Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

https://www.florence.co.uk

About the company

Florence is a UK healthtech company focused on workforce management for health and social care, including tools for scheduling, HR, learning and development, agency management, and temporary staffing. Florence also runs a marketplace-style product that connects nurses, carers, and support workers with shifts. The company story is tied closely to NHS staffing gaps, with the founders framing the product around faster, fairer staffing. Florence has expanded beyond the UK into France and Canada following Series B funding.

Locations and presence

Florence lists UK offices in London and Glasgow, and Florence also lists a Birmingham office on the wider Florence domain. Florence has also publicly referenced operational presence in France and Canada as part of international expansion.

Palpable Score

55.5

/ 100

Florence is solid on learning support and benefits for head office employees, with a clear annual learning budget plus regular internal learning sessions. The score is pulled down by limited visible 0–3 year role access, inconsistent pay transparency, and thin public proof of early-career progression outcomes inside the company.

Pillar 1: Early-career access

Score

8.0

/ 20

The company’s head office hiring footprint that is easy to verify publicly skews toward experienced commercial and operational roles, such as Business Development Manager requiring prior BD or sales experience.
Florence publicly markets entry points for care professionals, but Florence’s registration requirements still include minimum UK experience for key roles like care workers and nurses, which is not true “no experience” access.
The company does not publish a clear graduate, intern, or apprenticeship track for the head office team on the main Florence UK careers page, so recurring 0–3 year intake is hard to confirm.

Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company includes an explicit equal opportunities statement in role adverts and invites candidates to request accommodations during interviews.
Florence has mixed public interview sentiment, including a modest “positive interview experience” share on Glassdoor, which suggests process consistency varies by team.
The company relies on a formal ATS setup for corporate hiring, but the job feed itself is not consistently readable from public sources, which reduces transparency for candidates trying to understand role volume and timelines.

Pillar 3: Learning and support

Score

14.5

/ 20

The company lists practical learning support for head office employees, including an annual learning budget and regular “Lunch and Learns.”
Florence runs Florence Academy with 100+ online courses and a “Pathway to Care” course, which shows the company builds structured learning content rather than treating development as ad hoc.
The company’s public role ads rarely spell out onboarding plans, mentoring cadence, or early-career ramp milestones for head office roles, so day-to-day support is not fully auditable.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company lists stable core benefits for employees, including 25 days holiday plus bank holidays, private medical insurance, paid sick leave, and enhanced parental leave.
Florence advertises “competitive salary” in some roles, but Florence and the company’s third-party listings frequently omit salary ranges, which makes pay fairness hard to judge up front.
The company offers additional practical benefits like cycle-to-work and UK railcard reimbursements for younger employees, but without pay bands this pillar stays capped.

Pillar 5: Early-career outcomes

Score

10.5

/ 20

The company has mixed overall employee sentiment on Glassdoor, with a mid-range rating and a modest “would recommend” share, and the review base is not clearly early-career-specific.
Florence publishes some in-company career narrative through employee quotes that reference progression and mentorship, but these are isolated examples rather than repeatable outcome data.
The company’s LinkedIn presence indicates a sizeable workforce and ongoing hiring, but Florence does not publish early-career metrics like internal mobility rates, time-to-promotion, or 12–24 month junior retention.