Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.curve.com

About the company

Curve is a London-founded digital wallet that lets users add multiple bank cards into one app and use one payment layer across them. Curve is known for “Go Back in Time”, which lets a user move a past transaction from one card to another after the purchase. Curve also markets cashback and rewards features, including options that have linked rewards to cryptocurrency. In November 2025, Lloyds Banking Group announced an acquisition of Curve, with completion expected in the first half of 2026.

Locations and presence

Curve lists London as headquarters and hires for roles based in London and the UK, including office-based Customer Experience teams. Curve also operates an EU entity (Curve Europe UAB) and references regulatory counterparts including the Bank of Lithuania in Customer Experience role requirements.

Palpable Score

51.8

/ 100

Curve offers a small number of genuinely early-career-friendly roles, especially in Customer Experience and operations, but most hiring skews experienced and specialist. The acquisition process adds uncertainty to progression and team stability, and public employee feedback shows uneven day-to-day support.

Pillar 1: Early-career access

Score

10.0

/ 20

The company lists Customer Experience roles with requirements around 12+ months of relevant experience, which is reachable for early-career candidates coming from first jobs or long placements.
Curve’s careers page currently foregrounds L4–L5 engineering and lead roles, which narrows true entry-level access at any given time.
The company does not publish a recurring graduate, internship, or apprenticeship pipeline, so early-career access depends on a handful of specific openings.

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Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company states that Curve designs the hiring process to be fair, inclusive, and practical, and invites candidates to request adjustments.
Curve’s role pages include detailed “what you’ll be doing” and “what success looks like” sections, which helps candidates judge scope before applying.
The company does not publish a consistent end-to-end interview timeline or assessment format across roles, so transparency varies by vacancy.

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Pillar 3: Learning and support

Score

11.8

/ 20

The company publishes a Career Growth Framework and frames progression as a company-wide priority rather than leaving development entirely to managers.
Curve’s benefits list includes dedicated Learning and Development days and access to a career coach, which can matter for early-career skill building.
The company has public employee feedback mentioning limited training in some teams, and Curve does not publicly spell out junior coaching basics like buddying or 1:1 cadence.

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Pillar 4: Pay fairness and stability

Score

9.0

/ 20

The company does not consistently publish salary ranges on the main careers site, which makes pay fairness harder to judge early in the process.
Curve’s benefits package is clearly listed on job pages, including private health cover, pension, and wellbeing support, which supports baseline stability.
The company has public employee feedback flagging weekend work and no overtime pay in at least one operations area, which is a negative for early-career sustainability.

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Pillar 5: Early-career outcomes

Score

8.5

/ 20

The company has mixed public employee sentiment, including a modest “recommend to a friend” figure and frequent mentions of management and direction issues.
Curve is in an acquisition process with Lloyds Banking Group, and integration periods often change reporting lines and progression routes, which adds early-career uncertainty.
The company does not publish early-career outcome proof such as junior promotion examples, time-to-progression ranges, or 12–24 month retention metrics, so outcomes are hard to verify.

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