Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Real Estate & Built Environment

WEBSITE

https://www.nornorm.com

About the company

NORNORM sells a subscription-based, circular office furnishing service that covers workspace design, installation, ongoing changes, and repair or replacement of furniture. The company describes the model as “furniture-as-a-service”, aiming to reduce waste by keeping products in circulation through refurbishment. NORNORM was co-founded with Inter IKEA Development in 2020 and has expanded across several European hubs. In an October 2025 update, NORNORM said the company had furnished 360,000+ square metres of office space and announced €50 million in new funding to scale the model.

Locations and presence

NORNORM operates across Copenhagen, Amsterdam, Stockholm, Berlin, and London, with roles tied to specific hubs and some hybrid patterns depending on team. The commercial footprint spans multiple European regions, with local sales and implementation teams in-market.

Palpable Score

57.7

/ 100

NORNORM offers a couple of real entry points, especially in sales, including a paid internship explicitly designed to “kickstart” a career and a Business Development Representative role open to people with internship or first experience. The score is capped by limited volume of junior-suitable openings at any one time, plus thin public evidence on salary ranges and early-career progression outcomes.

Pillar 1: Early-career access

Score

13.0

/ 20

The company is hiring Business Development Representative roles that explicitly welcome candidates “at the beginning of your career” with internship or first commercial experience.
NORNORM advertises an 8-month paid sales internship in Copenhagen (starting September/October 2026) with the possibility of a permanent role after the placement.
The company currently lists only a small set of openings overall, and the non-sales role visible (Implementation Manager, Operations) requires solid prior operations experience.

Pillar 2: Hiring fairness and transparency

Score

12.3

/ 20

The company uses a structured ATS setup with self-serve options to request or remove recruitment data and manage candidate storage permissions.
NORNORM publishes a recruitment privacy policy that explains sourcing (including from LinkedIn/Facebook) and flags that sourcing can be manual or automated within the system.
The company has limited role-by-role clarity on interview stages and timelines, and the privacy policy wording allows candidate data to be retained for future recruitment for as long as the company considers it useful unless a candidate objects.

Pillar 3: Learning and support

Score

11.8

/ 20

The company frames early responsibility as part of the learning curve, including “run your own pipeline from day one” in the Business Development Representative role.
NORNORM positions “plenty of opportunities for personal and professional development” inside the Amsterdam BDR offer, alongside working with experienced commercial leaders across Europe.
The company does not publicly spell out junior fundamentals like onboarding structure, mentoring expectations, or a review cadence that early-career hires can rely on.

Pillar 4: Pay fairness and stability

Score

10.8

/ 20

The company includes concrete benefits in sales roles such as 30 holidays and a pension scheme, plus a performance-based bonus structure for the Amsterdam BDR role.
NORNORM describes the Copenhagen internship as paid and ties it to a relevant collective agreement framework for KVU students rather than “exposure” compensation.
The company does not publish salary ranges for the roles reviewed, and public employee feedback includes the recurring theme that pay is on the low side.

Pillar 5: Early-career outcomes

Score

9.8

/ 20

The company has public employee reviews that talk about early responsibility, flexibility, and personal growth, which is a useful signal for early-career development day to day.
NORNORM is expanding across multiple European offices and is actively funding growth, which can create internal opportunity, but this is not the same as showing junior promotion patterns.
The company does not publish early-career outcomes like time-to-promotion, internal mobility stats, or retention by cohort, so progression claims cannot be verified from public data.