Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Travel & Hospitality

WEBSITE

http://www.daytrip.com/

About the company

Daytrip is a travel platform that sells door-to-door private car transfers between cities, with optional sightseeing stops. The company says Daytrip works with a network of 10,000+ drivers, has served 1m+ travellers, and operates in 120+ countries. The company’s public careers material positions Daytrip as a traveltech business with teams across customer support, finance, marketing, and partnerships.

Locations and presence

Daytrip lists London as headquarters and also lists a Czech Republic location (Brno) on the company profile. Operational roles reference a follow-the-sun setup with teams in places like Merida (Mexico), Prague (Czech Republic), and Naples (Italy).

Palpable Score

61.0

/ 100

Daytrip offers at least one true “first job” route through customer support, plus a handful of early-career-friendly roles around the business. The ceiling comes from limited pay transparency and a noticeable reliance on contractor-style contracts in some listings, plus modest public proof of early-career promotion outcomes.

Pillar 1: Early-career access

Score

12.0

/ 20

The company explicitly frames Customer Support Specialist (Merida) as suitable “if it’s your first job,” with experience “preferred, but not required.”
Daytrip’s Financial Controller listing asks for “2–3 years of experience,” which is reachable for early-career candidates but not a true graduate entry point.
The company’s live vacancies skew senior at the moment (for example Chief Marketing Officer and Senior Partner Success Manager), which reduces always-on entry-level access.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company publishes detailed responsibilities and “What we are seeking” sections for roles like Customer Support Specialist that spell out tools, schedules, and day-to-day expectations.
Daytrip routes applications through a named ATS (Sloneek) and includes concrete job metadata like location, team, and contract type on postings.
The company does not consistently publish salary ranges or a standard interview timeline on the careers site, so transparency stops at role scope rather than the full candidate journey.

Pillar 3: Learning and support

Score

14.0

/ 20

The company states support roles can evolve into other functions and gives examples like moves from customer support into Logistics, Finance, Marketing, Sales, IT, and Senior Operations.
Daytrip’s Financial Controller role is written around working closely with a CFO, Senior Controller, and a Junior Financial Specialist, which is a practical “learn alongside seniors” setup.
The company points to flexibility and proximity to leadership in team quotes and internal messaging, but does not publish a repeatable onboarding plan, buddy system, or review cadence.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company lists contractor as the contract type for roles like Customer Support Specialist (Merida), which can mean weaker stability for early-career hires.
Daytrip also lists multiple contract options for some roles (including employee-style options alongside contractor), but the balance is not clear from public postings.
The company rarely publishes salary ranges in job ads, so pay fairness is hard to verify and the score is capped by missing information rather than clear underpayment proof.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company gives a concrete internal mobility claim for customer support, listing multiple destination functions and senior ops roles as progression paths.
Daytrip’s public employee sentiment shows a mid-range “career opportunities” signal and a majority recommendation rate, which suggests mixed outcomes rather than strong promotion momentum.
The company keeps hiring across operations and finance, but does not publish outcome metrics like promotion timelines, retention over 12–24 months, or internship-to-offer conversion.