Mambu

Cloud-native banking engine
Last updated:
February 3, 2026
Company details
HQ
HEADCOUNT
500-999
ORG TYPE
Startup
SECTOR
Finance
About the company
Mambu sells a cloud-native core banking platform used to run lending and deposit products for fintechs and banks. The platform is positioned around composable building blocks and APIs rather than monolithic legacy cores. Mambu’s customers use the software to launch new financial products and manage core account operations at scale. Public company materials position Mambu as SaaS-first and multi-country by design.
Locations and presence
Mambu lists headquarters in Amsterdam and recruits across a wide set of countries, including the Netherlands, Spain, Romania, Lithuania, the UK, Singapore, Australia, Mexico, and the US. Current openings show clusters in hubs such as Amsterdam, Barcelona, Iași, Vilnius, Miami, and Singapore, with a mix of remote and in-office requirements depending on role.
Palpable Score
54.5
/ 100
Mambu offers limited visible entry-level access on the official job board right now, with most roles sitting at mid-to-senior scope. The hiring process looks structured on paper and benefits are credible, but public outcomes signals include confirmed 2023 layoffs and weak employee sentiment on career opportunity.
Pillar 1: Early-career access

Score

8.5
/ 20
  • The company’s official job listings are dominated by senior roles such as Senior Platform Engineer, Senior Director, and Senior Manager, which reduces true 0–3 year access.
  • Mambu lists some non-senior titles like Software Engineer and Platform Engineer, but the postings do not position these as new-grad or 0–1 year entry routes.
  • The company does not currently show clear early-career gateways like internships, apprenticeships, “Associate” tracks, or “0–2 years” language on the main careers board, which caps repeatable entry-level access.

Pillar 2: Hiring fairness and transparency

Score

13.5
/ 20
  • The company has a visible, structured hiring pattern in candidate reports, with common stages including 1:1 interviews, phone screens, skills tests, and presentations, plus an average time-to-hire published on interview feedback pages.
  • Mambu job listings include unusually concrete role constraints for a fintech vendor, such as multi-cloud responsibilities, customer workshop expectations, and incident ownership for reliability roles.
  • The company has mixed transparency signals in employee reviews around internal communication during change periods, which weakens confidence that the experience is consistently respectful across teams.

Pillar 3: Learning and support

Score

12.5
/ 20
  • The company includes practical onboarding signals in at least one engineering posting, referencing a structured onboarding process, a dedicated buddy, and a month of deep-dive exercises into business logic.
  • Mambu has a “learning culture” message inside management role descriptions that references knowledge-sharing sessions and formal mentoring programs as part of team operating rhythm.
  • The company does not publish role-by-role ramp plans, coaching cadence, or progression rubrics for early-career candidates to evaluate before applying, so support remains partly opaque.

Pillar 4: Pay fairness and stability

Score

12.5
/ 20
  • The company has credible benefits signals in third-party benefits listings, including healthcare, parental leave, remote work support, and professional development.
  • Mambu is publicly associated with a summer four-day work week setup in multiple sources, which is a meaningful quality-of-life stability signal if consistently applied.
  • The company does not consistently publish salary ranges in the official job ads most candidates will see, so early-career pay fairness is harder to verify up front.

Pillar 5: Early-career outcomes

Score

7.5
/ 20
  • The company has confirmed layoffs in 2023 in reputable reporting, which is a direct negative signal for early-career retention risk.
  • Mambu has weak employee sentiment metrics on major review platforms, including low recommendation rates and low scores for career opportunities and senior leadership.
  • The company does not publish early-career outcomes such as junior promotion rates, typical time-to-promotion, or 12–24 month retention, which limits confidence even where teams offer strong peer learning.

Clear filters
Results
matched jobs
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
👀🔜 No results found — but we’re listening.
Send us a message about what you're looking for at john@bepalpable.com