Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.bridgein.pt/

About the company

BRIDGE IN provides Employer of Record, payroll, and subsidiary incorporation services for international companies hiring in Portugal, and also markets support for expansion into Spain and Italy. The company frames the product as a “soft-landing” platform mixing automation and local operational expertise. Public company profiles describe BRIDGE IN as founded in 2020 and serving tech startups and scale-ups expanding into Southern Europe. Recent coverage also links BRIDGE IN with growth plans and a targeted SME product direction for 2026.

Locations and presence

BRIDGE IN is headquartered in Lisbon. The current roles are remote-first, with some work anchored around Portugal or Spain time zones and occasional in-person off-sites or meetings around Lisbon.

Palpable Score

42.0

/ 100

BRIDGE IN has one broadly open “experience: any” role, but the rest of hiring is mid-level and senior, so graduate entry points are thin. The company writes lively job ads and offers some real benefits, but missing salary ranges and limited early-career outcome evidence keep the score down.

Pillar 1: Early-career access

Score

6.0

/ 20

The company lists a Chief Chaos Coordinator role with “Experience: Any,” which is the only posting that clearly lowers the barrier for early-career applicants.
BRIDGE IN’s other visible openings are not junior-friendly, including Fullstack Code Alchemist explicitly set at 3–7 years and International Business Developer asking for multi-year B2B sales experience.
The company does not show internships, working-student roles, or repeat “0–2 years” hiring signals on the careers page, so entry-level access looks rare.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company provides detailed task scope for the International Business Developer role, including owning the sales cycle, building outbound pipeline, and tracking KPIs in a CRM.
BRIDGE IN’s Chief Chaos Coordinator posting is intentionally undefined (“we don’t have a perfectly defined list”), which makes it hard for early-career candidates to judge expectations and evaluation criteria.
The company routes applications to an ATS (Recruiterflow), but the public postings do not spell out interview stages, timelines, or candidate task burden beyond a required one-minute video for the Chaos Coordinator role.

Pillar 3: Learning and support

Score

9.0

/ 20

The company promises a steep learning curve in the Chief Chaos Coordinator role, with rotating problem types like onboarding redesign and experimentation across initiatives.
BRIDGE IN’s Fullstack Code Alchemist role includes “shipping production code multiple times per week” and end-to-end ownership across frontend, backend, and infrastructure, which can be strong learning-by-doing for the right hire.
The company does not publish mentoring mechanics (buddy, onboarding plan, feedback cadence, or manager 1:1 rhythm) in the job descriptions, so support signals rely on autonomy language rather than structured coaching.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company offers stability cues like full-time roles plus benefits named in postings, including private health insurance and bonus structures.
BRIDGE IN uses “competitive salary” wording without publishing ranges, which limits pay clarity for early-career candidates comparing offers.
The company lists remote-first benefits in public profiles (including a work-from-home allowance), but the lack of numbers caps confidence on pay fairness.

Pillar 5: Early-career outcomes

Score

6.0

/ 20

The company has a public Glassdoor snapshot rating, but the “would recommend” share is below half, and the review depth accessible publicly is limited for early-career pattern reading.
BRIDGE IN does not publish early-career outcomes such as intern conversion, time-to-promotion, or example junior career paths.
The company’s public footprint indicates growth and hiring activity, but there is no measurable retention or progression evidence over 12–24 months for early-career hires.