Company details

HEADCOUNT

1000-2999

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.coachhub.com/

About the company

CoachHub sells a digital coaching platform for employee development, including 1:1 coaching, collective coaching, executive coaching, and an AI coach product (AIMY™). CoachHub says the platform serves 1,000+ client companies and runs coaching globally through a large coach network. CoachHub positions the business as remote-first and global, with hubs across Europe, North America, and APAC. CoachHub highlights an R&D-heavy product org and ongoing AI product development.

Locations and presence

CoachHub lists Berlin as an EMEA HQ and New York as a North America HQ, with other offices including Paris, London, Singapore, Amsterdam, Melbourne, Milan, and Madrid. CoachHub recruits globally, but public job aggregation currently shows no active postings on the LinkedIn Jobs tab.

Palpable Score

49.5

/ 100

CoachHub has some solid “respectful process” signals and a built-in learning perk (employees getting coaching), but current public early-career access looks thin because active roles are not visible right now. Mixed employee sentiment and layoff-related comments also weaken confidence on early-career outcomes.

Pillar 1: Early-career access

Score

6.0

/ 20

The company’s careers page routes candidates to an Ashby job board, but the job board is not publicly readable without JavaScript from this view, limiting visibility of entry-level roles.
CoachHub’s LinkedIn “Jobs” tab currently states there are no jobs posted, which reduces immediate entry-level access.
The company has evidence of past intern hiring (for example a 6-month Marketing Internship listing), but that posting is marked as no longer available and does not show recurring junior intake.

Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company’s careers site uses a formal ATS (Ashby), which usually supports more consistent application handling than inbox-only recruiting.
CoachHub has multiple Glassdoor interview reports describing organised early rounds (recruiter screen plus hiring manager, sometimes skip-level and peers), which is a fairness positive.
The company also has Glassdoor interview reports describing long, multi-stage processes with presentations and inconsistent or missing feedback, which is a real risk for early-career candidates’ time.

Pillar 3: Learning and support

Score

13.0

/ 20

The company states employees get a professional coach, which is a rare, concrete development benefit that can help early-career confidence and performance.
CoachHub publishes “Coachhubbers stories” about internal moves (for example Customer Success to Account Executive), which signals some mobility, even if it is not framed as a junior program.
The company does not publicly set out onboarding, mentoring, or a junior progression framework in a way an early-career applicant can rely on when choosing a first role.

Pillar 4: Pay fairness and stability

Score

10.5

/ 20

The company does not consistently publish salary ranges on the careers flow visible here, so graduates cannot benchmark compensation before investing time.
CoachHub has enough third-party salary reporting (for example Glassdoor and Levels.fyi entries) to suggest paid, market-based roles exist, but this is weaker than role-by-role ranges.
The company has layoff-related employee commentary on Glassdoor, which adds perceived stability risk for early-career hires even when base pay is acceptable.

Pillar 5: Early-career outcomes

Score

7.5

/ 20

The company has a mixed Glassdoor picture (mid-range rating and lower “would recommend” share), which is a meaningful early-career retention and engagement warning sign.
CoachHub has layoff-tagged reviews describing headcount reduction and juniors picking up senior workload, which is a negative early-career outcome pattern when true.
The company’s LinkedIn footprint shows large scale, but public sources do not provide measurable early-career outcomes like internship-to-offer conversion rates, time-to-promotion bands, or junior retention over 12–24 months.