Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

https://www.manual.co

About the company

Manual is a London-headquartered digital clinic offering diagnosis, prescriptions and ongoing support across areas like hormonal health, weight and dermatology. Public company profiles say Manual operates in the UK and Brazil, and the company claims 500k+ patients and $30m funding. Manual’s hiring materials also reference an “office-first” setup in London Bridge for some corporate roles, alongside clinical and operational hiring including a pharmacy operation in Wallingford. Manual frames the mission around making healthcare easier to access and reducing stigma.

Locations and presence

Manual lists London as headquarters, with a second major hub shown in São Paulo. Manual’s live job board also advertises roles in places like Wallingford, Berlin and Sofia, suggesting a multi-site setup rather than a single-office team.

Palpable Score

58.8

/ 100

Manual is easier to break into than many healthtech scale-ups because there are a few genuinely junior-friendly operational and clinical early-career roles, and some job ads spell out interview stages and pay. The score is held back by uneven transparency across roles and limited public proof of early-career progression and retention.

Pillar 1: Early-career access

Score

10.0

/ 20

The company hires for true junior operational roles like Pharmacy Support Worker in Wallingford, with requirements focused on pace and attention to detail rather than years of experience.
Manual advertises clinical early-career entry via roles like Junior Doctor (early-stage clinical role) and TRT Doctor (non-CCT doctors with experience post-FY2).
The company’s corporate roles often skew experienced, and even when a role is framed as “early” (like FP&A Associate), the listing still asks for 3+ years, which narrows graduate access.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company lays out a step-by-step application flow on some roles, for example TRT Doctor shows multiple interview stages including a case study.
Manual uses time-bounded assessments in at least one operations role, with Pharmacy Support Worker including a 2-hour on-site trial after a screening call, which is transparent but still a meaningful extra burden for candidates.
The company offers candidate data controls via the careers site, including options to request or delete recruitment-related personal data through the Data & Privacy page.

Pillar 3: Learning and support

Score

11.8

/ 20

The company states training and induction is provided for hires into TRT Doctor roles, even when prior TRT experience is only “desirable”.
Manual builds role-level learning through tools and cross-functional exposure, for example the CRM Executive role sits in a lifecycle team working across marketing, product, data and clinical, with experiment-driven work.
The company includes practical development support in some geographies, like the Customer Experience Analyst (English speaking) role offering an English course (Cambly), but there is no consistent public description of mentoring, ramp plans, or junior performance coaching across functions.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company publishes salary specifics in some roles, such as £25,400 for Pharmacy Support Worker and a £60,000 to £65,000 range for TRT Doctor.
Manual pairs compensation with stability signals like share options, private medical insurance, and clear leave policies listed on several job ads.
The company still posts many roles with “competitive market salary” rather than ranges, including corporate roles like FP&A Associate, which limits pay comparability for early-career applicants.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has mixed but usable employee sentiment on Glassdoor, including a 3.7/5 career opportunities rating and 63% recommending the company to a friend, which is positive but not standout.
Manual shows scale and continued hiring across multiple countries and functions, but public reporting on junior promotion rates, time-to-progression, or early-career retention is not available.
The company’s public interview feedback includes both smooth multi-stage processes and complaints about expectations and feedback, suggesting the candidate experience can vary by team and role.