Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.birdie.care/

About the company

Birdie is a home healthcare technology company focused on helping older adults thrive at home, and helping care providers run care delivery more safely and efficiently. The company offers an all-in-one platform spanning care management, rostering, and finance for homecare providers. Birdie was founded in 2017 and promotes a mission-led approach, including B Corp positioning and public impact metrics (for example, hours of care delivered via the platform).

Locations and presence

Birdie is headquartered in London and hires for hybrid working tied to the London office (Waterloo is referenced on the careers page). Birdie positions the platform as serving homecare providers across the UK and Europe.

Palpable Score

72.5

/ 100

Birdie offers several concrete, early-career-friendly signals inside real job and culture content, especially around structured benefits, learning budget, and transparent interview steps. The biggest limiter is that publicly accessible job listings skew experienced, so early-career access looks present but not consistently visible across functions.

Pillar 1: Early-career access

Score

12.8

/ 20

The company has hired for frontline “Customer Support Associate” and “Partner Care” roles that can sit closer to early-career entry points than core specialist roles, based on responsibilities and progression stories around the support team.
Birdie has historical signals of junior hiring in multiple functions (for example “Junior Product Designer” appearing in interview track records), suggesting early-career entry has existed beyond support.
The company’s currently visible roles on major job channels appear weighted toward senior levels, which caps confidence that 0–3 year roles are consistently available year-round.

Pillar 2: Hiring fairness and transparency

Score

13.8

/ 20

The company spells out a typical hiring flow (intro call, skills interview, task, principles interview) and provides a “contact us if you haven’t heard back after two weeks” route, which is unusually specific and candidate-friendly.
Birdie includes equal opportunities language and invites candidates to request adjustments during the application process on at least one live job description.
The company also has public candidate feedback describing very long, multi-stage processes for some roles, which can be a fairness and accessibility drag for early-career applicants with limited time and support.

Pillar 3: Learning and support

Score

16.3

/ 20

The company explicitly offers an annual personal learning budget and references access to training, coaching, and mentorship in role documentation.
Birdie publishes a detailed internal progression story showing seniors coaching newer teammates, running QA, and supporting skill-building in the support function.
The company sets out recurring performance and compensation cycles (bi-annual performance cycles) which usually correlates with more regular feedback and clearer development expectations.

Pillar 4: Pay fairness and stability

Score

15.8

/ 20

The company publicly posts at least some salary figures, including a clearly stated £30k base plus equity for a Partner Care style role.
Birdie lists a substantial benefits set that improves stability for juniors (private health insurance, pension contribution structure, and company shutdown between Christmas and New Year).
The company does not consistently show pay ranges across all roles in one place that is easy to access without platform friction, which limits how confidently an early-career candidate can compare options.

Pillar 5: Early-career outcomes

Score

13.8

/ 20

The company shares an explicit internal promotion timeline from joining support in January 2024 to stepping into a senior role in January 2025, including added leadership and coaching scope.
Birdie has generally strong employee sentiment on review sites at the overall level (high recommend rates are reported), but there are also notable negative reviews describing culture and working norms, so outcomes look mixed rather than uniformly strong.
The company’s public employee footprint and ongoing hiring presence indicate continued growth, but there is limited published, role-by-role early-career retention data (for example, cohort promotion rates or 12–24 month junior retention).

Useful links & resources

Work at Birdie (Join Us)Customer Care Consultant (salary + benefits detail)A day in the life as a Senior Partner Care Consultant (promotion story)