Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.carmoola.co.uk

About the company

Carmoola is a UK car finance fintech that lets customers check eligibility, get a budget quickly, and pay for a car using a virtual card through the Carmoola app. Carmoola operates as a direct-to-consumer digital lender and lists authorisation and regulation by the UK Financial Conduct Authority, plus membership of CIFAS. Carmoola has raised funding across equity rounds and large debt facilities to grow lending capacity, including a £95m debt facility in 2023 and an ABS facility announced in 2025. Carmoola’s public updates also talk about scaling the team across functions as the product and loan book grow.

Locations and presence

Carmoola is London-based, with roles commonly described as hybrid with time in a London office. Public company profiles also list a London office location and a registered office address in Primrose Hill.

Palpable Score

68.1

/ 100

Carmoola offers a small number of realistic early-career entry points, especially in customer operations and complaints or fraud work, but most current vacancies skew experienced. Carmoola’s job ads often include clear pay ranges and role scope, and public employee sentiment is strong, but public evidence on early-career promotion and progression remains limited.

Pillar 1: Early-career access

Score

11.8

/ 20

The company has listed a Customer Operations Executive role asking for 2+ years of customer service experience and covering phone, chat, and email support across the loan lifecycle.
Carmoola has also advertised a Complaints & Fraud Investigator role with a published base pay range (£30k–£45k) and “apply even if you don’t meet every requirement” language.
The company’s other visible vacancies lean senior, including roles asking for 5+ years and 8+ years, which limits true entry-level access.

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Pillar 2: Hiring fairness and transparency

Score

13.4

/ 20

The company publishes salary ranges in multiple postings, including ranges for marketing, compliance, and senior operations roles.
Carmoola job ads spell out reporting lines and ownership, such as reporting directly to the Head of Risk and Compliance and owning investigations and root-cause analysis.
The company has public candidate sentiment showing a low share of positive interview experiences and an average difficulty score around 2.8/5, which suggests inconsistency in candidate experience.

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Pillar 3: Learning and support

Score

15.6

/ 20

The company frames several roles as high-ownership in small teams, with explicit “room to grow” language rather than narrow task execution.
Carmoola’s Customer Operations Executive scope includes onboarding, issue-resolution, and exposure to collections, which can build practical lending and customer-journey judgment early.
The company has employee feedback describing being taught a lot by teammates, receiving ongoing support and guidance, and using peer nominations and awards to recognise contributions.

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Pillar 4: Pay fairness and stability

Score

14.8

/ 20

The company provides explicit base pay ranges on roles that span junior-to-senior brackets, including £30k–£45k for Complaints & Fraud Investigator and six-figure ranges for senior roles.
Carmoola lists stock options as a company-wide benefit, positioning equity as shared upside rather than a perk for only senior hires.
The company’s benefits detail beyond equity and hybrid working is thin on the main careers page, and at least one senior role is explicitly fixed-term, which slightly weakens the stability signal.

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Pillar 5: Early-career outcomes

Score

12.5

/ 20

The company has a small but strongly positive employee-review footprint, including high ratings for career opportunities and compensation, plus a high “recommend to a friend” rate.
Carmoola wrote publicly about welcoming new hires across credit, engineering, product, customer experience, marketing and finance during 2025, which points to repeat hiring rather than a one-off intake.
The company does not publish clear public proof of junior promotions, leveling, or 12–24 month progression stories, which caps confidence in outcomes for early-career candidates.

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