Wellpass corporate fitness program, and family-friendly benefits including the on-site Kita. What it also looks like: slow-by-Silicon-Valley-standards decision-making, deep documentation expectations, formal review processes, and a long ramp-up where you spend your first six months in HIL training and shadowing before you own a system. If you need quarterly promotion velocity and aggressive equity comp, dSPACE is not your company. If you want to do serious embedded work on the cars and trucks the world actually drives, with colleagues who will still be there in ten years, it is one of the best places on the continent.

What dSPACE Looks For

  • Deep embedded systems and real-time software fundamentals — RTOS scheduling, interrupt handling, fixed-point arithmetic, deterministic timing, memory-constrained programming in C and increasingly C++ for AUTOSAR Adaptive. Surface-level knowledge gets caught immediately.
  • Hands-on MATLAB / Simulink / Stateflow experience with model-based design — not just having opened the tool, but having shipped models that generated production code (TargetLink, Embedded Coder), with measurable coverage and verifiable behavior.
  • AUTOSAR fluency (Classic and/or Adaptive) — runtime environment, BSW configuration, ARXML, communication stack, diagnostics. For ADAS/AD roles, ROS / ROS 2 and middleware like RTMaps or DDS are increasingly relevant.
  • Functional safety and process discipline — ISO 26262 ASIL classification, ASPICE Level 2/3, requirements traceability, structured test design, code coverage metrics. dSPACE customers ship safety-critical systems and expect their suppliers to think the same way.
  • German language proficiency at B2+ for Paderborn and Böblingen permanent roles, C1 preferred. International subsidiary roles can run in English but understanding German technical terminology is still a multiplier in cross-team collaboration.
  • EU work authorization or willingness to apply for an EU Blue Card. dSPACE sponsors Blue Cards for qualifying engineering roles in Paderborn and Böblingen, but salary must clear the Blue Card threshold (€48,300 in 2026 for shortage occupations including IT and engineering, €58,400 standard).
  • Genuine interest in long-tenure work at a privately held engineering company. dSPACE optimizes hiring for retention. Frequent two-year stints on a CV will get probed: 'Why did you leave? What was unfinished? What would have made you stay?'
  • Mobility realism for Paderborn or Böblingen. The single most common reason dSPACE offers get rejected is 'I cannot move from Berlin / Munich / Hamburg / abroad to Paderborn.' Show you understand the geography and have thought about it before the interview.

