Hinge Health

Digital musculoskeletal care pathways
Last updated:
February 3, 2026
Company details
HQ
HEADCOUNT
1000-2999
ORG TYPE
Startup
SECTOR
Healthcare & Life Sciences
About the company
Hinge Health sells digital care pathways for musculoskeletal conditions (joint and muscle health), blending software with clinician-led support. Hinge Health positions the service as a way for employers and health plans to reduce MSK costs while improving employee engagement in care. Hinge Health operates as a distributed employer with remote, in-office, and coworking hub options. Public reporting also shows Hinge Health pursuing an IPO path in 2025 after a workforce reduction in 2024.
Locations and presence
Hinge Health lists headquarters in San Francisco and describes flexible remote, in-office, and coworking hub options. Public materials and partner case studies reference teams across the US and additional international footprints including Canada, the UK, India, and LATAM.
Palpable Score
61.3
/ 100
Hinge Health offers credible early-career access through a structured engineering apprenticeship route and evidence of internships, plus clear benefits and some pay-range transparency in postings. The score is limited by patchy visibility into junior hiring volume today, mixed transparency on interview expectations (with some reliance on third-party reports), and limited published outcomes data beyond apprenticeship stories.
Pillar 1: Early-career access

Score

12.3
/ 20
  • The company runs a six-month, full-time Engineering Apprenticeship that is explicitly aimed at bootcamp and self-taught candidates growing into Software Engineer roles.
  • Hinge Health has public evidence of interns in engineering (including intern reviews that reference real project exposure in locations like Bengaluru and San Francisco).
  • The company’s public job discovery is inconsistent (the main jobs list is not reliably accessible), which makes it hard to confirm a steady, repeatable stream of 0–3 year roles at any given time.

Pillar 2: Hiring fairness and transparency

Score

12.3
/ 20
  • The company’s candidate-reported interview stages are structured (recruiter screen, skills test or take-home, hiring manager and team panels), which is better than purely informal hiring.
  • Hinge Health has multiple candidate reports describing organized, multi-stage loops, but the “what to expect” guidance is not consistently available from the company’s own pages.
  • The company has some public feedback describing heavier technical assessments in engineering, and without official time-bounds published, early-career fairness depends on recruiter scoping.

Pillar 3: Learning and support

Score

14.7
/ 20
  • The company’s apprenticeship model is built around learning on real teams, with the program framed as a supported pathway into a full Software Engineer position.
  • Hinge Health publishes stories describing apprentices completing the program and being promoted into full-time software engineering roles, which is a concrete support-and-growth signal.
  • The company describes benefits that can fund development (self-development budget and stipends), but does not publish a universal onboarding or leveling framework for juniors across functions.

Pillar 4: Pay fairness and stability

Score

11.7
/ 20
  • The company includes meaningful benefits that support stability for early-career hires, including flexible PTO, inclusive healthcare support, and stipends (including self-development and lifestyle/mental health).
  • Hinge Health shows some pay transparency in job postings via stated salary ranges for certain US-based engineering roles, which helps candidates benchmark fit before interviews.
  • The company does not provide consistently visible salary ranges across all roles and geographies from a single reliable source, which caps confidence on pay fairness for non-US and non-engineering early-career paths.

Pillar 5: Early-career outcomes

Score

10.3
/ 20
  • The company has a clear outcome story for at least one early-career pathway, with apprentices completing the program and moving into full-time software engineering roles.
  • Hinge Health has public intern experiences that point to hands-on work, but there is no published conversion rate from internship to full-time or typical time-to-promotion for juniors.
  • The company went through a reported workforce reduction (about 10%) in April 2024, which adds uncertainty for early-career retention and predictable progression.

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