Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.duna.com

About the company

Duna builds an AI-native compliance platform focused on business onboarding and ongoing KYB-style decisioning, with a policy and risk engine at the core of the product. The company positions the product as “the new standard in compliance”, aiming to reduce manual review work while improving conversion and auditability. Duna announced a €10.7m seed round in May 2025 led by Index Ventures, with a long list of operator-angel backers. Customer names referenced publicly include Plaid, bol, Moss, and Brand New Day Bank.

Locations and presence

Duna markets itself as remote-first, with flexible working “from wherever you want”. Public company materials and coverage frame Duna as Europe-based, with roots across the Netherlands and Germany.

Palpable Score

52.6

/ 100

Duna looks like a high-talent, high-expectations startup with unusually explicit writing on culture, transparency, and ownership, plus strong benefits language. The score is held back by limited entry-level intake and very thin public evidence on early-career progression, retention, and hiring process specifics beyond role requirements.

Pillar 1: Early-career access

Score

7.5

/ 20

The company’s public open roles skew senior, including listings framed as Senior, Staff, and Principal in engineering and senior hiring for people functions.
Duna does show at least one true early-career doorway via a “Working Student” role listed on its Ashby hiring board.
The company does not publish a visible track record of recurring 0–3 year roles (multiple junior or associate postings at the same time), which limits entry-level access.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company’s careers content is unusually direct about what candidates are signing up for (remote-first, intense pace, high standards), which helps set expectations early.
Duna’s job ads (for example, the Product Designer post) are specific about scope and experience level, which reduces role ambiguity.
The company does not publicly standardise key fairness signals early-career applicants look for, like salary ranges per role, a clearly described interview flow, or time-bounded work task expectations.

Pillar 3: Learning and support

Score

11.0

/ 20

The company sets an “ownership” norm in its operating principles, which can accelerate learning for juniors when paired with coaching.
Duna’s Working Student role is framed as cross-company exposure, which can be a strong learning setup if paired with structured guidance.
The company does not publish concrete early-career support mechanics such as onboarding plans, mentoring, pairing, manager 1:1 cadence, or review cycles, so learning support is hard to verify.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company explicitly states “global compensation” and frames pay as competitive and transparent regardless of location, which is a strong fairness signal in a remote setup.
Duna also markets meaningful stability perks for early-career hires, including 30+ days vacation and generous parental and caretaker leave language.
The company does not publish role-level salary bands or example equity ranges, which caps confidence on pay fairness for entry-level candidates comparing offers.

Pillar 5: Early-career outcomes

Score

6.8

/ 20

The company does not provide public outcome reporting that would help early-career candidates, such as promotion timelines, internal mobility examples, or retention stats over 12–24 months.
Duna publishes founder-and-early-team storytelling (for example, notes from early engineers joining), but that content is not the same as measurable early-career progression evidence.
The company’s LinkedIn footprint indicates a relatively small team, which limits available public signals, but it also means there is not yet enough observable junior progression history to score this pillar higher.