Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Education & Learning

WEBSITE

https://www.multiverse.io

About the company

Multiverse is an upskilling company focused on AI, data and tech training delivered through employer-funded programmes. Multiverse works with large employers in the UK and US, and the company positions learning as applied on the job with measurable business impact. Multiverse has grown quickly since 2016 and operates as a venture-backed scale-up with product, learning, delivery, and go-to-market teams. Hiring spans London and New York alongside distributed roles, with a heavy concentration in coaching and commercial functions.

Locations and presence

Multiverse lists London as the UK headquarters and New York as the US headquarters. Roles are advertised across the UK and US, with some teams operating hybrid and others more distributed depending on function.

Palpable Score

67.2

/ 100

Multiverse has a genuine early-career entry lane through a paid Sales Academy and at least one 0–2 years associate role in go-to-market operations. The score is pulled down by inconsistent candidate experience signals in public interview feedback and mixed evidence on early-career progression and retention inside the company.

Pillar 1: Early-career access

Score

14.2

/ 20

The company has run a paid Sales Academy pitched at people starting out, including “no prior sales experience” applicants, with clear pay steps linked to completing the programme.
Multiverse has advertised an Associate Sales Operations contract explicitly aimed at candidates with 0–2 years of experience, which is a realistic first or second job for graduates.
The company’s current public hiring footprint looks weighted toward experienced specialists and managers, so early-career access is present but not broad across all departments.

Pillar 2: Hiring fairness and transparency

Score

12.1

/ 20

The company publishes a “How we hire” page that outlines stages like application, recruiter screen, interviews, and offer, so candidates can anticipate the structure.
Multiverse has interview reports describing clear stage-by-stage communication and time-boxed tasks or presentations in later rounds for some roles.
The company also has interview reports describing long gaps and ghosting after candidates completed tasks, which is a fairness red flag for early-career applicants with limited time.

Pillar 3: Learning and support

Score

15.6

/ 20

The company’s Sales Academy is framed as a coached programme where new starters learn a defined playbook from senior sales leaders over a fixed training period.
Multiverse’s learning teams publicly talk about weekly CPD and the coaching craft inside delivery roles, which is hands-on development rather than “sink or swim.”
The company highlights “development” as a core value and backs it with wellbeing and support benefits that help juniors sustain learning in intense roles.

Pillar 4: Pay fairness and stability

Score

13.4

/ 20

The company has published a base salary for the Sales Academy and a higher post-programme salary step, which is more transparent than most entry sales routes.
Multiverse lists substantive benefits on public profiles, including private medical cover, therapy support/EAP, wellbeing perks, and multiple paid leave categories.
The company does not consistently publish salary ranges across the wider job board, so pay fairness for early-career hires outside the academy route is hard to validate.

Pillar 5: Early-career outcomes

Score

11.9

/ 20

The company has a concrete internal outcome story where Sales Academy participants moved into permanent Commercial Account Executive roles.
Multiverse has mixed employee sentiment on review platforms, including weaker scores around career opportunity and senior management, which suggests uneven progression outcomes by team.
The company’s LinkedIn-visible footprint shows scale and continued hiring, but Multiverse does not publish cohort retention, promotion rates, or time-to-promotion for early-career employees.