Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.kompasbank.dk

About the company

Kompasbank is a Danish licensed SME-focused bank with a digital-first offering spanning financing and transaction banking. Public materials describe operations across Denmark, Germany, and Spain, with the banking licence obtained in 2021 and full operations from January 2022. Kompasbank’s hiring pages position the business as a fast-growth fintech-bank, and current openings span payments, sales, and growth functions. The clearest early-career entry point currently visible is a paid student sales role with explicit training and coaching.

Locations and presence

Kompasbank lists Vedbæk, Denmark as a core site for roles and company contact details. Public statements and partner content also reference expansion and operations across Germany and Spain.

Palpable Score

52.6

/ 100

Kompasbank is stronger than many startups on hands-on learning for early-career hires, especially in sales, with explicit coaching and feedback baked into role descriptions. The score is held back by a thin set of truly entry-level roles and limited public proof of junior progression and retention outcomes.

Pillar 1: Early-career access

Score

7.8

/ 20

The company lists a Student Insight Sales Specialist role aimed at current students (around 15 hours per week) and frames it as a “launchpad” into fintech sales.
Kompasbank advertises an Insight Sales Specialist role with an experience expectation (“opsøgende salg, mødebooking eller telemarketing”), which sits more “early-career” than entry-level.
The company’s other visible opening (SME Payments Lead) requires 5+ years, and there are no visible graduate schemes, internships, or 0–2 year tracks on the main careers page.

Pillar 2: Hiring fairness and transparency

Score

13.3

/ 20

The company’s Breezy-hosted listings outline concrete duties, like outbound calling, pipeline building, booking C-level meetings, and coordinating handover into onboarding.
Kompasbank provides a clear application route (“apply” button and LinkedIn apply) but does not publish interview stages, assessment expectations, or a timeline commitment.
The company clearly states location and working setup for roles (Vedbæk, with office perks referenced), which reduces ambiguity for candidates deciding whether to apply.

Pillar 3: Learning and support

Score

13.8

/ 20

The company explicitly promises “solid training” and “close coaching” in the Insight Sales Specialist role, including a named structure: a sales coach, a structured coaching programme, and ongoing feedback.
Kompasbank describes the student role as professional training with targets adapted to hours, plus ongoing sparring with experienced salespeople and relationship managers.
The company does not publish a broader early-career development framework outside sales, such as an onboarding roadmap, mentoring programme, or rotation model across teams.

Pillar 4: Pay fairness and stability

Score

10.7

/ 20

The company publishes pay for the student role (hourly rates for bachelor and master’s students), plus concrete benefits like free lunch and on-site fitness access.
Kompasbank describes compensation for full-time sales roles as “competitive” without salary ranges, which limits pay transparency for early-career applicants comparing offers.
The company’s benefits coverage is uneven across roles publicly, with perks and culture described more clearly than pension, healthcare, or other stability signals for junior full-time hires.

Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company publicises rapid growth milestones (including a stated 1,150% growth rate and Sifted leaderboard mentions), but those are company outcomes rather than early-career outcomes.
Kompasbank does not publish progression evidence like junior-to-mid promotions, intern-to-full-time conversion, or retention figures over 12–24 months for early-career cohorts.
The company has some employee sentiment surface area on review sites, but the public sample is too thin to validate consistent early-career management quality.