Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.ariapay.io

About the company

Aria is a Paris-based fintech building B2B payments infrastructure, with APIs that automate invoicing and payment flows and support products like invoice financing and flexible payment terms. Aria’s own company timeline places the launch in September 2020, while major public company profiles list 2019 as the founding year. The founders named publicly are CEO Clément Carrier and COO Vincent Folny. Aria positions the product goal as making business payments feel closer to B2C checkout experiences.

Locations and presence

Aria is headquartered in Paris and publicly references offices in Paris, London, and Lisbon. The team works across offices with remote flexibility and regular in-person rituals like off-sites.

Palpable Score

54.0

/ 100

Aria has a credible early-career entry point via internships, and the public benefits package is thoughtfully built for a scale-up. The score is held back by limited visible junior role volume and a negative public interview outcome where a process was cancelled late due to budget.

Pillar 1: Early-career access

Score

11.0

/ 20

The company is actively advertising at least one true early-career role (a Risk Analyst internship in Paris).
Aria routes applicants to LinkedIn for openings, and the public footprint shows hiring happening, but the entry-level pipeline looks thin outside internships.
The company does not show a steady set of 0–3 year full-time roles on a dedicated jobs page, which limits access for new grads who need predictable openings.

Pillar 2: Hiring fairness and transparency

Score

9.0

/ 20

The company’s public careers page is clear on benefits and values, but it does not spell out interview stages, timelines, or assessments.
Aria has a public interview account where the process was cancelled shortly before the first interview because there was no budget for the advertised permanent hire, which is a fairness and transparency problem.
The company links roles through external platforms rather than a consistent in-house ATS flow, which makes the candidate experience feel less standardised role-to-role.

Pillar 3: Learning and support

Score

12.0

/ 20

The company emphasises regular off-sites and team rituals to keep learning and collaboration going across different locations.
Aria has role messaging that highlights autonomy and growth opportunities, which can work well for early-career hires if paired with regular feedback.
The company does not publish concrete support mechanics like onboarding plans, mentorship, 1:1 cadence, or review cycles, so coaching quality is hard to verify from listings alone.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company lists several tangible benefits that support stability for juniors, including transport contribution, family health coverage, and meal allowance.
Aria states that employees can receive equity (ESOP/BSPCE), which is a meaningful fairness signal when offered broadly.
The company does not publish salary ranges for roles on the careers page, which caps pay transparency for early-career candidates comparing offers.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has public employee reviews that are mostly positive overall, but the sample size is small and includes mixed comments on organisation and perks by role.
Aria has a public interview outcome describing a late-stage cancellation for budget reasons, which is a negative early-career outcome because juniors have less buffer for wasted time.
The company does not publish early-career progression outcomes such as promotion timelines, retention over 12–24 months, or structured competency ladders, so long-term outcomes cannot be scored higher.