Company details

London, UK

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.gohenry.com/uk/

About the company

GoHenry offers a debit card and money app for kids and teens, built around financial education features like chores, savings goals, and in-app learning. Parents use GoHenry to set allowances, manage controls, and monitor spending while children learn to earn, save, spend, and invest. GoHenry expanded in Europe through the Pixpay acquisition and later joined the Acorns group, linking youth money products with a broader family finance platform. GoHenry operates as a regulated financial services business for relevant activities in the UK.

Locations and presence

GoHenry has a London base with additional UK presence in Hampshire, and GoHenry also lists an office location in Irvine, California. GoHenry promotes a hybrid approach through a policy that allows home, office, or mixed working for eligible roles, with periodic in-person office time.

Palpable Score

56.5

/ 100

GoHenry offers some genuine early-career entry points, but the public evidence points to a smaller, less consistent pipeline than peers with recurring graduate and internship hiring. Hiring looks reasonably structured for many roles, yet candidate experience signals include slow timelines and missing feedback in some cases. The biggest drag on the score is outcomes, because GoHenry has mixed public sentiment on progression and does not publish early-career retention or promotion data.

Pillar 1: Early-career access

Score

11.0

/ 20

The company has hired interns in corporate functions, such as a fixed-term Legal Team internship in London with defined dates and clear work scope.
GoHenry has continued to recruit for operational frontline roles like Member Services, which are common first-job entry points in fintechs that run their own customer operations.
The company does not publicly present a recurring graduate scheme, annual internship cohort, or apprenticeship pathway, which caps confidence in predictable entry-level access.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company has a repeatable interview pattern in candidate reports, commonly starting with an online application and moving through video screening and a second-stage interview.
GoHenry has role-specific assessments appearing in interview feedback, including scenario-based tests for customer-facing roles.
The company has candidate reports describing long waits and cases where feedback did not arrive after interviews, which weakens transparency for early-career applicants.

Pillar 3: Learning and support

Score

11.0

/ 20

The company advertises structured wellbeing and support benefits that matter early in a career, including access to therapy support and financial advisor sessions.
GoHenry has job-ad copy in circulation that mentions an “induction & onboarding program” alongside ongoing learning and development, suggesting onboarding is planned rather than improvised.
The company does not publicly describe mentoring, buddy systems, or early-career training tracks in a way that lets candidates gauge day-to-day support before joining.

Pillar 4: Pay fairness and stability

Score

12.5

/ 20

The company publishes a benefits package that points to stable employment conditions, including paid leave, sick pay that increases with service, and private medical or cash-plan coverage after probation.
GoHenry has public pay information mainly through third-party aggregations rather than consistent salary bands on listings, which makes it harder for early-career candidates to benchmark offers.
The company’s roles appear primarily permanent rather than short-term contract-heavy in public listings, but pay transparency remains uneven across functions and locations.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has mixed public sentiment on employee sites, with recommendation and business outlook figures that sit in the middle rather than pointing to consistently positive retention outcomes.
GoHenry has public Q&A and review content that raises concerns about promotion pathways and pay rises, which is a red flag for early-career progression.
The company does not publish early-career outcomes like time-to-promotion, retention at 12–24 months, or internship-to-offer conversion rates, so outcomes scoring stays cautious.