Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.creditspring.co.uk

About the company

Creditspring is a UK consumer credit lender offering subscription-style borrowing with a fixed membership fee rather than interest-based pricing. Creditspring is FCA-regulated and trades under Inclusive Finance Limited, with the product pitched around safer short-term borrowing and financial education. Creditspring runs customer operations across London and Bengaluru, alongside teams covering risk, compliance, and growth. Current hiring shows a mix of regulated finance roles and customer support roles, with several postings publishing salary ranges.

Locations and presence

Creditspring lists a London office and a Bengaluru office, with many roles marked hybrid. The current job footprint shows customer operations split across both locations, while risk, compliance, and growth roles are listed in London.

Palpable Score

64.8

/ 100

Creditspring looks like a supportive place for early-career hires once inside, with paid training budget, equity participation, and strong benefits showing up directly in role pages. The score is limited mainly by a thin stream of true 0–3 year roles in the live openings and mixed signals on interview burden for candidates in creative roles.

Pillar 1: Early-career access

Score

10.5

/ 20

The company has a clear junior-friendly entry point through the Customer Operations Executive role in London, with customer service experience preferred but “right attitude” framed as essential.
Creditspring’s live openings list is dominated by 4–6 year and 5+ year roles like Senior Performance Marketing Manager and Compliance Manager, which narrows access for new grads right now.
The company runs customer operations in both London and Bengaluru, but the Bengaluru opening currently visible is a senior manager role rather than a junior intake route.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company uses a structured ATS process via Teamtailor rather than ad-hoc email hiring, which is a baseline fairness signal.
Creditspring’s Customer Operations Executive interview write-up describes a time-bounded flow with an initial phone screen and an in-person interview plus a written task.
The company has public candidate feedback for a design role describing a one-week design challenge, which is a high burden for early-career applicants unless tightly scoped and clearly time-boxed.

Pillar 3: Learning and support

Score

14.5

/ 20

The company funds learning with a £1,000 annual training budget listed on role pages, which is practical for early-career skill building.
Creditspring builds coaching language into operations leadership roles, including structured development plans, leadership coaching, and capability building in the Senior Customer Operations Manager posting.
The company signals progression in frontline roles by explicitly framing Customer Operations Executive work as a chance to “take on more operational responsibilities as we grow,” but job pages do not spell out a formal onboarding ramp.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company posts clear cash pay for some roles, including £29,000 for Customer Operations Executive and published ranges for senior specialist roles like performance marketing and credit risk assurance.
Creditspring offers stability-focused benefits that matter early on, including a 9% salary-exchange pension, private medical cover, life assurance, and employer-provided equipment.
The company does not publish salary for every role in the live set, so pay transparency is strong but not consistent enough for a top score.

Pillar 5: Early-career outcomes

Score

12.5

/ 20

The company has a strong overall Glassdoor snapshot (high recommendation rate and high category scores for work-life balance and culture), which suggests many employees are having a good experience.
Creditspring has specific review content pointing to regular pay reviews and benefits being improved over time, which supports early-career stability.
The company does not publish early-career outcome data like intern conversion, promotion timelines, or 12–24 month retention, so outcomes cannot be scored higher on evidence.