Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.eagleeye.com/

About the company

Eagle Eye Solutions Group Plc is a SaaS company focused on loyalty, promotions, and AI-powered personalisation for enterprise retailers and similar sectors. The company operates an API-based, cloud-native platform and sells via a subscription and transaction model. Public investor reporting frames the business as global, with an ongoing shift toward a more scalable SaaS model. Early-career support shows up more clearly in internal development practices than in dedicated “graduate” hiring routes.

Locations and presence

Eagle Eye Solutions is registered in London and reports operations across multiple countries through group entities, including France (Paris), Ireland (Dublin), Singapore, Canada (Vancouver), Australia (Melbourne), New Zealand (Christchurch), and the United States. Hiring includes remote and hybrid roles depending on the position.

Palpable Score

57.0

/ 100

Eagle Eye Solutions earns a mid-pack score because the company publishes strong internal support signals like trained managers, company-wide learning rhythms, and structured career development language. The score is held back by limited entry-level access in current vacancies and thin public pay transparency for junior candidates.

Pillar 1: Early-career access

Score

8.0

/ 20

The company’s current public vacancies skew toward experienced hires (for example, Data Solutions Engineer roles calling for multi-year experience), which limits straightforward 0–3 year entry points.
Eagle Eye Solutions routes “current vacancies” to an ATS page, but the visible openings list does not read like a recurring graduate, intern, or apprentice pipeline.
The company describes growth and internal “Purple Pathways” development, but the company does not publish a dedicated early-career intake or consistent junior title hiring on the main careers pages.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company uses a formal ATS application flow for roles, which is a baseline fairness signal compared with informal email hiring.
Eagle Eye Solutions publishes a recruitment privacy policy that spells out screening steps (including ID checks and verification via a third-party provider), reducing surprise late in the process.
The company has some third-party interview feedback suggesting reasonably time-bounded processes (for example, “about two weeks” reports for some roles), but the company does not publish standard stages, timelines, or feedback commitments on the careers hub.

Pillar 3: Learning and support

Score

15.0

/ 20

The company reports regular company-wide communication and learning rhythms, including weekly town halls, quarterly briefings, and quarterly employee NPS surveys.
Eagle Eye Solutions runs an annual “Company Week” for alignment and recognition, and the company frames manager capability as a priority by stating managers are trained.
The company links development to a named career initiative (“Purple Pathways”), but job descriptions are not consistently accessible in a way that shows role-by-role onboarding or ramp plans.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company does not consistently publish salary ranges on the main careers pages or in easily accessible vacancy pages, which caps pay fairness confidence for early-career applicants.
Eagle Eye Solutions reports using remuneration packages that can include share options, which can support longer-term alignment if explained clearly at offer stage.
The company provides limited public detail on early-career benefits and contract stability (beyond general statements), so the score stays cautious rather than assuming competitiveness.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company has solid broad-sentiment signals on employer platforms (for example, a majority-recommendation rate and strong work–life balance ratings), but these are not early-career specific.
Eagle Eye Solutions highlights external workplace recognition (Best Companies accreditation and rankings), which suggests structured people practices, but it does not break outcomes down by junior cohorts.
The company does not publish early-career outcomes like promotion timelines, progression rates after 12–24 months, or retention by entry route, limiting how far this pillar can score.