Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Media & Comms

WEBSITE

http://www.journeyfurther.com/

About the company

Journey Further is a performance marketing agency founded in 2017, working across strategy, creative, and channel activation for brands and high-growth companies. The company operates as a multi-discipline agency (paid media, SEO, PR, creative, analytics and experimentation) and promotes a “clarity at speed” way of working. Journey Further publicly positions culture, wellbeing, and learning as core parts of the employee experience, not side projects. The company has also shared rapid growth milestones and expansion across multiple offices.

Locations and presence

Journey Further operates across UK offices including Leeds, London, and Manchester, and has an international presence including New York. Roles are designed around flexibility, but the company also states no role is fully remote because in-person time matters.

Palpable Score

71.0

/ 100

Journey Further has credible early-career access through a named grad scheme and a steady stream of junior agency roles, backed by strong wellbeing and learning signals. The main limits are pay transparency (salary ranges are not consistently public) and a lack of published, measurable early-career promotion and retention outcomes beyond award statements and review sentiment.

Pillar 1: Early-career access

Score

13.0

/ 20

The company is publicly associated with a “(Not just a) Grad Scheme” that is referenced in candidate and employee-facing channels as a real intake route.
Journey Further hires across a wide set of marketing disciplines, but public careers messaging is not consistently tagged for 0–3 year talent, so entry-level access depends on what is live at the time.
The company shows scale and repeat hiring across multiple UK offices, which supports recurring junior opportunity even without a big “graduate hub” on the website.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company states recruitment is designed to be open and fair, and the company has publicly described using blind inbound applications and tools to reduce bias in job descriptions.
Journey Further has consistent external interview-process feedback describing structured stages like role-relevant tasks, presentations, and clear stakeholder access rather than vague chats.
The company also invites speculative CVs via email when no role fits, which is convenient but less transparent than a published, role-by-role process with stated timelines.

Pillar 3: Learning and support

Score

16.3

/ 20

The company publishes specific learning routines such as “Learn Together” sessions plus internal Book Club and Podcast formats that are meant to translate into day-to-day work.
Journey Further backs wellbeing support with named partners and an ongoing cadence of physical and mental wellbeing initiatives rather than one-off perks.
The company’s culture materials emphasise autonomy plus access to experienced specialists, which is a strong setup for early-career growth in an agency environment.

Pillar 4: Pay fairness and stability

Score

12.7

/ 20

The company lists tangible UK benefits including private medical insurance, a matched pension up to 4%, enhanced parental leave, home working allowance, and a Christmas shutdown.
Journey Further offers flexibility around where and how people work, which can add real stability for early-career hires balancing commuting costs and life admin.
The company does not consistently publish salary ranges on the main careers pages, which caps pay fairness scoring even when the benefits package is clear.

Pillar 5: Early-career outcomes

Score

14.0

/ 20

The company has published an unusually specific retention claim via awards coverage (a cited staff retention rate in the high 90s), which is a meaningful outcome signal if accurate over time.
Journey Further has review-platform sentiment that frequently mentions supportive teams, strong culture, and “grad scheme” quality, but these sources are not a substitute for tracked progression data.
The company does not publish early-career outcomes like typical time-to-promotion, internal mobility rates, or 12–24 month retention for juniors, so outcome confidence cannot reach top-tier.