Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.doctorsa.com/

About the company

Doctorsa is a telemedicine and in-person care marketplace for travelers, focused on quick access to English-speaking doctors while abroad. The company says the platform has assisted 150,000+ travelers across 36+ countries and works with 700+ doctors, with an average booking time of around 6 minutes. Doctorsa traces its origins to “Doctors in Italy” and says the digital platform rebranded as Doctorsa in 2023 as it expanded beyond Italy. The consumer site also advertises 24/7 urgent care via video visits, with pricing starting from €20.

Locations and presence

Doctorsa lists Rome, Italy as headquarters and operates as a multi-country marketplace with doctors across Europe, Turkey, Latin America, and Southeast Asia. The operating model relies on a distributed provider network, while the core corporate team appears small and globally spread.

Palpable Score

48.6

/ 100

Doctorsa offers limited entry-level access for typical graduate roles because the most visible “work with us” route is clinician onboarding, which is invitation-led and currently shown as closed. The best early-career signals come from the related Doctors in Italy hiring pages, where some operational roles include training and benefits, but the public record is thin on junior progression outcomes inside the core team.

Pillar 1: Early-career access

Score

8.0

/ 20

The company’s main hiring-facing page focuses on recruiting fully licensed doctors, which is not a graduate entry point in most markets.
Doctorsa’s clinician onboarding is described as invitation-led and shown as closed, which limits predictable entry-level access even for qualified applicants.
The company’s related “Doctors in Italy” hiring pages include non-clinical roles like City Manager or Patient Care Coordinator, but these commonly ask for prior experience (for example 2+ years in customer or patient-facing work).

Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company publishes detailed role expectations on the related Doctors in Italy job pages, including responsibilities, working patterns, and what the role covers day to day.
Doctorsa uses a controlled intake model for doctors (invitation or referral) and publicly flags when applications are closed, but the selection process stages and timelines are not clearly laid out.
The company includes concrete compensation transparency in at least one related posting (a monthly salary range plus bonus for City Manager), yet other roles rely on “competitive salary” wording without a range.

Pillar 3: Learning and support

Score

13.0

/ 20

The company offers specific training signals in the related Doctors in Italy roles, including a one-week training and team-building period for the City Manager role.
Doctorsa’s operational job pages describe learning supports like free books, conference budget, and tools subscriptions (for example an UpToDate subscription listed for the Ambulatory Nurse role).
The company does not publish a consistent early-career support structure such as a mentoring model, review cadence, or a ramp plan for new starters across the wider organization.

Pillar 4: Pay fairness and stability

Score

10.3

/ 20

The company provides a clear pay range for at least one early-career-accessible operational role (City Manager), plus travel and activity costs covered during the program period.
Doctorsa’s clinician roles are framed as flexible, contractor-style work where doctors set fees and the platform retains a stated percentage, which can suit experienced clinicians but does not read like stable junior employment.
The company’s other visible operational roles frequently do not publish salary ranges, which limits confidence on pay fairness for early-career candidates comparing offers.

Pillar 5: Early-career outcomes

Score

6.0

/ 20

The company runs a Fellowship concept tied to shadowing and exposure for students, but this is not the same as showing early-career promotions or retention for employees.
Doctorsa’s LinkedIn footprint highlights a lean team and growth milestones, but it does not provide verifiable patterns of junior progression, repeat junior hiring, or internal mobility.
The company does not publish early-career outcomes such as time-to-promotion, retention by cohort, or examples of junior scope expanding over 12–24 months, which caps this pillar.