Frequently Asked Questions

What ATS or application system does dSPACE use, and is there a way to skip it?
dSPACE uses myjobboard.de as the externally hosted application platform — verified live at myjobboard.de/dspace/dSPACEGmbH/{token}/form. There is no LinkedIn Easy Apply, no Indeed quick-apply, no Greenhouse / Workday / SAP SuccessFactors integration, and no email-only path for advertised positions. Speculative emails to the Personalabteilung get redirected back to the portal. The portal accepts only PDF / JPG / PNG (no .docx), max 11 files / 15 MB total, and requires a complete German-style document package. There is no shortcut — submit through the portal and follow up with the recruiting team at +49 5251 1638-3113 if you do not hear back in three weeks.
What is the realistic salary range for engineering roles at dSPACE in Paderborn?
Based on Stepstone, Glassdoor, and kununu data for 2025-2026 plus IG Metall NRW reference values, expect roughly: Werkstudent / intern €15-18 per hour, entry-level engineer (Hochschulabsolvent) €52-62K, 3-5 year embedded engineer €65-80K, senior engineer / 8+ years €82-105K, lead engineer / architect €100-125K, group manager / department head €115-145K plus targets. Sales engineers earn €70-95K base plus 20-30% variable. Annual bonus is typically 5-15% of base, profit-sharing varies by year. These are gross EUR before tax. Cost of living in Paderborn is roughly 30-40% lower than Munich or Frankfurt, so net purchasing power is materially higher than the headline number suggests.
I'm not in Germany — will dSPACE sponsor an EU Blue Card and help with relocation to Paderborn?
Yes, dSPACE sponsors EU Blue Cards for qualifying engineering and IT roles where the offered salary clears the 2026 thresholds — €48,300 for Mangelberufe (shortage occupations including IT, engineering, math, natural sciences) or €58,400 for standard occupations. The Personalabteilung handles the paperwork in coordination with the Ausländerbehörde Paderborn. Relocation support typically includes one or two scouting trips, temporary housing for the first weeks, and assistance with Anmeldung, tax ID (Steuer-ID), and bank account setup. Family reunification visas for spouse and children are routinely supported. Ask about specifics in your recruiter screen — packages vary by role seniority and family situation.
Why do candidates reject dSPACE offers in favor of Vector Informatik, ETAS, or Bosch?
Three recurring reasons. Geography — Vector and ETAS are in Stuttgart, Bosch is everywhere, all three are easier sells than relocating to Paderborn from a major city or abroad. Compensation — Stuttgart-area base salaries run 8-15% higher to compensate for cost of living, and Bosch's variable comp can be larger in a good year. Brand familiarity — outside automotive, 'dSPACE' is unknown while 'Bosch' is a household name, which matters to some candidates' families and partners. Counter-arguments dSPACE candidates and recruiters use: deeper specialization in HIL (it's the entire company, not a division), faster decision-making than a 400,000-person conglomerate, owner-operated long-horizon culture, lower cost of living means higher net purchasing power, and access to every major OEM and Tier-1 as a customer rather than as a competitor.
How automotive-cyclical is dSPACE, and is the company at risk during industry downturns?
dSPACE is exposed to global automotive R&D spending, which is cyclical but lags vehicle sales by 12-18 months and is significantly more stable than vehicle production itself. The 2020 COVID pandemic and the 2022-2023 EV-pivot capex slowdowns both compressed automotive R&D budgets, and dSPACE — like Vector, ETAS, and the entire automotive tooling ecosystem — felt it through delayed orders and slower hiring. The structural offsets are strong: regulatory pressure on functional safety (ISO 26262), cybersecurity (UNECE R155, ISO 21434), and software-defined vehicles is increasing test demand even when units sold decline; the company's expansion into adjacent markets (aerospace, defense, off-highway, robotics, energy systems) reduces pure-automotive concentration; and private ownership means dSPACE can absorb soft years without panic layoffs that public-company peers cannot. Realistic risk: hiring freezes and slower promotions during industry troughs, not mass layoffs.
What's the work culture really like — flat 'Du' or hierarchical German engineering?
Genuinely flat in interpersonal register — everyone is on first-name 'Du' terms from the founder down, no dress code, the company explicitly markets 'der Mensch zählt' as a core value, and the culture is verifiably mentor-heavy with structured onboarding. Hierarchy in decision-making is real but not theatrical: Gruppenleiter, Abteilungsleiter, Bereichsleiter, Geschäftsführung exist and decisions follow the chain, but engineers are expected to push back substantively in technical discussions. What surprises Anglo-American hires: meetings are scheduled, agenda-driven, and on time; documentation expectations are deep; consensus-building takes longer than directive American or aggressive startup styles; work-life boundaries are firm (do not email a colleague at 9 PM expecting a response, do not schedule 'urgent' meetings during the August vacation period). The trade-off is real stability and craft.
Does dSPACE hire entry-level graduates and run a thesis / Werkstudent pipeline?
Heavily. Verified live as of April 2026: multiple Werkstudent (working student) and Praktikum / Abschlussarbeit (internship / thesis) positions in Paderborn for embedded software, sensor simulation, climate-risk analysis under EU CSRD taxonomy, PI-controller tuning for coupled motor applications, FPGA development for autonomous driving, and procurement / strategic sourcing. dSPACE also runs a Duales Studium (cooperative bachelor's degree) program in partnership with regional universities. The student pipeline is the single most reliable on-ramp into a permanent dSPACE role — roughly half of new graduate hires in Paderborn engineering come through prior Werkstudent or thesis experience. If you are a current EE / CS / mechatronics student in Germany, apply for a thesis a year before graduation.
How long is the typical interview-to-offer timeline?
6 to 12 weeks from application submission to written offer is the realistic range for engineering roles in Paderborn. Week 1-3: application sits in the queue, recruiter screens it. Week 2-4: 30-45 minute phone screen with Personalabteilung. Week 4-7: first technical interview with hiring manager and 1-2 senior engineers, typically video. Week 6-10: on-site in Paderborn or Böblingen with team interviews, technical deep-dive, lunch, facility tour, and meeting with the department head. Week 8-12: reference checks, internal approvals, and written offer. Faster timelines (4-5 weeks) happen when the role is urgent and the team has full headcount approval; slower timelines (12-16 weeks) happen during August vacation, December / January holidays, or when roles span multiple departments. Stay polite, do not chase weekly — the process is what it is.
Can I work remotely or hybrid from outside Paderborn?
Hybrid yes, fully remote rarely. dSPACE supports flexible working time models and partial home office for most roles, typically 2-3 days per week in office once you're past the initial onboarding period. Fully remote work from another German state is negotiable for some software and customer-facing roles, especially senior, but is not the default and requires manager approval. Fully remote from outside Germany is generally not supported for German-payroll roles due to tax and social-security complications. International subsidiary roles (USA, Japan, India, Sweden, France, China, Korea, Croatia, UK) follow local subsidiary norms — typically hybrid in those offices. The HIL hardware testing nature of much R&D work means lab access is genuinely needed, which constrains how remote engineering roles can realistically go.
What's the honest case against working at dSPACE?
Five legitimate reasons it might not fit. One: Paderborn is not a metropolis — if your partner needs a thriving job market or you need major-city lifestyle, this is a hard constraint. Two: compensation is solid Mittelstand but will not match FAANG or aggressive Munich AI-startup equity packages. Three: the company is private with no equity in total comp — upside is salary, bonus, and skill compounding. Four: pace is deliberate — if you want to ship features weekly and pivot stack quarterly, German engineering rigor will frustrate you. Five: the stack is automotive-embedded-real-time, a specialized career path that transfers well within auto / aerospace / defense / industrial but not easily into web, mobile, or cloud-native roles. None are dealbreakers if you know what you're signing up for. All are dealbreakers if you don't.

Open Positions

dSPACE currently has 12 open positions.

Check Your Resume Before Applying → View 12 open positions at dSPACE

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Sources

  1. dSPACE Job Finder — Current Positions — dSPACE GmbH
  2. dSPACE Career Overview — dSPACE GmbH
  3. dSPACE Company History and Milestones — dSPACE GmbH
  4. myjobboard.de application portal for dSPACE GmbH — myjobboard.de
  5. dSPACE Company Overview — Simulation and Validation — dSPACE GmbH
  6. EU Blue Card 2026 salary thresholds — Federal Office for Migration and Refugees (BAMF) — Bundesamt für Migration und Flüchtlinge
  7. dSPACE LinkedIn company page — employee count and locations — LinkedIn
  8. kununu employer reviews — dSPACE GmbH Paderborn — kununu (New Work SE)