Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Travel & Hospitality

WEBSITE

https://www.journeetrips.com

About the company

Journee is a London-based travel tech company selling surprise trips where travellers only learn the destination at the airport. Customers complete a short questionnaire, then Journee handles flights, accommodation, transport, and activities end-to-end. The founding team includes CEO Ed Tribe alongside co-founders Megha Chaturvedi and James Gillard, with public company materials linking the trio to Depop. Journee positions the product as “unplanning” travel by removing research and booking work.

Locations and presence

Journee is headquartered in London, with hiring and operations signals that include fully-remote roles outside the UK. Public job listings show roles based in London and at least one remote role based in India.

Palpable Score

57.0

/ 100

Journee looks like a startup that can be genuinely accessible to early-career candidates through operations roles where prior industry experience is “a bonus” rather than a gate. Hiring transparency is stronger than most startups thanks to time-boxed, scenario-style screening in at least one role. The biggest limiter is outcomes data: there is not enough public evidence of repeat junior cohorts, promotion paths, or early-career progression patterns.

Pillar 1: Early-career access

Score

12.0

/ 20

The company has advertised a Trip Coordinator role where prior travel and customer service experience is listed as a bonus rather than essential, which lowers the barrier for early-career applicants.
Journee has advertised a Customer Support and Operations Executive role asking for 1–2 years’ experience, which is a realistic first or second job target.
The company’s public vacancies do not show a steady stream of 0–3 year roles across multiple functions, so entry-level access looks role-specific rather than recurring.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company includes an explicitly time-boxed first-stage assessment for the Trip Coordinator role (five scenario questions with a 30-minute limit), which is a fairer ask than open-ended take-homes.
Journee’s Trip Coordinator listing is unusually concrete about day-to-day responsibilities (booking flights, handling changes, finalising itineraries, supplier negotiation), which helps candidates self-select.
The company does not publish a consistent, company-wide hiring process overview (stages, timelines, what “good” looks like), so transparency may vary by team and role.

Pillar 3: Learning and support

Score

10.7

/ 20

The company frames roles around structured processes and accuracy, which can help early-career hires learn by following clear runbooks.
Journee promises close founder proximity in at least one role, but the language is more about working alongside founders than explicit coaching, 1:1s, or an onboarding plan.
The company does not publicly share early-career learning mechanics like ramp plans, buddy systems, review cycles, or skills frameworks, which limits confidence in consistent support.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company has publicly posted pay for at least one operational role, which is a concrete step toward pay transparency.
Journee lists benefits like employee options and a yearly company-funded Journee trip on at least one employer profile, which can meaningfully improve overall compensation for juniors.
The company does not consistently show salary ranges for UK-based roles where many early-career candidates will apply, which caps the pay fairness score.

Pillar 5: Early-career outcomes

Score

9.3

/ 20

The company has a small set of employee reviews with very positive high-level ratings, but the sample size is too small to treat as a reliable early-career outcomes signal.
Journee has at least one public review that indicates multi-year tenure, which is a good retention clue, but it does not confirm early-career progression or promotions.
The company continues to advertise operational roles (including Trip Coordinator hiring), which suggests ongoing team growth, but there is no public evidence of junior-to-mid progression outcomes.