Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.choiceqr.com/

About the company

Choice (ChoiceQR) is a restaurant and hospitality SaaS company selling tools like digital menus, table ordering, QR payments, reservations, reviews, CRM and loyalty features. The company markets the platform as a way for venues to increase revenue and cut operational friction, with subscription pricing shared on at least one support role page. The careers page claims Choice is used by 25,000+ businesses in 25 countries and describes a team of 120+ people. Public reporting in 2025 also covered ChoiceQR raising €1m via a convertible loan as part of a wider Series A round.

Locations and presence

Choice lists multiple offices across Central and Eastern Europe, including Prague, Warsaw and Kyiv, plus additional office locations named on the careers page. Job ads are published across multiple country subdomains and are often language-specific (for example Romanian, Latvian, Hungarian), which matches a multi-market commercial footprint.

Palpable Score

50.8

/ 100

Choice offers a few realistic early-career entry points, mainly in sales and support, with requirements that start around one year of experience rather than “senior only.” The score is held back by missing pay ranges on the company’s own job ads, limited public detail on onboarding and mentorship, and almost no trustworthy outcome data on promotions or early-career retention.

Pillar 1: Early-career access

Score

12.0

/ 20

The company advertises roles that can fit early-career profiles, like Sales Development Representative and Customer Support Manager, each asking for roughly 1 year in relevant work rather than multi-year specialist experience.
Choice runs recurring commercial hiring across markets, with multiple SDR-style and sales roles posted across different country pages and dates (for example 2024 and 2025 postings).
The company’s visible early-career access is concentrated in go-to-market and support, with fewer clear 0–3 year entry routes shown in product, engineering, or data roles.

Pillar 2: Hiring fairness and transparency

Score

11.5

/ 20

The company includes concrete responsibilities and “what matters to us” requirements in role pages (for example shift patterns and expected background for Customer Support Manager).
Choice uses structured application capture on some roles (online form fields like LinkedIn profile, CV upload, cover letter), which is more predictable than “DM a founder.”
The company does not publish a consistent hiring process outline (stages, timeline, task timeboxes), so candidates cannot plan effort or compare roles easily.

Pillar 3: Learning and support

Score

9.0

/ 20

The company promises “career growth” and “accelerating your professional growth” in multiple job ads, but the language stays high-level.
Choice has at least one role explicitly centred on training and enablement (Onboarding Manager is tasked with thoroughly training customers and creating best practices), which can create learning-by-teaching opportunities for newer hires.
The company does not describe onboarding plans, mentorship, 1:1 cadence, or a ramp structure for early-career hires in the job ads reviewed, so support quality is hard to verify before applying.

Pillar 4: Pay fairness and stability

Score

10.5

/ 20

The company’s own postings usually say “competitive salary” without ranges, which limits pay fairness visibility for juniors who cannot negotiate strongly.
Choice has at least one third-party listing for a Choice QR s.r.o. sales role that includes a salary band (1500–2500 €/month gross plus bonuses), which is a useful transparency signal even if it is not on the company site.
The company repeatedly lists stability basics like paid vacations and time off (for example “21 days off” in sales roles), but benefits and compensation detail vary by posting and country.

Pillar 5: Early-career outcomes

Score

7.8

/ 20

The company has very limited reliable public outcome data such as employee reviews, promotion stories, or retention metrics, so early-career progression cannot be validated.
Choice publishes growth and scale claims (team size and multi-office presence) and has external funding coverage, but those do not confirm junior promotion pathways.
The company does not share early-career outcome proof points like intern-to-perm conversion rates, junior-to-mid timelines, or repeat graduate hiring cohorts.