Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.getmoss.com/

About the company

Moss is a European spend management fintech: corporate cards, invoice payments, reimbursements, and budgeting controls in one platform. The company was founded in 2019 and is headquartered in Berlin, with teams spread across multiple European offices. Moss positions the product around automating receipt capture, approvals, and accounting workflows for finance teams. Public materials also cite €180m raised and thousands of European business customers.

Locations and presence

Moss lists offices in Amsterdam, London, Tallinn, and Warsaw alongside the Berlin HQ. The customer focus and hiring footprint are largely European, with a mix of in-office, hybrid, and some remote roles depending on function.

Palpable Score

70.3

/ 100

Moss scores well for early-career learning signals, because multiple sources describe structured onboarding, a finance bootcamp, and a funded learning budget. Entry-level access is solid thanks to working-student and junior commercial roles, but pay transparency is inconsistent and outcomes evidence is uneven outside a few visible progression stories.

Pillar 1: Early-career access

Score

14.3

/ 20

The company advertises working-student and internship-style roles (for example People Working Student) that are explicitly time-bounded and designed for students or recent starters.
Moss posts early-career commercial roles like Sales Development Representative with “initial experience” requirements rather than demanding long CVs.
The company’s Berlin interview feedback includes at least one candidate citing a “junior-level” posting, but also reports of being screened out for “limited experience,” which suggests junior access is present but not consistently calibrated.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company publicly outlines a staged process (talent intro, team interview with role-specific assessment, senior stakeholder final stage) and commits to communicating outcomes quickly.
Moss receives candidate feedback describing responsive recruiters and an organised process, alongside at least one report of no follow-up after an HR screen.
The company includes reference checks “to help us prepare to support you from Day 1,” which is a transparency signal, but several reviews mention the process can feel long for a scale-up.

Pillar 3: Learning and support

Score

16.0

/ 20

The company is repeatedly described as having detailed onboarding with sessions with key stakeholders, including exposure to how customers use the product.
Moss is specifically reviewed as running a “finance bootcamp” and a company-wide “One Moss Week” style event, which are tangible early-ramp support mechanisms.
The company offers a stated Learning and Development budget (for example €600/£600 in at least one role posting) and frames coaching explicitly in some team descriptions and job ads.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company markets “top-of-market compensation” and mentions equity in at least one role posting, which is a positive signal for junior-friendly upside.
Moss does not consistently publish salary ranges directly on job ads, which limits a graduate’s ability to judge fairness before applying.
The company has third-party compensation data (Levels.fyi and Glassdoor salary entries), but the lack of first-party ranges keeps this pillar capped.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company has at least one public progression story that explicitly goes from intern to working student to full-time and then promotion to Senior Product Manager, including named manager mentorship.
Moss gets employee feedback describing becoming productive quickly after onboarding, which suggests the early ramp is working for some hires.
The company does not publish consistent retention, promotion-rate, or early-career cohort outcomes, so broader progression and stability patterns are hard to validate beyond a small set of public signals.