Company details

HEADCOUNT

1000-2999

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

https://www.hungrypanda.co

About the company

HungryPanda is a food delivery and grocery platform focused on serving overseas Asian communities, with a strong footprint in student and diaspora markets. HungryPanda operates across multiple countries and runs both consumer delivery and related logistics and wholesale lines (including PandaFresh-branded hiring in the UK). The company has raised large funding rounds and has publicly talked about profitability milestones and expansion via acquisitions. Public hiring materials emphasise Mandarin-language capability for many commercial and operations roles.

Locations and presence

HungryPanda lists London as headquarters, with operations across multiple countries and city-by-city roles in local markets. The UK corporate entity is registered in London, and the company recruits across the UK, North America, and APAC depending on function.

Palpable Score

50.0

/ 100

HungryPanda has genuine early-career entry points, especially through internships and trainee-style operations roles, plus a visible pattern of hiring junior commercial talent. The score is held down by mixed third-party signals on management support, benefits clarity, and progression, with limited public proof of early-career outcomes beyond individual anecdotes.

Pillar 1: Early-career access

Score

13.0

/ 20

The company advertises early-career routes such as Marketing Intern roles and a Supply Chain Management Trainee position framed as a graduate rotational program.
HungryPanda has publicly promoted graduate and internship schemes (including Business Development and Delivery Management tracks) as an explicit early-career intake.
The company often ties junior-access roles to Mandarin fluency and specific availability expectations (for example high-frequency schedules in operations), which narrows access for some graduates.

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Pillar 2: Hiring fairness and transparency

Score

9.5

/ 20

The company has interview feedback showing relatively low difficulty and a standard multi-step flow (HR screen followed by manager interviews) for several roles.
HungryPanda also has candidate-reported outcomes that skew negative in aggregate, with a minority describing the experience as smooth and many reporting poor experience.
The company has Q&A and review feedback describing hiring as “unorganized” in places, which is a fairness risk for early-career applicants who need predictable timelines and closure.

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Pillar 3: Learning and support

Score

11.5

/ 20

The company describes formal learning infrastructure such as “Panda Academy” and internal libraries, plus ongoing learning resources.
HungryPanda job ads for internships explicitly mention a “complete training system” and 1:1 line manager coaching, which is the right kind of hands-on support signal for first-job hires.
The company has employee feedback pointing to limited guidance from central teams and uneven onboarding, which suggests support depends heavily on team and country.

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Pillar 4: Pay fairness and stability

Score

8.5

/ 20

The company has third-party pay data with role-by-role salary snapshots, which helps candidates sanity-check compensation even when job ads do not include ranges.
HungryPanda has employee and Q&A feedback that questions benefits coverage in some markets, which creates uncertainty for early-career stability and safety nets.
The company rarely posts salary ranges directly on listings across functions, which keeps pay transparency below a strong early-career standard.

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Pillar 5: Early-career outcomes

Score

7.5

/ 20

The company has individual employee feedback describing HungryPanda as a “good company for entry level,” which suggests some early-career hires do land and ramp successfully.
HungryPanda also has repeated feedback citing “no career path” and weak “career opportunities” ratings, which is negative evidence for progression.
The company shows some internal title progression patterns on LinkedIn over multi-year spans, but HungryPanda does not publish measurable outcomes like internship-to-offer rates, time-to-promotion, or 12–24 month retention for early-career hires.

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