Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.legora.com

About the company

Legora builds a collaborative AI workspace for lawyers, focused on speeding up legal review, research, and drafting inside day-to-day workflows. The company positions the product as “built with lawyers”, with features like AI-assisted drafting and tabular review for document-heavy matters. Public profiles list Legora as founded in 2023, with strong momentum in law-firm deployments and a global client footprint. The company has also traded under the earlier name “Leya” during its first phase.

Locations and presence

Legora lists Stockholm as headquarters and runs hiring across multiple hubs including London and the US. Public posts and listings also point to an on-the-ground New York presence alongside European offices.

Palpable Score

64.0

/ 100

Legora offers a credible early-career entry point in client-facing roles that ask for 1–2 years, and the company explains the interview steps more clearly than many startups. The ceiling on the score comes from uneven support signals and mixed candidate experience reports, plus limited public evidence on progression for junior hires.

Pillar 1: Early-career access

Score

12.7

/ 20

The company advertises entry-level roles like Engagement Associate EMEA with a 1–2 years experience requirement and “entry level” seniority tagging.
Legora’s public job footprint still skews toward experienced hiring in other channels, including a “Senior Full-stack engineer” listing calling for 6+ years.
The company shows some repeatability by listing more than one Engagement Associate role (including a Strategic Accounts variant), rather than a single one-off junior opening.

Pillar 2: Hiring fairness and transparency

Score

14.3

/ 20

The company sets out an explicit five-step hiring flow: application, People Team interview, hiring manager interview, a role-relevant case with a 60-minute presentation, then a final interview with the CEO or department head.
Legora publishes timing expectations in the careers FAQ, including aiming to update candidates within 3–5 business days and a typical end-to-end process of 2–4 weeks.
The company has conflicting candidate experience signals in public interview feedback, ranging from “transparent walkthrough of the process” to complaints about delays, distraction, and poor communication.

Pillar 3: Learning and support

Score

12.3

/ 20

The company structures the Engagement Associate role around apprenticeship-style exposure, including supporting senior Engagement Managers through onboarding, training, and ongoing client support.
Legora frames day-to-day development in-role through feedback loops such as monitoring usage trends, running enablement sessions, and contributing to engagement playbooks on real accounts.
The company does not publicly spell out core early-career basics like a defined ramp plan, named mentorship, pairing, or a review cadence, so the support picture relies heavily on role wording rather than repeatable programmes.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company shows some pay transparency through employer-provided salary ranges visible on public listings, including Business Development Representative roles and multiple US-based positions.
Legora also lists salary ranges in at least one engineering channel, which is a positive signal even though the role itself is senior.
The company does not publish consistent salary ranges across roles on the main careers site, and the most clearly junior roles often lack pay detail in the listing itself, which caps confidence for early-career candidates trying to plan.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company has very limited public outcome data at early-career level, with only a small number of employee reviews to judge retention, growth, or promotion patterns.
Legora’s available reviews point to strong satisfaction and reported growth, but also a “work hard” expectation that may affect sustainability for new starters depending on team and manager.
The company’s repeat posting of junior-ish roles (Engagement Associate variants and BDR interview pipelines) is a positive “early-career intake exists” signal, but there is no public track record of junior promotions, time-to-proficiency, or cohort retention to score higher.

Useful links & resources

Careers at Legora Engagement Associate EMEA (Stockholm)Legora jobs on LinkedIn