Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

http://www.incapto.com/

About the company

Incapto is a Barcelona-founded specialty coffee company selling coffee beans, super-automatic coffee machines, and subscriptions for homes and businesses. The company pitches the model as “good coffee without capsules”, combining sustainability messaging with convenience. Incapto runs both a customer-facing subscription business and a B2B “coffee as a service” offer, including connected machines and servicing operations. Public reporting in 2025 describes a team size around 130 people and multi-country presence across Southern Europe.

Locations and presence

Incapto’s main hubs are Barcelona (cross-functional and commercial teams) and Ripollet (roasting, packaging, operations, logistics, and technical service). The company also advertises hiring coverage that includes multiple Spanish cities and Paris, with hybrid working referenced on role listings.

Palpable Score

58.8

/ 100

Incapto is meaningfully open to early-career candidates because internships are live on the main careers page and older internship job descriptions show real responsibilities, not “shadow-only” work. The score is held back by limited pay transparency and thin public proof of early-career progression and retention outcomes beyond a small review sample.

Pillar 1: Early-career access

Score

143.0

/ 20

The company lists multiple internships on the main careers page, including Product Manager Intern, B2B Marketing Intern, and International Trade Intern.
Incapto also has a public “Ingeniero Industrial o Electrónico” vacancy explicitly targeted at 16–30 year olds, which is a direct early-career access signal.
The company’s non-intern openings (for example Ecommerce Manager, PPC Specialist, Account Executive) skew more experienced, so early-career access is real but not the dominant hiring volume.

Pillar 2: Hiring fairness and transparency

Score

11.5

/ 20

The company publishes a single page that lists open roles with locations and working mode (for example “Barcelona – Hybrid”), which is a solid baseline for clarity.
Incapto does not publish a step-by-step interview process, expected assessments, or candidate timelines on the careers page, so applicants have to guess what “the process” looks like.
The company routes several roles to external documents that were not accessible from the public links reviewed, which reduces transparency for candidates trying to self-assess before applying.

Pillar 3: Learning and support

Score

12.5

/ 20

The company’s internship job descriptions (public PDFs) describe hands-on work like newsletters, customer comms, KPI tracking, influencer actions, and product launches, which creates genuine learning-by-doing.
Incapto positions at least one early-career technical role around building a new IoT-connected machine with UX goals, which can be strong development exposure if paired with real mentorship.
The company does not publicly describe onboarding, buddying, manager 1:1 cadence, or a 30/60/90-day ramp, so the support structure is hard to verify from public hiring materials.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company lists benefits such as flexible compensation via Cobee and sustainable mobility discounts via Kleta, which are concrete quality-of-life perks.
Incapto’s older internship job descriptions avoid firm salary ranges and state pay is decided based on profile, which caps pay fairness assessment for early-career applicants.
The company shares some stability signals in older PDFs (for example holiday allowance and basic equipment from day one), but current role pages still rarely include compensation bands.

Pillar 5: Early-career outcomes

Score

9.5

/ 20

The company has a limited but non-trivial review footprint on a major employer-review platform, including praise alongside pointed criticism about organisation and transparency.
Incapto does not publish early-career outcomes like promotion timelines, junior retention over 12–24 months, or progression examples, which limits confidence on longer-term graduate outcomes.
The company shows fast growth and multi-site operations, but public evidence tying that growth to repeat junior promotions or durable early-career retention is missing.