Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

https://www.forest.me

About the company

Forest runs a shared e-bike service in London, funded partly through advertising so the company can offer free minutes to riders. Forest told Sifted in November 2023 that Forest had become profitable, while also describing a smaller footprint than many micromobility competitors at the time. More recently, reporting has described Forest scaling the London fleet materially and focusing on operations and compliance in a fragmented borough-by-borough regulatory environment. Forest hires across commercial roles, operations, support, and product.

Locations and presence

Forest is London-first, with the commercial office listed in Moorgate and operational work centred on fleet and warehouse activity in London. Forest also operates across multiple London boroughs, so early-career roles can be a mix of office-based hybrid work and on-the-ground operations.

Palpable Score

58.5

/ 100

Forest has credible support signals for juniors in benefits and development budget, plus a hiring process that sometimes looks structured and human. The score is held back by limited visible 0–3 year hiring volume on the company careers site today, inconsistent pay transparency, and mixed public employee sentiment that makes early-career outcomes hard to judge confidently.

Pillar 1: Early-career access

Score

11.0

/ 20

The company’s current careers page shows a senior commercial vacancy (Head of Sponsorship) rather than a steady stream of 0–3 year roles.
Forest has advertised early-career-friendly roles elsewhere, including a “Hybrid Designer” pitched as suitable for a recent graduate or early-career designer, plus roles with 1–2 years’ experience such as People & Team Assistant.
The company does not show a visible internship, apprenticeship, or recurring graduate intake, so entry-level access looks opportunistic rather than consistent.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company publishes unusually clear scope in senior job ads, including split of time between new business and partner management, hybrid expectations, and what success looks like in the role.
Forest appears to use structured screening in at least some hiring flows, with candidates describing tests or written assignments plus conversational interviews.
The company has negative candidate experience signals in public interview feedback, including ghosting after multiple stages, and most job ads lack salary ranges.

Pillar 3: Learning and support

Score

13.5

/ 20

The company states a £1,000 per-year personal development budget and lists benefits that help early-career hires settle quickly, including private medical cover and regular team socials.
Forest frames early-career roles as coached and feedback-friendly in places, for example design work reporting into a Creative Brand Manager and explicitly calling out comfort with constructive feedback.
The company rarely publishes concrete onboarding or ramp plans in job descriptions, so support quality is harder to assess beyond benefits and values language.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company offers a benefits package that reads like a stable full-time employer, including private medical insurance, parental leave, paid leave, and a personal development budget.
Forest says share option plans start at entry-level positions, which is a strong signal of juniors sharing upside when the company offers equity responsibly.
The company does not consistently publish salary ranges, and employee reviews include complaints about pay disparity, which caps pay-fairness confidence.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has mixed employee sentiment in public reviews, including positive comments on team, benefits, and approachability, alongside sharply negative accounts about workload and management, which suggests uneven outcomes by team.
Forest has business stability signals that can matter for early-career retention, including publicly reported profitability and continued operational scaling in London.
The company’s LinkedIn footprint suggests a growing organisation, but Forest does not publish junior progression data (promotions, time-to-level, retention over 12–24 months), so outcome scoring is constrained.