Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

http://www.frisbo.eu/

About the company

Frisbo is an e-fulfillment platform that connects online stores to a network of fulfillment centers and logistics providers across Europe. The company positions the product as “fulfillment as a service”, with plug-and-play integrations for ecommerce platforms and marketplaces. Frisbo says the network includes over 50 fulfillment centers and supports next-day delivery using local couriers. Public materials focus on helping ecommerce sellers expand cross-border without building their own logistics operations.

Locations and presence

LinkedIn lists the headquarters as Vulcan, Brașov (Romania). Frisbo’s own materials describe operating across Europe, and the careers page currently advertises roles in Romania plus roles tied to Europe and Bulgaria.

Palpable Score

40.7

/ 100

Frisbo’s public job ads show a small hiring footprint with most roles requiring 1–5+ years of experience, which limits true graduate entry. Hiring expectations are explained clearly inside role pages, but pay, benefits, and early-career progression outcomes are not publicly evidenced, which caps confidence for juniors.

Pillar 1: Early-career access

Score

7.7

/ 20

The company’s careers page currently lists five openings, with none labelled Junior, Intern, Graduate, or 0–1 years.
Frisbo’s Key Account Manager role asks for a minimum of 1 year of experience, which can work for early-career candidates but is not a clear first-job entry point.
The company’s Customer Technical Support and Software Engineer (Core team) roles ask for 3–5 years and 5+ years respectively, so most visible hiring is not early-career accessible.

Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company’s job pages include concrete “In this role you will…” sections (for example customer setup/integrations, raising detailed issues, working through logs), which reduces guesswork for applicants.
Frisbo routes applications by sending a CV to a company email address, but the postings do not outline interview stages, timelines, or whether any take-home tasks are used.
The company lists “Tools you’ll use” for Customer Technical Support (HubSpot, Slack, Jira, Postman, Grafana), which helps candidates understand day-to-day expectations.

Pillar 3: Learning and support

Score

8.3

/ 20

The company frames multiple roles around cross-team collaboration and learning-by-doing, such as supporting customers while also writing documentation and helping reproduce bugs.
Frisbo describes startup-style “wear many hats” expectations, but the job pages do not spell out onboarding plans, mentoring, pairing, or review cadence for new hires.
The company’s engineering role focuses on shipping, refactoring, and quality improvements, yet public listings do not describe structured coaching or progression support for earlier-stage engineers.

Pillar 4: Pay fairness and stability

Score

7.7

/ 20

The company does not publish salary ranges on the careers page or the job descriptions shown, which makes it hard for early-career candidates to benchmark offers.
Frisbo’s listings also do not publicly describe benefits (healthcare, leave, equipment, learning budget), so stability signals are missing rather than negative.
The company uses permanent role-style postings (not unpaid internships or commission-only adverts), but there is not enough public detail to score pay fairness confidently.

Pillar 5: Early-career outcomes

Score

5.7

/ 20

The company has almost no third-party employee outcome evidence in public view (for example, Glassdoor currently shows no reviews for this Frisbo listing), limiting insight on retention and progression.
Frisbo’s public team page lists senior leadership and a few functional leads, but does not include junior career stories, promotion examples, or internal mobility signals.
The company’s LinkedIn footprint indicates a small team size, but public sources do not provide measurable early-career outcomes like conversion rates, time-to-promotion, or repeat junior hiring patterns.