Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.flagright.com

About the company

Flagright sells an AI-native, no-code compliance platform for fintechs and banks, covering areas like real-time transaction monitoring, watchlist screening, customer risk scoring, and case management. Flagright highlights fast implementation via an API-first approach and positions the product as a “modern standard” for financial crime controls. Public company profiles and legal pages link Flagright to co-founders Baran Özkan (CEO) and Madhu G Nadig (CTO), with a 2021 founding date used in several directories. Flagright also publicises customer wins and seed funding announcements tied to platform expansion.

Locations and presence

Flagright has a UK entity registered in London and advertises London-based roles, while the company’s legal imprint also lists a Berlin address. Public employer directories list additional hubs including Singapore and San Francisco, and job ads show hiring across Europe, Asia, and North America.

Palpable Score

59.8

/ 100

Flagright offers real entry points for graduates through fresh-grad sales training roles and junior growth roles across multiple locations. The hiring bar and expectations are communicated bluntly, but early-career support and stability look uneven, especially in sales where employee feedback is sharply split. Pay transparency is also limited because most postings rely on “competitive” language rather than published ranges.

Pillar 1: Early-career access

Score

15.5

/ 20

The company advertises a “Tech Sales Training Program – Fresh Grad” track, which is a direct 0-year entry route rather than a disguised mid-level role.
Flagright posts “Junior Growth Specialist” roles in multiple markets, which suggests repeatable early-career hiring rather than a one-off junior opening.
The company’s non-sales roles skew toward “analyst” and “specialist” positions that often expect prior experience, so early-career access outside go-to-market is narrower.

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Pillar 2: Hiring fairness and transparency

Score

13.3

/ 20

The company states upfront in sales job ads that the pace can require evenings or weekends and that the role is not built around rigid 9–5 boundaries, which helps candidates opt in with eyes open.
Flagright uses a structured application flow that includes a short recorded video as part of the process, which is transparent but adds applicant burden that not every candidate can meet easily.
The company has public candidate feedback describing fast, founder-involved interviews, but role exercises can be substantial for some candidates and are not consistently previewed with clear time expectations.

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Pillar 3: Learning and support

Score

10.7

/ 20

The company promises a “proven playbook” and ramp support in sales training postings, which is a concrete learning signal for first-job candidates.
Flagright describes a defined progression path in junior growth postings, including movement from junior to senior levels and potential leadership for sustained performance.
The company has role-specific employee feedback claiming minimal training and high pressure to perform quickly, which weakens confidence that coaching is consistent for early-career hires.

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Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company positions compensation as “competitive market rate” and includes equity in several go-to-market postings, which is a baseline stability signal for a startup.
Flagright rarely publishes salary ranges in the job ads that are easiest to find publicly, which makes it harder for early-career candidates to compare offers and avoid under-market pay.
The company has mixed pay-and-workload sentiment in public reviews, including very negative ratings in at least one sales slice, so pay fairness cannot be verified confidently from postings alone.

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Pillar 5: Early-career outcomes

Score

10.3

/ 20

The company has a solid overall public employer snapshot score and a high “recommend to a friend” rate, which is a positive general signal for employee experience.
Flagright also has sharply polarised sales outcomes in public reviews, including one account describing rapid terminations and another describing fast learning and high ownership, which raises uncertainty on retention and manager consistency.
The company does not publish early-career retention, promotion rates, or cohort outcomes, and LinkedIn patterns mainly show repeated junior go-to-market hiring rather than verified progression timelines.

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