Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.mytu.co/

About the company

myTU is a Lithuanian fintech behind the myTU banking app and business accounts, offering payments and card products alongside features aimed at families and everyday money management. The company operates under UAB Travel Union and holds an electronic money institution licence from the Bank of Lithuania (licence valid from June 4, 2020). Public funding coverage describes a 2019 launch in Vilnius and a strategy shift during the pandemic from travel perks toward broader mobile banking. The company also markets connectivity to major card networks including Visa and Mastercard.

Locations and presence

myTU is based in Vilnius, Lithuania, with a formal registered address shown in the regulator record. Product and funding write-ups position myTU as active across the EU/EEA via licence passporting and remote onboarding, while many roles still reference a Vilnius office and hybrid working.

Palpable Score

67.0

/ 100

myTU scores best on pay transparency and basics of flexibility because several public job ads include salary ranges plus a clear hybrid and “work from abroad” perk. The overall score stays mid-range because early-career access is real but narrow in function, and public evidence on promotions, junior retention, and hiring experience consistency is thin.

Pillar 1: Early-career access

Score

14.0

/ 20

The company has advertised roles like Junior KYC Specialist where the posting explicitly says relevant experience is not required and frames the role as taught on the job.
myTU has also listed junior compliance roles such as Junior AML Specialist, giving another entry route beyond engineering for candidates with 0–2 years.
The company’s publicly visible junior roles cluster around AML, KYC, and transaction monitoring, with fewer obvious 0–1 year entry points across product or engineering in the sources reviewed.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company’s job ads are unusually specific for a small fintech: responsibilities are spelled out and several roles show clear pay ranges before a candidate applies.
myTU still relies on email-based applications (CV sent to a company inbox) in multiple postings, which usually means less standardisation than an ATS-based process.
The company has limited public interview-experience evidence specific to myTU, so candidate follow-through, task burden, and timelines cannot be scored as consistently as firms with more visible interview feedback.

Pillar 3: Learning and support

Score

13.0

/ 20

The company’s junior KYC posting includes explicit “everything you need to know will be taught here” language, which is a direct training promise rather than a vague culture line.
myTU repeatedly lists practical support signals in role ads such as hybrid work and a defined “work from abroad” allowance (up to 8 weeks), which can reduce early-career burnout.
The company has mixed employee signals about day-to-day direction and leadership, and there is not enough public detail on onboarding plans, mentoring cadence, or structured feedback cycles to score higher.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company publishes salary ranges for multiple roles, including Junior KYC Specialist (1200–1600 EUR/month gross) and Accountant (2500–3000 EUR/month gross), which supports pay fairness through upfront clarity.
myTU also lists concrete benefits like private health insurance after probation in job ads, which adds stability for early-career hires who may be relocating or budgeting tightly.
The company does not publish salary ranges for every role and does not explain equity for junior hires in the sources reviewed, so transparency is strong but not complete.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company has a very small public employee-review footprint, which makes it hard to validate retention, promotion pace, and manager quality for early-career hires across teams.
myTU has at least one public review from a junior mobile app developer who stayed more than a year and highlights work-life balance and vacation, which is a modest retention signal.
The company’s LinkedIn company footprint and recurring junior compliance postings suggest repeat hiring, but public sources do not provide measurable outcomes like intern conversion rates, promotion timelines, or 12–24 month early-career retention.