Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

http://www.finn.com/

About the company

FINN runs a car subscription service where customers pay a monthly fee and FINN handles insurance, registration, taxes, maintenance, and delivery. The company was founded in Munich in 2019 and sells subscriptions across multiple car brands, with a stated focus on reducing friction in car ownership. FINN also positions the product around climate action by funding certified climate protection projects to offset vehicle emissions. The careers site describes a team with 50+ nationalities and “350+ employees.”

Locations and presence

FINN hires heavily in Germany, with roles listed across Munich plus Cologne/Düsseldorf and remote options within Germany. FINN has also operated in the United States with a New York City headquarters referenced in published coverage of the company’s U.S. hiring.

Palpable Score

82.3

/ 100

FINN posts real entry points for early-career candidates, backs them with a clear interview flow (including a work-relevant case stage), and shares pay ranges for several junior and associate roles. The main thing holding the total back is limited public, measurable proof of long-term early-career progression and retention beyond review sites and a few anecdotal conversion signals.

Pillar 1: Early-career access

Score

17.1

/ 20

The company advertises multiple true early-career roles at once, including “Junior Sales Representative B2C” and “(Junior) Account Manager – Small Accounts.”

FINN keeps structured student entry points open through internships (e.g., Backend Engineering, Data & Analytics, Sales, Strategy & Business Development).

The company hires working students for customer-facing and operations work, including “Werkstudent Kundenberater” and “Werkstudent:in – FINN Station München und Köln / Düsseldorf.”

Pillar 2: Hiring fairness and transparency

Score

16.8

/ 20

The company publishes an interview journey with defined stages (first interviews, a case interview designed to mirror day-to-day work, and a final round with senior leadership).
FINN includes practical transparency inside job posts, such as clear scope and targets, plus salary ranges shown directly on several listings (not hidden behind later steps).
The company is reviewed by candidates as moving quickly and giving structured feedback on case work, but review sites also show a meaningful minority of negative experiences, which keeps this short of top marks.

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Pillar 3: Learning and support

Score

16.9

/ 20

The company funds learning with a stated personal development budget (often shown as €1,500 per year in roles like junior account management and product).
FINN spells out hands-on learning in technical internships, including learning engineering best practices directly from senior engineers and joining technical discussions.
The company gets specific early-career support credit from working-student feedback mentioning steep learning curves, supportive managers, and practical flexibility around university exam periods.

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Pillar 4: Pay fairness and stability

Score

17.5

/ 20

The company publishes concrete pay bands for early-career roles, including €36,000–€45,000 for a junior account manager and €40,000–€50,000 for a junior sales role, plus virtual equity (VSOP) language in listings.
FINN states fixed pay for at least one internship example (€2,300 per month) and pairs pay with tangible stability signals like pension contributions (Germany) and standard equipment (e.g., MacBook) for working students.
The company’s working-student pay benchmarks in public salary data sit slightly below a national comparator, so FINN scores well for transparency and stability rather than “top of market.”

Pillar 5: Early-career outcomes

Score

14.0

/ 20

The company has early-career conversion signals from student reviews that explicitly say many interns later stay as working students or move into full-time roles.
FINN has generally positive employee sentiment markers (recommendation and career-opportunity ratings) that suggest some internal growth paths, but these are still perception-based outcomes.
The company does not publish hard early-career outcome metrics (promotion rates, time-to-promotion, retention after 12–24 months, or cohort outcomes), which caps the score here.

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