Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

https://www.blumhealth.co.uk

About the company

Blum Health is a healthcare software and digital health delivery company working with NHS and other health organisations on products, platforms and interoperability work. The company positions the work around building and deploying bespoke, clinically safe software and AI-enabled services, alongside regulatory and compliance support. Blum Health has public-facing products and service lines spanning custom software delivery, integration, analytics and AI deployment. The leadership team publicly listed includes co-founders James Lomas and Dr Michael Watts, with Christopher Bell as finance director.

Locations and presence

Blum Health is registered in Birkenhead (Cheltenham-style registered office listings show a Birkenhead address), while public company profiles also list a London base. Commercial activity shows UK-wide NHS-facing work, plus some references to international reach through partnerships and exports.

Palpable Score

40.7

/ 100

Blum Health looks like a small specialist team with credible domain leadership, but there is very little public evidence of consistent 0–3 year hiring. The company also shares limited detail on hiring process, pay transparency, and measurable early-career progression outcomes, which caps several pillars.

Pillar 1: Early-career access

Score

6.0

/ 20

The company does not publish a live job board or a clear list of open roles that early-career candidates can reliably find and track.
Blum Health signals hiring interest through “we’re hiring, get in touch” messaging rather than recurring junior or associate-level openings with defined scope.
The company has at least one visible example of a student moving into a role (Clinical Innovation), but there is no repeat pattern of internships, placements, or 0–2 year roles that can be verified publicly.

Pillar 2: Hiring fairness and transparency

Score

9.0

/ 20

The company provides a direct contact route for hiring enquiries, which can work well for small teams but gives candidates less clarity than an ATS-led process.
Blum Health does not publish interview stages, timelines, or task expectations, so applicants cannot judge workload or fairness before applying.
The company publishes formal policies (for example EDI and modern slavery statements), but those are not a substitute for role-by-role hiring transparency.

Pillar 3: Learning and support

Score

11.0

/ 20

The company is led by clinician-founders and frames the work around safety and user testing, which can create strong “learn the right way” signals for early-career hires.
Blum Health’s public leadership narrative includes mentoring and support for innovators in the NHS ecosystem, which hints at a coaching mindset even if it is not an internal programme.
The company does not publish onboarding, buddying, review cadence, or a learning budget, so day-to-day support for juniors cannot be assessed confidently.

Pillar 4: Pay fairness and stability

Score

6.7

/ 20

The company does not publish salary ranges for roles, which is a major gap for early-career candidates trying to avoid below-market offers.
Blum Health does not publicly describe benefits, equity, or contract terms for junior hires, so stability is hard to judge from the outside.
The company operates as an established UK limited company and works with public-sector clients, but that does not provide enough pay evidence to score higher.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has a concrete external growth signal in reported job safeguarding and job creation over a 12-month period, which is a modest stability indicator.
Blum Health has at least one documented early-career journey into the sector (a life sciences student moving into a Clinical Innovation role), but this is a single narrative rather than a cohort outcome pattern.
The company’s LinkedIn profile shows a small team and a limited visible employee set, but there is no public promotion pathway, retention metric, or junior-to-mid progression evidence.