m3ter builds a pricing operations platform for B2B software companies, focused on usage-based pricing and automated bill calculation that flows into downstream finance systems. John Griffin and Griffin Parry founded m3ter in 2020 after building GameSparks, which Amazon acquired in 2017, and then spending time at AWS. m3ter has operated as remote-first from the start, pairing distributed work with quarterly “m33tups” where the full team gathers in person.
Locations and presence
m3ter lists London as headquarters, while hiring and operating as a remote-first company. Team presence spans multiple European countries (for example the UK, Romania, Ireland, and others), with many customers based in the US.
Palpable Score
68.0
/ 100
m3ter looks strongest on day-to-day support and culture, with concrete onboarding practices, coaching rhythms, and intentional remote ways of working. The main limiter for early-career candidates is access: recent public hiring examples skew mid-to-senior, and the company careers page currently lists no open roles.
Pillar 1: Early-career access
Score
8.2
/ 20
The company shows at least some early-career access through a public SaaS marketing internship experience shared by an intern.
m3ter’s publicly shared Backend Developer role typically targets 2–5 years of experience, which is reachable for early-career hires but not true entry-level.
The company’s careers page currently lists no open roles, and public evidence of recurring 0–3 year hiring is limited.
Pillar 2: Hiring fairness and transparency
Score
14.3
/ 20
The company’s job documents lay out responsibilities and role context (for example squad ownership and “you build it, you run it” expectations) rather than vague one-liners.
m3ter’s careers page does not spell out stages, timelines, or assessment formats for candidates, and some roles route applications via email rather than a visible structured flow.
The company repeatedly includes Equal Employment Opportunity language in job documents, which is a basic but important transparency signal.
Pillar 3: Learning and support
Score
16.5
/ 20
The company describes concrete onboarding supports, including an “onboarding buddy,” 1:1 introductions, and deliberate information-sharing for new joiners.
m3ter bakes in coaching signals in leadership roles, including regular 1:1s and continuous feedback, and senior engineering roles explicitly mentoring junior engineers.
The company backs remote learning and connection with quarterly full-team meetups, plus local coworking and documented ways of collaborating across time zones.
Pillar 4: Pay fairness and stability
Score
15.0
/ 20
The company lists a benefits package that includes private health insurance, life insurance, coworking access, an equipment budget, and an options scheme.
m3ter’s role documents repeatedly position compensation as “competitive,” alongside meaningful stock options and benefits, rather than unpaid or contract-heavy setups.
The company lacks consistent salary ranges in public job documents, so pay fairness relies partly on third-party salary reporting rather than employer-posted bands.
Pillar 5: Early-career outcomes
Score
14.0
/ 20
The company has a small but consistent set of employee reviews over multiple years that describe strong autonomy, transparency, and remote practices that reduce friction for distributed work.
m3ter has multiple reviews referencing growth opportunities and mature handling of mistakes and stress, which are relevant signals for retention and progression.
The company has at least one public early-career outcome signal from a LinkedIn internship post, but broader promotion and retention data for juniors is not publicly reported.
