Company details

HEADCOUNT

25-99

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.mybacs.com/

About the company

mybacs is a microbiome health company selling pro-, pre- and postbiotic supplements, with products positioned around digestion, immunity, skin, and general well-being. The company frames product development as science-led, with “scientifically tested” formulations and ongoing iteration based on research. mybacs sells direct-to-consumer online and runs a fast-moving brand and growth function alongside product development and operations. The company’s own “About us” story says mybacs was founded in 2018.

Locations and presence

The company’s public HQ listing is Zug (Switzerland), while hiring and day-to-day team life appears centered in Munich, including an office described as being in Schwabing. Open roles are largely Munich-based, with some international market focus (for example Spain growth roles).

Palpable Score

58.0

/ 100

mybacs has at least one genuine early-career doorway (a “Junior” permanent role) and a candidate-friendly tone in how applications are handled. The score is capped because most open roles skew experienced, pay ranges are not consistently published, and there is limited public evidence on junior progression after the first year.

Pillar 1: Early-career access

Score

12.0

/ 20

The company is openly recruiting a Junior CRM Manager as a permanent, full-time role, which is a concrete 0–3 year entry point.
mybacs is hiring across marketing and growth, but most visible roles are senior or leadership-leaning (for example Head of Performance Marketing, Growth Lead, and a senior influencer role), so junior access is not broad.
The company includes an explicit former intern testimonial on the careers page, signalling internships exist, even though internships are not always visible as live openings.

Pillar 2: Hiring fairness and transparency

Score

13.7

/ 20

The company spells out a simple application approach (email accepted, no cover letter required) and says applicants will get prompt feedback on next steps.
mybacs runs roles through an ATS application flow and asks candidates to share practical details up front (for example notice period and salary expectations), which reduces back-and-forth later.
The company publishes candidate-data handling rules, including retention timing and who within recruitment can access application data, but the careers pages do not lay out interview stages or time-to-decision expectations role by role.

Pillar 3: Learning and support

Score

12.0

/ 20

The company promotes learning culture directly (for example “Knowledge Nights” and team events) and positions the environment as a place to learn and grow.
mybacs frames the Junior CRM Manager role with real ownership, including running campaign work and taking responsibility for projects, which can accelerate learning if coaching is present.
The company does not publicly describe the basics early-career hires need most, like a ramp plan, 1:1 cadence, mentorship, or what “good” looks like in the first 30–90 days.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company offers stability signals like permanent employment contracts and 30 days of vacation, which is better than a churny short-contract model.
mybacs describes “competitive salary” and “fair holiday arrangements” in job ads, plus benefits like flexible working hours and wellness-related perks, but without consistent salary ranges.
The company’s public materials do not explain pay progression for juniors (for example how salary changes after probation, or how promotions link to compensation), which limits pay-fairness confidence for early-career candidates.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company points to a sizeable employee-review footprint on another platform (including a high score and review count), which is a useful culture signal, but it is not broken down for early-career outcomes.
mybacs has very limited third-party written review evidence available in widely used global sources, so it is hard to validate retention or progression patterns from the outside.
The company’s LinkedIn footprint suggests a scale-up sized employer, but public profiles do not provide verifiable early-career promotion timelines, internal mobility examples, or cohort retention data.