Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Professional Services

WEBSITE

http://www.enty.io/

About the company

Enty is a Tallinn-founded back-office platform for European SMEs, bundling things like invoicing, contracts, e-signatures, and finance workflows into one subscription. The company also sells operational services such as incorporation support and admin tools for running an Estonia-based business. Recent funding coverage positions Enty as an early-stage fintech serving thousands of SMEs across Europe. Enty’s public product direction leans heavily toward compliance-friendly workflows for small teams that want to run “EU admin” without building an internal back office.

Locations and presence

Enty lists Tallinn, Estonia as its primary base, with hiring activity tied to Tallinn plus remote-friendly roles. Some role adverts describe fully remote work within Europe, while other roles ask for office time in central Tallinn.

Palpable Score

62.7

/ 100

Enty offers real early-career entry points through part-time junior roles and at least one no-experience support role, which is a strong startup-friendly signal. The score is capped by thin public proof on pay competitiveness and early-career progression outcomes beyond a very small set of employee reviews.

Pillar 1: Early-career access

Score

15.0

/ 20

The company has advertised junior titles like Junior Accountant with part-time, flexible hours and an explicit “gain valuable experience” pitch.
Enty has also posted Legal Assistant roles pitched as a fast route into “junior lawyer” or “legal engineer” work, which is a concrete early-career pathway rather than vague “future opportunities.”
The company has advertised a Junior Support Manager role stating the team is open to candidates with no prior experience, which is a genuine first-job doorway.

Pillar 2: Hiring fairness and transparency

Score

12.3

/ 20

The company’s junior job posts spell out practical responsibilities (client questions, filings support, tax office interaction) and list language requirements clearly, which reduces hidden expectations.
Enty’s role adverts do not consistently publish interview stages, timelines, or task expectations, so candidates cannot reliably plan effort and time.
The company has little publicly accessible interview feedback for Enty-specific roles, so fairness and responsiveness are hard to validate beyond job-post quality.

Pillar 3: Learning and support

Score

14.0

/ 20

The company frames early roles around learning-through-doing, including junior accounting work that touches real filings and process automation rather than purely admin tasks.
Enty has employee review content describing managers adjusting tasks based on technical complexity and a “no legacy code” environment, which can be a strong learning setup for early-career engineers.
The company does not publish a repeatable mentorship model (buddying, review cadence, onboarding plan), so support likely depends on team and manager.

Pillar 4: Pay fairness and stability

Score

10.7

/ 20

The company advertises compensation components like “salary in euros + stock options” for at least one junior role, which is clearer than “competitive” alone.
Enty has a public employee review stating salary is not competitive to the market, which is a direct pay-fairness risk even with a small sample size.
The company rarely publishes salary ranges across roles, so pay fairness cannot be checked role-by-role and the pillar stays capped on missing evidence.

Pillar 5: Early-career outcomes

Score

10.7

/ 20

The company’s junior role adverts promise fast progression language (for example moving into “accountant” or “junior lawyer” in short timeframes), but Enty does not publish promotion timelines or internal mobility stats to back this up.
Enty has only a handful of employee reviews publicly available, which are mostly positive on culture and management, but the small sample limits confidence about retention over 12–24 months.
The company’s LinkedIn footprint shows repeat junior-capable hiring (accounting, legal, support), but public evidence is missing on where early-career hires land after 1–2 years