Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

https://www.cityswift.com

About the company

CitySwift builds a performance optimisation platform for public transport, with a focus on bus networks. The platform combines operational data, analytics, and recommendations to help operators and transport authorities plan services and respond to disruption. CitySwift publicly claims the platform supports billions of passenger journeys each year, and the company was founded in 2016. CitySwift is headquartered in Galway and sells into networks in Ireland and the UK, with customer stories that reference London operations.

Locations and presence

CitySwift lists Galway, Ireland as headquarters, and CitySwift hiring and benefits text also references UK setups (UK pension and UK healthcare provider). CitySwift roles are described as hybrid by default, with some positions fully remote depending on the job.

Palpable Score

66.1

/ 100

CitySwift offers credible early-career entry through graduate pathways and has unusually clear benefits for a company of this size, including healthcare, pension matching, and flexi-time. The score is held back by uneven public evidence on candidate experience, with interview feedback that includes ghosting complaints and limited clarity on whether junior hiring happens consistently every year.

Pillar 1: Early-career access

Score

13.3

/ 20

The company has advertised a Software Engineering Graduate Programme, which is a direct entry route for new graduates rather than a disguised mid-level role.
CitySwift has published stories about hiring business, finance, and customer success graduates alongside technical hiring, which widens entry-level access beyond engineering.
The company’s current visible openings skew toward experienced individual contributors (for example data and partner roles), with fewer clearly labelled 0–2 year roles live at any one time.

Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company publicly sets expectations on working model (hybrid or fully remote depending on role) and core benefits, which helps candidates understand day-to-day conditions before applying.
CitySwift uses an ATS in the hiring stack and has role postings that spell out responsibilities and requirements in a conventional structure rather than vague “wear many hats” wording.
The company has interview feedback describing automated rejections and lack of follow-up after interviews, which is a fairness and respect issue for early-career applicants.

Pillar 3: Learning and support

Score

15.5

/ 20

The company describes “personal career paths” and continuous learning and development opportunities as part of the standard employment offer, not as an exception for senior staff.
CitySwift includes flexi-time, hybrid working, and the option to work abroad for up to six weeks per year, which supports sustainable learning pace and retention for juniors.
The company has published graduate and early-joiner stories that mention structured onboarding and supportive teams, but CitySwift does not publish a concrete ramp plan by role or level.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company lists stable benefits that matter to early-career hires, including matched pension contributions, 25 days annual leave (increasing with tenure), and private healthcare in both Ireland and the UK.
CitySwift offers additional practical supports like bike-to-work schemes, employee discounts, referral bonuses, and an EAP, which signals a permanent-employee setup rather than churn-and-burn contracting.
The company rarely publishes salary ranges in public job ads, so pay fairness for graduate and junior roles cannot be verified from listings alone.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company has at least one clearly stated internal progression story that starts at graduate level and ends at a senior individual-contributor role, which is a concrete early-career outcome.
CitySwift has strong overall employee sentiment on review platforms, including high recommend-to-a-friend percentages and positive comments on work-life balance, but public data does not show junior retention by cohort.
The company’s LinkedIn footprint includes employees staying multiple years and moving into more senior titles, but the sample is small and does not replace published promotion rates or time-to-promotion for juniors.

Useful links & resources

CitySwift Careers Software Engineering Graduate Programme (CitySwift)CitySwift interview experiences (candidate reports)