Company details

Amsterdam, Netherlands

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Retail & Consumer

WEBSITE

https://www.adyen.com/

About the company

Adyen is a global payments platform that helps businesses accept and manage payments across online, in-app, and in-person channels through a single integration. Adyen also provides tools around risk management, local acquiring, issuing, and embedded finance features for platforms. The company serves large enterprises and fast-growing digital businesses across retail, marketplaces, subscriptions, and travel. Adyen is headquartered in Amsterdam and operates across multiple regions.

Locations and presence

Adyen is based in Amsterdam, with regional HQs referenced for San Francisco, Singapore, and São Paulo, plus additional offices across many other cities. Adyen publicly positions work as office-first with flexibility when needed, and several US job ads explicitly state that remote-only roles are not offered.

Palpable Score

75.9

/ 100

Adyen is unusually clear for a large company about early-career entry routes and what the interview journey looks like, and Adyen backs that up with engineering onboarding and upskilling infrastructure. The score is held back by uneven pay transparency outside the US and by limited public reporting on early-career outcomes such as conversion rates, promotion timelines, and retention by level.

Pillar 1: Early-career access

Score

17.2

/ 20

The company runs three named early-career routes in public: NextGen (part-time alongside final-year study), master’s thesis internships, and graduate roles for candidates with up to two years’ experience.
Adyen explicitly frames NextGen as a pathway that can lead into full-time work after graduation, rather than a standalone student job.
The company keeps a large, always-on global job board, but the early-career footprint can still be location-dependent because many roles are tied to specific offices.

Pillar 2: Hiring fairness and transparency

Score

15.3

/ 20

The company publishes a step-by-step hiring flow (application review, recruiter screen, team interview, skills assessment, leadership interview, final interview) and sets an expectation of responding within five business days after applying.
Adyen makes the skills assessment format explicit, with role-dependent technical tests or case study presentations rather than vague “tasks.”
The company has enough candidate-reported feedback describing long or intense loops (including multiple rounds and case work) that the process will not feel equally accessible to every early-career applicant.

Pillar 3: Learning and support

Score

15.3

/ 20

The company has a documented Adyen Tech Academy aimed at making onboarding effective for engineers and supporting ongoing upskilling after onboarding.
Adyen describes the Tech Academy as engineering-led (not purely HR-led), which is a credible signal that learning content stays close to real team needs.
The company has less public detail on structured onboarding and mentorship outside engineering, so learning consistency for early-career hires varies by function based on what is visible publicly.

Pillar 4: Pay fairness and stability

Score

14.7

/ 20

The company has a documented Adyen Tech Academy aimed at making onboarding effective for engineers and supporting ongoing upskilling after onboarding.
Adyen describes the Tech Academy as engineering-led (not purely HR-led), which is a credible signal that learning content stays close to real team needs.
The company has less public detail on structured onboarding and mentorship outside engineering, so learning consistency for early-career hires varies by function based on what is visible publicly.

Pillar 5: Early-career outcomes

Score

13.4

/ 20

The company has solid public employee sentiment signals overall (recommend-to-a-friend rate and work-life balance scoring), which supports the likelihood of a broadly workable early-career experience.
Adyen has a publicly shared NextGen pipeline case study that reports student participation and a subset moving into permanent contracts, which is a rare early-career outcome signal for a payments company.
The company does not publish early-career progression metrics (time-to-promotion, leveling clarity by role family, intern-to-offer rates by location), and public reviews also include concerns about growth being easier in Amsterdam than in smaller offices.