Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.fyxer.com

About the company

Fyxer sells an AI executive assistant that helps people stay on top of email, scheduling, follow-ups, and meeting notes. The company positions the product for high-email, client-facing work, with real estate and professional services appearing often in public messaging. Fyxer has raised venture funding since launch and talks publicly about scaling quickly, especially in go-to-market hiring.

Locations and presence

Fyxer lists roles across London and New York, with additional US hiring concentrated in major cities for sales and customer teams. Public company profiles also describe both UK roots and a US footprint, so candidates should expect a cross-Atlantic operating cadence.

Palpable Score

59.0

/ 100

Fyxer is more transparent than many startups on compensation for several roles, and the company’s public job ads are usually specific about expectations. The score is pulled down by thin evidence of repeat, clearly junior hiring and by limited public proof of early-career progression and retention.

Pillar 1: Early-career access

Score

10.0

/ 20

The company’s open roles skew senior across engineering, revenue, and sales, which narrows the entry points for 0–3 year candidates.
Fyxer shows occasional junior-access roles through titles like “Customer Success Associate” and task-based support roles, but several of these appear via third-party postings rather than a consistent in-house junior pipeline.
The company rarely labels roles as graduate, intern, apprentice, or junior on major public boards, so early-career access looks opportunistic rather than recurring.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company publishes salary bands on multiple public postings (including UK and US roles), which reduces negotiation guesswork for applicants.
Fyxer job ads often include concrete scope such as what the role owns, who the role works with, and what “good” looks like, which helps candidates assess fit before applying.
The company rarely lays out a consistent interview sequence or assessment format across listings, so candidates still have to discover process expectations midstream.

Pillar 3: Learning and support

Score

11.0

/ 20

The company talks about “fast-tracked responsibility” and high ownership in at least one public role write-up, which can be a strong learning environment for the right early-career hire.
Fyxer has some postings that reference training, ongoing development, and building playbooks, but these are not consistently written into core team roles in a way that reads like a repeatable support system.
The company does not publicly describe structured mentorship, onboarding length, or review cadence for juniors, which makes the learning experience hard to judge upfront.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company posts pay ranges for many roles (including customer success, engineering, and sales), which is a solid fairness signal compared with “competitive” placeholders.
Fyxer mixes full-time roles with freelance or part-time creative/support work, which can reduce stability for early-career candidates who need predictable income and progression.
The company sometimes lists very wide salary bands on technical roles, which can hide leveling differences and makes it harder for juniors to know where they’d land.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company shares growth claims and funding milestones, but those are not the same as showing junior promotions, retention over 12–24 months, or leveling outcomes.
Fyxer has only a small amount of public employee-review data, and what’s visible is not detailed enough to assess early-career support or churn patterns with confidence.
The company’s LinkedIn footprint suggests rapid scaling, but public examples of early-career progression and internal mobility are sparse, so this pillar stays capped.