Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

https://www.instacar.gr/

About the company

Instacar is a Greek car subscription and flexible leasing company, selling a mostly online experience for private individuals and businesses. Instacar says the company was founded in 2018 and officially launched in September 2019. The company also talks publicly about moving beyond leasing into a broader mobility platform, including an acquisition in micromobility. Instacar raised a €55m Series A in 2023, which points to a scale-up stage rather than a small seed startup.

Locations and presence

Instacar lists Athens, Kifisia as the main base, and the public contact address is on Palaia Tatoiou in Kifisia. Job ads are commonly tagged hybrid or on-site around Kifisia, rather than fully distributed.

Palpable Score

53.5

/ 100

Instacar looks reasonably fair and modern in how candidates apply, with a proper ATS flow and clear equal-opportunity language in job posts. Early-career access is limited because most visible roles ask for multi-year experience, and public proof on junior progression and pay bands is thin.

Pillar 1: Early-career access

Score

8.5

/ 20

The company advertises some roles that sit closer to early-career, like Sales Agent with a stated 1–3 years experience requirement.
Instacar’s other current openings skew experienced, such as Customer Success Coordinator (3–5 years), Marketing CRM Specialist (4+ years), and Senior iOS Engineer (5+ years).
The company offers an “INSTACAReers – Submit Your CV” talent-pool route, but this is aimed broadly at professionals rather than a clear 0–1 year intake.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company runs hiring through Workable, and the recruitment privacy notice spells out that Workable supports the application process and candidate data handling.
Instacar includes Equal Opportunity Employer language directly inside job posts, which sets a baseline expectation for fair consideration.
The company does not publish a standard interview-stage outline, assessment format, or typical timelines on a reusable careers page, so transparency depends on each listing.

Pillar 3: Learning and support

Score

12.0

/ 20

The company’s talent-pool page promises collaboration with “industry experts” and frames the environment as supportive and inclusive, which is a positive learning signal for juniors if matched by managers.
Instacar has Glassdoor review content that mentions learning on the job and exposure to new technologies, especially in engineering-adjacent roles.
The company does not publicly commit to structured early-career supports like a mentoring scheme, onboarding ramp plan, or a stated learning budget in the materials that are easy to verify.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company advertises a competitive compensation and benefits package that includes premium private health and life insurance in multiple job posts.
Instacar’s Glassdoor reviews are mixed on pay, with some roles calling pay good and others describing underpay outside engineering.
The company rarely publishes salary ranges in job ads, which makes pay fairness hard to judge before interview stages.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has a small Glassdoor footprint, and the content is mixed rather than consistently positive, which limits confidence in repeatable early-career experiences.
Instacar’s LinkedIn profile shows a 51–200 company size band and over 100 employees listed, which supports that Instacar hires at scale, but this does not show who gets promoted or retained.
The company’s funding and scale-up narrative is clear publicly, but Instacar does not publish early-career outcome data like time-to-promotion, internal mobility examples, or 12–24 month junior retention.