Company details

London, UK

HEADCOUNT

1000-2999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://monday.com

About the company

Monday.com is a work management software company behind the monday Work OS and related products like monday CRM, monday dev, and monday service. The company sells subscription software used by teams to plan projects, run workflows, and track work across departments. monday.com serves a wide range of customers from small businesses to enterprise teams, across industries like marketing, product development, sales, operations, and IT. The company operates globally with multi-city teams and local offices.

Locations and presence

Monday.com lists roles across hubs including Tel Aviv, New York, Denver, London, Warsaw, Sydney, São Paulo, Tokyo, and additional US cities, with some roles tagged as Remote (US) or Remote (LATAM). Role pages show a mix of hybrid expectations and location-specific hiring rather than one universal remote policy.

Palpable Score

64.0

/ 100

Monday.com has credible early-career entry points through some graduate-friendly job requirements and historical internship listings, plus a well-explained interview process in the company’s engineering content. Pay transparency and stability look decent in several US postings that include salary ranges and standard benefits language. The score is held back by limited public, early-career-specific outcomes data, especially on promotion timelines, retention, and conversion rates.

Pillar 1: Early-career access

Score

12.2

/ 20

The company posts roles that read as accessible to early-career candidates, including positions where requirements lean on traits and baseline skills rather than a fixed years-of-experience gate.

Monday.com has published role requirements that explicitly treat prior experience as “an advantage” rather than mandatory in some postings that target strong graduates.

The company does not publish a visible, recurring graduate cohort or internship intake size on the main careers surface, so scale and consistency are hard to confirm.

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Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company publicly explains key stages of technical interviewing in engineering content, including what the early screen is for and why assignments appear later.

Monday.com has extensive candidate-reported interview stage data showing repeatable steps like recruiter screens, skills tests, and presentations across many interviews.

The company has mixed signals on assessment clarity, with some candidate reports describing time-bounded take-home work but unclear expectations on how deliverables should be presented.

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Pillar 3: Learning and support

Score

13.3

/ 20

The company highlights “transparency and knowledge sharing” directly inside role pages, alongside benefits language that points to wellness and support infrastructure.

Monday.com has employee review evidence referencing onboarding and continued training, which is a concrete signal of structured ramp-up for new joiners.

The company also has employee feedback describing uneven onboarding quality, which suggests the learning experience can vary by team and manager.

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Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company includes explicit salary ranges for some location-based hires, such as New York City roles with a stated base range and references to bonus or equity plans.

Monday.com has third-party compensation datasets (including salary aggregators and Levels-style submissions) that indicate stable full-time pay benchmarking across common job families.

The company does not show consistent pay ranges across all regions and early-career titles, so transparency depends heavily on location and posting type.

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Pillar 5: Early-career outcomes

Score

11.5

/ 20

The company has employee review evidence describing structured career paths and internal progression framing, but that feedback is not segmented to early-career cohorts.

Monday.com has public LinkedIn profile patterns showing movement from associate and advocate-style roles into more senior customer-facing and implementation roles over time, suggesting at least some internal progression routes.

The company has employee review evidence mentioning notable departures after several years at the company, and monday.com does not publish retention or early-career promotion metrics that would let candidates judge outcomes with confidence.

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