Company details

London, UK

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.iwoca.co.uk/

About the company

Iwoca provides fast, flexible finance for small businesses, including business loans and a payments product (iwocaPay). The company uses in-house lending software and open banking to make quicker credit decisions than traditional lenders. Iwoca operates across the UK and Germany and positions the platform around funding SMEs to manage cash flow and seize growth opportunities. The company has funded billions for tens of thousands of small businesses since launching.

Locations and presence

Iwoca is office-based across four locations, with recurring references to London, Leeds, and Frankfurt in hiring materials and job adverts, and additional roles listed in Berlin. Iwoca also states that flexible working is supported across teams, so day-to-day expectations depend on the role and team.

Palpable Score

69.1

/ 100

Iwoca is a solid option for early-career candidates because junior roles and internships show up regularly and pay ranges are often stated on the company’s job ads. The hiring process is fairly clear at a high level, but transparency on timelines and feedback is inconsistent and candidate experiences vary. Long-term outcomes look possible through internal progression stories, yet the company does not publish early-career conversion, retention, or promotion metrics.

Pillar 1: Early-career access

Score

14.2

/ 20

The company explicitly says there is no formal graduate scheme, but also says many roles suit people starting out and that interns are hired across the business throughout the year.
Iwoca advertises junior-titled roles such as Junior Credit Analyst, which is a straightforward “first or second job” entry point rather than a mid-career hire dressed up as junior.
The company has also advertised longer student placements (for example, a 13-month finance operations placement), which widens access beyond summer-only internships.

Pillar 2: Hiring fairness and transparency

Score

12.9

/ 20

The company publishes a simple, candidate-facing outline of the interview flow: phone screen, hiring manager interview, a role-specific task (such as a coding challenge), then a final interview.
Iwoca has enough interview feedback volume to show a repeatable pattern that includes phone screens and skills tests, and the reported average time-to-hire is relatively short.
The company has mixed candidate reports, including some experiences describing slow or unpleasant loops, and there is no consistent public commitment on timelines or feedback.

Pillar 3: Learning and support

Score

14.2

/ 20

The company lists learning and development as a benefit with “time and budget” for professional growth, rather than leaving upskilling entirely to spare-time effort.
Iwoca publishes role stories that describe strong onboarding and seniors actively training more junior teammates, which is the kind of day-to-day support early-career hires need.
The company also has employee feedback that mentions uneven development planning and irregular 1:1s in some teams, suggesting support quality depends on the manager and function.

Pillar 4: Pay fairness and stability

Score

15.4

/ 20

The company often includes compensation ranges directly in job adverts (including junior roles), which is a meaningful transparency signal for early-career applicants comparing offers.
Iwoca describes broad benefits that support stability, including health insurance, enhanced parental leave, and annual stock options for employees.
The company’s pay transparency is better than many UK fintech peers, but not every role is equally easy to benchmark from public listings, especially across countries and teams.

Pillar 5: Early-career outcomes

Score

12.4

/ 20

The company publishes internal progression stories where people move through multiple roles over a few years (for example, starting in customer-facing onboarding and progressing into partnership operations).
Iwoca has also shared a long-range progression story from a marketing internship into senior leadership over several years, which is a strong “growth is possible here” signal.
The company does not publish early-career outcome metrics like internship return-offer rates, retention at 12–24 months, or time-to-promotion, and employee reviews include both “learn a lot/progression” and “progression ceiling” themes.

Useful links & resources

Iwoca careers (roles, benefits, and interview FAQ)Iwoca jobs (Ashby job board)From intern to CMO: journey story (Inside iwoca)