Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

About the company

nilo sells a workplace mental health platform offering 1:1 sessions with a large network of psychologists, group formats, and a digital library for self-guided support. The company positions the product for employers, with an HR dashboard and tailored programmes (including leadership support). Public company materials on the careers site list the company as founded in 2019 and sized at around 60 coworkers. Hiring currently spans both commercial roles and a wide set of freelance psychologist roles across many languages.

Locations and presence

nilo is anchored in Berlin, and current commercial hiring is targeted at the Netherlands (hybrid across Amsterdam, Rotterdam, and Utrecht). The company also recruits fully-remote freelance psychologists across multiple countries and cities.

Palpable Score

58.1

/ 100

nilo has a solid, candidate-friendly baseline with clear role scopes, visible benefits, and a proper candidate data-rights setup. The limiting factor for graduates is volume: current openings skew experienced (sales and freelance clinicians), with only occasional student roles visible publicly.

Pillar 1: Early-career access

Score

9.0

/ 20

The company’s current openings skew away from classic 0–3 year roles, with the live commercial roles asking for prior experience and most other openings being freelance clinician positions.
nilo has advertised a Working Student People & Culture role with a “post-graduation full-time” pathway, but that student entry point is not consistently available year-round.
The company does have at least one “1+ years” commercial role, which can work as an early-career step, but the overall junior volume is limited for a ~60-person team.

Pillar 2: Hiring fairness and transparency

Score

13.7

/ 20

The company’s job ads lay out concrete responsibilities and success criteria, including clear day-to-day expectations in sales roles (pipeline ownership, demos, negotiations, CRM hygiene).
nilo runs hiring through a formal ATS (Teamtailor) and publishes candidate data controls (request, removal, permission management), which is a real transparency signal.
The company does not publish salary ranges in the postings reviewed, which makes it harder for early-career applicants to judge fairness before investing time.

Pillar 3: Learning and support

Score

12.7

/ 20

The company offers an annual development budget in job descriptions, framed across training, conferences, and coaching.
nilo’s student role description explicitly involved onboarding support and cross-functional exposure (HR ops, recruiting support, IT admin for new joiners), which tends to accelerate learning for someone new to startups.
The company rarely spells out mentoring mechanics in public listings (named mentor, ramp plan, feedback cadence), so support is implied rather than operationally clear.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company advertises tangible benefits such as a development budget, a work-from-anywhere-in-the-EU “workation” allowance (up to 90 days), and access to the nilo app including family support.
nilo mentions an employee stock ownership programme (VESOP) in role benefits, which is a positive stability and upside signal when applied consistently across levels.
The company does not publish salary ranges, and public compensation evidence is mostly indirect (review-site averages), which caps confidence on pay fairness for juniors.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company has strong overall employee sentiment on public reviews, including high work-life balance and culture ratings plus a high recommendation rate, which suggests a supportive baseline environment.
nilo appears to be scaling headcount based on third-party company profiles, but public materials do not quantify early-career retention or promotions over 12–24 months.
The company references early-career progression paths in at least one student role (potential full-time after graduation), yet there is no published conversion rate, junior leveling, or representative early-career career paths to validate outcomes.