Company details

London, UK

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.omnea.co

About the company

Omnea builds an AI-native procurement intake and orchestration platform for businesses that want faster purchasing decisions with stronger governance. The company focuses on making requests conversational, routing approvals across stakeholders (like IT, Legal, InfoSec, and Finance), and centralising supplier information and risk checks. Omnea sells to enterprises and fast-scaling tech companies, with public customer references including firms such as Spotify, Wise, MongoDB, and Adecco Group. Omnea was founded in 2022 and operates as a privately held software company.

Locations and presence

Omnea is headquartered in London with a growing presence in New York, and Omnea also advertises roles across several European cities. Omnea appears office-first with a recurring in-person expectation (including a three-days-a-week pattern referenced in public materials), alongside some employee benefits that mention optional remote working opportunities.

Palpable Score

68.7

/ 100

Omnea offers more early-career access than many scale-ups because several “associate” and even “founding” postings target low-years candidates, including at least one role explicitly capped at three years post-uni. The hiring process has credible structure signals but candidate experiences vary, which limits confidence on fairness and predictability. Learning and ownership signals are unusually visible, while pay transparency is helped by frequent salary ranges and equity language in role adverts.

Pillar 1: Early-career access

Score

14.0

/ 20

The company’s “Open roles” list includes at least one role explicitly capped at early-career level, with Solutions Associate labelled “Grad to 3 years post-uni experience,” which is a clear first or second job entry point.

Omnea also lists multiple roles that use “associate” or “founding” branding while still targeting low-years candidates, including Commercial Associate and Founding Growth Associate postings that specify 1–4 years of experience rather than senior requirements.

The company makes early-career access easier to spot by showing compensation and role level signals alongside these postings, reducing the guesswork that often hides entry-level roles behind inflated titles.

Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company has a visible pattern of multi-stage interviews on interview aggregators, with common steps including one-to-one interviews and skills tests, which suggests repeatable structure rather than ad hoc hiring.

Omnea has role-specific interview feedback describing rigorous stages such as pair programming and practical tasks, with expectations communicated at each stage for some candidates.

The company also has candidate reports of longer timelines and variation in process length, and Omnea does not publish a consistent “what to expect” timeline for early-career applicants across teams

Pillar 3: Learning and support

Score

11.7

/ 20

The company frames Solutions Associate as a mentored “grounding” role before moving into a more technical solutions and implementation position, which is a concrete progression-linked learning plan for early-career hires.

Omnea states an in-person collaboration cadence (three days a week) that can materially increase day-to-day coaching access for juniors when teams use it well.

The company’s employee reviews repeatedly mention autonomy and responsibility, which often accelerates learning for early-career staff when paired with close team support.

Pillar 4: Pay fairness and stability

Score

15.3

/ 20

The company posts salary ranges and equity language for early-career roles, including Solutions Associate ranges and “Offers Equity,” which helps grads assess affordability before committing to interviews.

Omnea’s commercial-track postings include explicit pay components (base, equity, and commission where relevant), which is better transparency than many early-stage employers offer.

The company has limited consolidated public detail on benefits beyond pay and equity, so stability signals depend heavily on the individual posting and a small set of employee reviews.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company’s employee reviews include repeated themes of high ownership and career opportunity, which is a positive early-career outcome signal for skill growth even when workload is intense.

Omnea publishes example progression stories on external hiring pages that describe people moving from early roles into leadership titles, which supports the idea that internal progression happens, at least for some roles.

The company does not publish early-career outcome metrics such as promotion rates by cohort, internship conversion rates, or retention data, and public review volume remains limited, which caps confidence on long-term outcomes.

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Useful links & resources

Omnea Careers Omnea Jobs (LinkedIn)Omnea on Welcome to the Jungle