Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Travel & Hospitality

WEBSITE

https://www.holibob.tech

About the company

Holibob is a B2B travel technology company that helps travel brands, travel agents, destinations, and operators sell tours and experiences through a single platform. Holibob positions the product as an “eCommerce engine for experiences”, combining distribution and content to drive booking value and conversions. Holibob describes a remote-first setup, with teammates spread across multiple countries and periodic in-person meetups. Public company profiles disagree on exact size, but consistently place Holibob in the small-to-mid startup bracket.

Locations and presence

Holibob lists London as headquarters across major public profiles and operates as a remote-first team. Holibob also appears on startup directories with additional office listings (including Edinburgh and US cities), alongside global remote hiring language.

Palpable Score

63.1

/ 100

Holibob has credible people-practices for a remote-first startup, including mentoring language, individual development plans, and clear accommodations signals for candidates. The limiting factor is entry-level access: the only easily verifiable public job adverts are older and skew experienced, and public proof of junior progression is thin.

Pillar 1: Early-career access

Score

10.3

/ 20

The company’s public job board lists roles posted on November 8, 2021 (Account Manager and Senior Software Engineer) with requirements that skew mid-level and senior rather than 0–3 years.
Holibob’s own “Meet our People” content includes titles like Finance Associate alongside leadership and specialist roles, which signals junior seats exist even when roles are not labelled “graduate”.
The company does not publish internships, apprenticeships, or clearly “0–2 years” roles on the careers site, and the visible vacancies page does not show recent postings, which caps verified entry-level access today.

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Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company states that interviews are almost always virtual and asks candidates to share pronouns and request reasonable adjustments when scheduling.
Holibob’s Candidate Privacy notice sets expectations around interviews and possible online testing, and spells out what candidate data is collected and why.
The company has mixed third-party interview feedback, including a January 2026 report of a straightforward HR-to-hiring-manager-to-tech-lead flow in about 2–3 weeks, and a March 2024 report criticising group-call screening as a high-pressure filter.

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Pillar 3: Learning and support

Score

14.7

/ 20

The company describes career development via individual plans, with resources such as mentoring and study leave.
Holibob’s remote-first setup includes quarterly optional in-person office days and access to co-working in major cities, which can help early-career hires build relationships faster.
The company’s published Senior Software Engineer role description includes expectations to mentor junior teammates and run design and code reviews, though the advert is dated 2021.

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Pillar 4: Pay fairness and stability

Score

13.2

/ 20

The company has published salary bands in job adverts, including £40,000–£50,000 for Account Manager and £75,000–£100,000 for Senior Software Engineer.
Holibob lists a share options scheme for employees and a bonus scheme for the commercial team, which gives some upside beyond base pay.
The company does not consistently publish up-to-date salary bands or detailed benefits on the current careers site, and Glassdoor’s compensation-and-benefits rating sits around 3.5 out of 5, which limits certainty for early-career budgeting.

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Pillar 5: Early-career outcomes

Score

11.9

/ 20

The company has at least one employee review describing tenure of more than three years, and the careers page includes anniversary milestone recognition, which points to some long-run retention.
Holibob has employee feedback raising job-security concerns and workload pressure, plus an older review alleging high churn, which is a risk marker for early-career stability.
The company has limited public proof of junior promotions or level progression, and a small scan of public LinkedIn profiles shows both sub-one-year and multi-year tenures across roles, so outcomes are hard to generalise.

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