Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.libeo.io

About the company

Libeo is a French B2B payments and spend-management platform focused on taking the friction out of supplier invoice processing, approvals, and payments. The company positions the product around “one-click” supplier payments and tighter cash visibility for finance teams, without forcing companies to change banks. Public materials also highlight integrations with accounting tools and broad bank compatibility across Europe. Libeo’s content and third-party case studies place the core team and customer base in France, with a product built to scale high-volume invoice workflows.

Locations and presence

Libeo’s employer profiles and company materials point to Paris as the main hub. Hiring and employer pages also frame the customer footprint as pan-European, even when most team signals stay France-centered.

Palpable Score

50.0

/ 100

Libeo has proof of early-career entry points through internships and alternance hiring, but the current public jobs footprint is inconsistent across channels. The bigger constraint is missing transparency: many role-by-role details that matter to graduates (salary bands, onboarding structure, progression expectations) are not consistently visible in public listings.

Pillar 1: Early-career access

Score

9.0

/ 20

The company has public evidence of early-career routes via internships, including a “Right Hand of the CEO” internship listing.
Libeo has also recruited alternance hires (for example Account Manager and Growth roles advertised for the 2024 intake), which is a credible 0–2 year entry path in France.
The company currently shows “no openings” on at least one official fintech ecosystem job board page, which limits confidence in recurring junior hiring right now.

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Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company has candidate-reported structured stages on Glassdoor for at least one role, including HR framing, manager interview(s), a case study, and a fit-style conversation.
Libeo also has public candidate feedback describing a lack of follow-up after an interview stage, which is a fairness red flag for applicants investing time.
The company does not consistently publish role-by-role salary bands or time-bounded task expectations in the public sources accessible without logging into an ATS.

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Pillar 3: Learning and support

Score

10.0

/ 20

The company explicitly frames its culture around “learning by doing” in its hiring materials, which aligns with hands-on learning for juniors if paired with coaching.
Libeo has early-career roles that sit close to leadership (for example “Right Hand of the CEO” internship), which can accelerate learning through exposure and context.
The company does not publicly set out a concrete onboarding plan, mentorship structure, or review cadence for interns and juniors, which caps the learning-support score.

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Pillar 4: Pay fairness and stability

Score

9.7

/ 20

The company has a publicly visible compensation-and-benefits rating on Glassdoor (France profile), which is a useful signal when salary bands are not published.
Libeo does not consistently post salary ranges in accessible job pages, so early-career candidates cannot benchmark offers before investing in interviews.
The company’s public materials do not clearly spell out junior stability markers like equity policy for non-senior hires or standard benefits by location, so pay fairness remains hard to verify.

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Pillar 5: Early-career outcomes

Score

9.3

/ 20

The company has a measurable volume of employee sentiment on Glassdoor with a high “recommend to a friend” percentage, which is a positive outcome signal at a broad level.
Libeo also has public review content that flags limited career growth for entry-level roles, which directly affects early-career outcomes.
The company does not publish outcome metrics such as internship-to-offer rate, typical promotion timelines, or 12–24 month retention for junior hires, so progression evidence is incomplete.

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