Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

https://www.knokcare.com/

About the company

knokcare is a digital health company building an API-first “Digital Front Door” platform that connects patients, providers and healthcare professionals in one place. The company’s product messaging focuses on orchestrated patient journeys rather than one-off video consultations, using automation and data to support continuity of care. Public materials state the company has operated since 2015 and has enabled more than 2.5 million clinical interactions across 12+ countries. knokcare also positions the business around reducing inequality in access to care, with a strong emphasis on transparency as a core value.

Locations and presence

knokcare lists Matosinhos (Porto area) as headquarters and hires across multiple Portuguese regions (for example Porto, Leiria, Setúbal and Algarve). The company also advertises remote-friendly working and has sales presence referenced in both Portugal and Brazil.

Palpable Score

57.9

/ 100

knokcare offers real entry points across operations and support roles, plus evidence of at least some junior tech hiring through “Junior Data Engineer” interview entries. The score is held back by limited pay transparency and mixed public signals on stability and workload that matter a lot to early-career candidates.

Pillar 1: Early-career access

Score

14.5

/ 20

The company lists a high share of “Entry level” openings on public job aggregators, with roles like Production Assistant, Customer Service Associate, and Assistente Operacional showing accessible routes in.
knok posts junior white-collar roles with realistic early-career requirements, such as Talent Acquisition Associate asking for 1–2 years experience.
The company has evidence of junior technical hiring through a Junior Data Engineer interview entry and role labels that map to 0–3 years, even if not packaged as a formal graduate scheme.

Pillar 2: Hiring fairness and transparency

Score

13.4

/ 20

The company publishes a clear inclusion statement covering equal opportunity across age, beliefs, gender identity, origin, race, religion, and sexual orientation.
knok’s Glassdoor interview entries describe straightforward screens (including a Google Meets conversation) and show typical timelines of roughly 2–4 weeks, which helps candidates plan.
The company’s primary ATS job hub was not reliably accessible from public browsing during this review, which reduces transparency on the full role list and application flow.

Pillar 3: Learning and support

Score

12.5

/ 20

The company frames learning explicitly as part of the culture, with “Always challenge your knowledge” and “Knowledge is knok’s fuel” presented as working principles.
knok defines the People team remit to include onboarding, people development and coaching, which is a stronger signal than a bare “HR” setup.
The company’s job descriptions sampled (Customer Service Associate, Talent Acquisition Associate, Senior Data Engineer) do not spell out mentoring cadence, shadowing, or a ramp plan, so day-to-day support for juniors is hard to verify.

Pillar 4: Pay fairness and stability

Score

9.5

/ 20

The company lists concrete baseline benefits such as meal card, health insurance, parking or transit pass support, free consultations, and 22 vacation days plus 3 paid time off days.
knok does not consistently publish salary ranges in job adverts, which caps pay-fairness confidence for graduates before they invest time in interviews.
The company has mixed pay sentiment in employee reviews and only thin third-party salary samples per role, which is not strong enough evidence to score higher.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company’s overall employee sentiment snapshot is mid-range, with “would recommend” not reaching a clear majority in the public overview.
knok has at least one detailed negative review citing a large technology layoff and leadership transparency concerns, which is a direct risk signal for early-career stability.
The company does not publish measurable early-career outcomes like internal mobility examples, promotion timelines, or 12–24 month retention, so outcomes are mostly inferred from third-party reviews rather than owned reporting.