Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.aircash.eu/

About the company

Aircash is a regulated EU electronic money institution and Croatian fintech platform offering a mobile wallet for deposits, withdrawals, payments, and money transfers, plus a prepaid card and voucher products. The company positions the product as a “super-app” that bundles payments with services like transport tickets, utilities, and telecom top-ups. Public materials also describe expansion beyond Croatia into multiple European markets and partnerships with major retail and payments networks. Aircash also highlights compliance with anti-money laundering and counter-terrorist financing rules.

Locations and presence

Aircash is headquartered in Zagreb, Croatia, and job ads also reference an office in Virovitica. The product is marketed across EU markets, with customer support roles hiring for multiple European languages.

Palpable Score

61.1

/ 100

Aircash has real early-career entry points via student contracts and a visible student internship pipeline, backed by a student-employer award. The score is pulled down by limited pay transparency, an on-site culture that reduces flexibility for juniors, and mixed public sentiment about leadership and long-term career prospects.

Pillar 1: Early-career access

Score

11.8

/ 20

The company advertises customer support roles with “Employment options: Full Time / Student Contract,” which creates a practical entry route for students and first-job candidates.
Aircash publicly talks about running student internships, including posts that point to a recurring student practice programme rather than a one-off placement.
The company’s open roles still often ask for prior experience even in support, and many non-support openings are specialist or senior, which limits true 0–1 year access outside a few tracks.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company uses a consistent ATS-based application flow (structured job pages, defined responsibilities, qualifications, and consent-based data handling).
Aircash has interview feedback describing relaxed initial screens with senior technical leaders, focused on prior projects and working style rather than trick questions.
The company has at least one candidate report that “standards vs payment were opposite,” which points to expectation-setting gaps that hurt perceived fairness even when the process itself is straightforward.

Pillar 3: Learning and support

Score

14.7

/ 20

The company states that new hires get a personalized onboarding process into the role, alongside regular feedback loops.
Aircash repeatedly frames roles around time and resources for growth and adopting new skills, including access to challenging cross-market projects.
The company’s benefits and role copy include multiple learning-adjacent supports (for example medical check-ups, structured office support, and funded sport and wellbeing perks), but public job ads are lighter on specifics like mentoring, pairing, or formal coaching cadence.

Pillar 4: Pay fairness and stability

Score

11.3

/ 20

The company offers stability-style benefits that matter early career, including paid meals/lunch catering in the office, holiday bonuses (Christmas and Easter), and a fully paid Multisport card in some roles.
Aircash does not consistently publish salary ranges, and several job ads rely on “competitive salary according to your experience,” which makes it hard for juniors to sanity-check pay before applying.
The company has mixed external signals on compensation, with employee feedback praising compensation while at least one interview candidate flagged wages as below expectations for the standards discussed.

Pillar 5: Early-career outcomes

Score

10.5

/ 20

The company has a small set of employee reviews that include a “Graduate student” experience, which is a direct early-career outcome signal, but the sample is too thin to generalise retention or promotion patterns.
Aircash has public sentiment pointing to leadership and communication issues and an on-site-only working setup, which can weaken early-career retention if not balanced by strong manager support.
The company’s public posts include recognition tied to student jobs and internships, but the company does not publish measurable outcomes like conversion rates from student contracts to full-time, promotion timelines, or early-career retention over 12–24 months.