Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

http://www.justrussel.com/

About the company

Just Russel is a Belgian D2C pet tech company selling personalised dog and cat food subscriptions based on pet profiles and an in-house recommendation approach. The company markets free home delivery and flexible subscription changes (pause, edit, cancel). Hiring pages show a mix of tech roles (Python, Django/FastAPI, data engineering) and go-to-market roles (performance, influencer, social growth), plus customer support. Recent hiring copy also talks about expanding in Germany.

Locations and presence

Just Russel lists the Ghent area as headquarters on public company profiles, and job posts reference Nevele as a base for several roles. The company recruits across Belgium and hires for market expansion roles tied to Germany.

Palpable Score

56.7

/ 100

Just Russel offers more true early-career entry points than many scale-ups of similar size because internships and job-student roles sit alongside full-time roles. The score is held back by weak pay transparency and limited public proof of early-career progression and retention beyond a small set of reviews.

Pillar 1: Early-career access

Score

15.2

/ 20

The company runs multiple student-entry routes at the same time, including Job Student Digital Marketing, Job Student Customer Hero, and Student Brand Ambassador roles.
Just Russel publishes internships with clearly junior-appropriate scope, including Intern Digital Marketing, Intern Video & Content Creator, Influencer Marketing intern, and Intern Graphic Design.
The company also lists a Junior Data Analyst role externally, which adds a non-student entry point beyond support and marketing.

Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company’s job pages are unusually specific about tooling and team context in tech roles, including named stack choices (Vue/Nuxt/TypeScript, Vitest, Playwright, Figma) and team composition.
Just Russel collects applications via “Apply now” links (Google Forms), which is simple for candidates but does not show a consistent staged process or timelines on the careers page.
The company has public interview feedback describing a two-step process (team lead discussion then CEO fit chat) and a three-week timeline, but that process is not documented on the job pages themselves.

Pillar 3: Learning and support

Score

12.5

/ 20

The company’s job-student and internship postings explicitly frame hands-on learning, including “real projects” in Digital Marketing and professional customer-service practice in the Job Student Customer Hero role.
Just Russel’s tech roles describe modern testing and collaboration practices (unit and end-to-end testing, design collaboration), which tends to create day-to-day learning through reviews and shared standards.
The company does not spell out mentoring mechanics for juniors like an assigned buddy, a 30-60-90 ramp plan, or a feedback cadence in the postings reviewed.

Pillar 4: Pay fairness and stability

Score

8.0

/ 20

The company does not publish salary ranges or hourly pay for internships, job-student roles, or full-time roles on the main jobs page.
Just Russel’s public job ads lean on culture and growth language rather than concrete compensation signals (pay bands, equity approach, or benefit specifics).
The company has too little reliable, role-specific compensation detail in public sources to score pay fairness higher, even though student roles are likely paid in Belgium.

Pillar 5: Early-career outcomes

Score

8.5

/ 20

The company has at least one early-career review describing issues like changing tools without training and mismatch between interview expectations and day-to-day tasks, which is a negative outcomes signal.
Just Russel has limited Glassdoor interview coverage showing a short process and low difficulty, but it does not include promotion or development outcomes over time.
The company’s LinkedIn footprint suggests an established team in the Ghent region, yet there is no published evidence on junior promotion timelines, intern-to-full-time conversion, or 12–24 month retention.