Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.myinvestor.es/

About the company

MyInvestor is a Madrid-based Spanish digital bank focused on investing, offering a mix of banking and investment products such as a remunerated account, cards, robo-advised portfolios, funds, stocks/ETFs, pensions, and lending. The company is backed by Andbank España, El Corte Inglés Seguros, AXA España, plus private investors. Public reporting has described MyInvestor as profitable in 2024 and scaling to hundreds of thousands of customers and multi-billion-euro volumes of business. The company operates in a regulated financial-services environment, which tends to raise the bar on risk controls and internal governance.

Locations and presence

MyInvestor is headquartered in Madrid. Early-career postings show a hybrid model and flexibility (including summer intensive hours) at least for some Madrid roles.

Palpable Score

43.3

/ 100

MyInvestor has a real early-career entry point via trainee-level hiring and offers flexible working conditions in at least one junior role. The score is held back by limited public detail on pay, onboarding and mentorship, and thin third-party evidence on early-career progression and retention.

Pillar 1: Early-career access

Score

8.5

/ 20

The company advertised a People Trainee role with an internship seniority level, which is a direct entry route for students or recent grads via university agreements.
MyInvestor does not show a consistent public stream of 0–3 year roles across teams, so early-career access looks occasional rather than recurring.
The company has a “Trabaja con nosotros” route, but the publicly visible hiring footprint still relies heavily on single role postings rather than multiple junior openings at once.

Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company’s People Trainee posting is specific about responsibilities (CV screening support, interview coordination, onboarding logistics, training needs analysis, performance-cycle admin), which helps candidates self-select.
MyInvestor does not publish a clear, standard hiring process with stages and timelines (for example, “screen, case, panel, decision”), which makes the experience harder to predict for first-time applicants.
The company has limited, mixed third-party signals on candidate and employee experience, so transparency and consistency cannot be verified strongly.

Pillar 3: Learning and support

Score

9.5

/ 20

The company’s People Trainee role includes hands-on exposure to onboarding design improvements, training and development initiatives, and performance review processes, which can be strong practical learning.
MyInvestor does not publicly commit to mentorship, shadowing, or a structured ramp plan for juniors, so learning support depends on team-by-team practice that candidates cannot see upfront.
The company offers flexibility signals (hybrid work, flexible hours, summer intensive schedule) that can reduce early-career burnout, but this is not the same as coaching.

Pillar 4: Pay fairness and stability

Score

6.5

/ 20

The company does not publish salary ranges on the early-career role reviewed, which limits pay fairness assessment before interview stages.
MyInvestor has too little reliable public compensation data (salary bands, junior equity terms, benefits pack) to judge stability and competitiveness for early-career hires.
The company operates as a bank with a growing workforce, but that does not replace missing pay transparency in job ads.

Pillar 5: Early-career outcomes

Score

7.5

/ 20

The company has a small set of employee reviews with a low overall rating and a low recommendation percentage, which is an outcomes risk signal even with limited sample size.
MyInvestor has at least one detailed employee review describing remote flexibility and “opportunities for growth,” but this is not enough to confirm consistent early-career progression.
The company’s public headcount and trainee hiring show some organisational scale, but there are no published junior-to-mid promotion stories, retention metrics, or repeat intern-to-perm conversion evidence.