Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.codat.io/

About the company

Codat builds a data sharing and AI insights platform that helps banks and fintechs work with small and mid-market business data. The company connects to sources like accounting and commerce systems so financial institutions can make decisions and offer products with better context. Codat positions the platform around use cases like spend insights, accounting automation, and business lending. Codat is backed by a group of well-known fintech and banking investors and sells primarily to enterprise financial services teams.

Locations and presence

Codat’s main hubs are London and New York, with hiring framed around those offices. Public profiles also show the company operating as a multi-location business, but most hiring and brand presence points back to the UK and US.

Palpable Score

62.4

/ 100

Codat gives candidates a clearer hiring journey than most startups at this size, with a published process and a strong effort to respect candidate time. Early-career access is the main limiter because the most visible open roles skew senior, and pay ranges are not consistently published across roles.

Pillar 1: Early-career access

Score

8.8

/ 20

The company’s most visible open roles across engineering and go-to-market are senior or staff scope, which narrows 0–3 year access.
Codat has hired for junior go-to-market roles in the past, including a junior-level Sales Development Representative listing on an external board.
The company does not publicly show a steady stream of internships, graduate schemes, or multiple “Associate” level roles that would signal recurring early-career intake.

Pillar 2: Hiring fairness and transparency

Score

16.2

/ 20

The company publishes a step-by-step hiring flow on the careers page, including a Talent Team call, first interview, a task or presentation, and a values interview with senior leadership.
Codat also publishes additional detail on interview handling, including meet-and-greet and wrap-up steps, plus a post-interview hiring committee to consolidate feedback quickly.
The company still leaves some fairness basics unclear for early-career applicants, especially when salary ranges are missing and role-specific assessment expectations are not always visible outside the core process outline.

Pillar 3: Learning and support

Score

13.8

/ 20

The company explicitly frames day-to-day working around learning loops through its “Progress over polish” value, including action and feedback as the mechanism for improvement.
Codat has at least one employee review referencing a progression framework for professional growth, which is a practical signal for development beyond onboarding.
The company does not publicly spell out manager routines for juniors, such as buddying, 30/60/90 ramp plans, or regular coaching expectations in job descriptions, which caps confidence.

Pillar 4: Pay fairness and stability

Score

12.8

/ 20

The company lists stability-oriented benefits on the careers page, including enhanced parental leave, 25 days annual leave plus bank holidays, and private health coverage options by region.
Codat states that equity is offered to all team members, which is unusually inclusive for a startup and matters for early-career upside.
The company does not consistently publish salary bands on the main careers flow, even though some third-party listings show ranges for specific roles, so pay fairness is hard to judge role-by-role.

Pillar 5: Early-career outcomes

Score

10.8

/ 20

The company has a meaningful Glassdoor footprint with an overall rating around 4.0/5 and a “would recommend” rate around 69%, which suggests mixed but often positive experiences.
Codat publishes how the People team structures interviews to reduce candidate stress and keep feedback moving, but public retention and promotion outcomes for early-career hires are not shared.
The company’s LinkedIn footprint supports that Codat has a sizeable team in London and New York, yet aggregated early-career progression signals like junior tenure patterns or repeat junior promotions are not publicly documented.