Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Education & Learning

WEBSITE

https://www.learnerbly.com

About the company

Learnerbly is a workplace learning platform that helps employers run learning budgets and route employees to curated development options such as coaching, courses, and books. Learnerbly positions the product around self-directed learning, with companies using the platform to manage spend and engagement in one place. Learnerbly was founded in 2016 by Rajeeb Dey and has raised external funding, including a seed round led by Frontline Ventures and a Series A led by Beringea. Learnerbly says the company became fully distributed in 2020, moving away from a London office-first setup.

Locations and presence

Learnerbly lists headquarters in London and describes a remote-first setup, with team distribution across Europe. The benefits page also lists both a UK office address (London) and a US office address (Wilmington, Delaware).

Palpable Score

59.6

/ 100

Learnerbly looks supportive once you are inside the company, with unusually explicit benefits around learning time and wellbeing, plus at least one published example of internal progression from an admin role into People Ops. Early-career access is harder to rely on today because public job pages show no live openings, and candidate experiences include both high-praise comms and a serious complaint about a time-heavy task.

Pillar 1: Early-career access

Score

9.0

/ 20

The company has clear evidence of early-career job families through roles referenced publicly such as Client Admin Associate and People Assistant.
Learnerbly’s public hiring pages currently show no open roles, which makes entry-level access feel opportunistic rather than recurring.
The company has signs of early-career routes via internships feeding into associate-level admin roles, but those routes are not presented as an ongoing programme with regular intake.

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Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company has candidate feedback describing timely, clear communication across interview stages for at least one commercial role.
Learnerbly also has candidate feedback describing a long process and a task that felt mis-sized for the role, which is a fairness risk for people early in their careers.
The company uses formal application channels rather than informal “DM us” hiring, but does not publish a consistent interview-step outline on the careers site.

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Pillar 3: Learning and support

Score

14.3

/ 20

The company publishes benefits that directly fund learning and make time for it, including a yearly learning budget and unlimited learning leave.
Learnerbly describes distributed working support such as a WFH allowance and co-working options, which can make onboarding and day-to-day support more workable for juniors in a remote setup.
The company references internal practices like a career framework and people practices, but the employee guide that would prove onboarding detail is not publicly accessible right now.

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Pillar 4: Pay fairness and stability

Score

12.5

/ 20

The company publishes a concrete benefits package that supports stability, including enhanced sick pay, pension matching, and income protection (UK-specific).
Learnerbly includes wellbeing support like therapy access and multiple paid leave types beyond statutory minimums, which improves early-career job quality even when salaries are unknown.
The company does not consistently publish salary bands on public job pages, which caps confidence on pay fairness and makes offer comparison harder for graduates.

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Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company shares a specific internal progression story where an employee moved from a client admin role into a People Operations role after shadowing and learning opportunities.
Learnerbly’s public posts include multi-year tenure shout-outs across roles (a signal of at least some retention), but this is not broken down by level or function.
The company has mixed third-party sentiment, including positive notes on flexibility and benefits alongside sharp criticism about leadership and direction, and the company does not publish intern conversion, promotion timelines, or 12–24 month retention rates.

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