Company details

HEADCOUNT

1000-2999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.factorialhr.com/

About the company

Factorial is a Barcelona-based B2B software company selling an all-in-one platform that covers HR and people operations, and increasingly broader business management workflows. Factorial markets the product globally and positions the company as operating across multiple countries, with a large customer base in Europe and the Americas. Public reporting and company profiles also place Factorial in the “unicorn” cohort and describe rapid scaling since 2022. The company’s hiring footprint covers sales, customer experience, product, and engineering, with a heavy centre of gravity in Spain.

Locations and presence

Factorial lists Barcelona as headquarters and also references offices in Madrid, Cologne, Mexico City, and São Paulo. Factorial’s job board is heavily Barcelona-led, with most roles marked as on-site.

Palpable Score

66.6

/ 100

Factorial gives early-career candidates genuine entry points through internships and a small number of intern-or-junior hybrid roles, plus benefits that make day-one employment feel stable. The limiting factors are uneven pay transparency across roles and only partial public proof of early-career progression beyond review-site sentiment.

Pillar 1: Early-career access

Score

14.3

/ 20

The company advertises internship routes (for example Tender Specialist Intern and Partner Business Development Intern) rather than only hiring experienced profiles.
Factorial also posts hybrid “intern/junior” roles (for example Intern or Junior Partner Content Creator for Spanish and Italian markets), which is a strong signal for 0–2 year access.
The company’s main careers feed is still dominated by mid-senior commercial and leadership roles, so early-career openings are real but not the default.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company has a visible, repeatable hiring structure on public interview logs, with common stages including 1:1 interviews and skills tests.
Factorial shows time-to-hire data in aggregated candidate feedback (an average process length reported across dozens of interviews), which supports predictability even when the process is not short.
The company relies on assessments and presentations in a noticeable share of processes, which can be a heavy burden for early-career applicants if not tightly time-boxed.

Pillar 3: Learning and support

Score

14.3

/ 20

The company’s careers messaging explicitly frames learning as peer-to-peer (“learn and teach”), which fits a high-feedback environment when teams follow through.
Factorial includes role design that blends content creation with partner enablement in intern-or-junior roles, which is good “portfolio-building” work rather than pure admin.
The company does not consistently publish concrete onboarding mechanics for juniors (buddy system, ramp plan, review cadence) on the main careers site, so support still looks team-dependent from public evidence.

Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company publishes a benefits set that includes health insurance and a gym membership, which helps early-career hires avoid basic “first job” financial shocks.
Factorial has at least some public salary transparency via external postings, including a stated pay range for an intern-or-junior content role and an explicit monthly stipend for certain internships.
The company does not consistently show salary ranges on the primary careers site, so pay fairness can’t be checked role-by-role and the score is capped by missing ranges rather than a clear negative pattern.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company has strong overall employee sentiment on a major review site, including a high recommend-to-a-friend rate and a high “career opportunities” rating, which is a positive retention and growth proxy.
Factorial keeps reopening internships and intern-or-junior roles over time, which suggests juniors are not treated as a one-off experiment.
The company does not publish early-career outcome proof like internship-to-offer conversion, promotion timelines, or 12–24 month retention, which materially limits confidence in progression outcomes.