Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Real Estate & Built Environment

WEBSITE

https://www.orbital.tech

About the company

Orbital builds AI products for real estate legal work, aimed at speeding up title and document-heavy due diligence without losing the detail that lawyers rely on. The company sells tools like Orbital Copilot and Orbital Residential to law firms and property professionals in the US and UK. Orbital announced a $60M Series B in January 2026 and talks publicly about scaling teams across London and New York while expanding further in the US. Orbital also runs a detailed tech blog that explains how the product team works, hires, and onboards.

Locations and presence

Orbital has offices in London and New York City, with hybrid working referenced across hiring materials. Orbital’s January 2026 announcements also talk about expanding to additional US hubs during 2026.

Palpable Score

69.0

/ 100

Orbital is a strong pick for early-career candidates who value a clear hiring process, practical work, and real onboarding support. The score is held back by limited visible “true junior” openings at any one time and thin public proof of early-career promotion and retention patterns beyond a few stories and review aggregates.

Pillar 1: Early-career access

Score

9.0

/ 20

The company explicitly frames its standard interview process as covering “entry, mid-level and senior roles” across software engineering, AI engineering, design, product management, and legal engineering, which signals some entry-level access even when job titles skew senior.
Orbital’s public job-board footprint in the UK is dominated by senior and leadership roles (for example VP of Engineering, Senior Fullstack Engineer, Head of Operations), which narrows the number of realistic first or second job entry points.
The company has some junior-adjacent role families visible in pay data (for example Paralegal and Customer Success Manager appear in London salary reporting), but Orbital does not show a repeatable internship or graduate intake.

Pillar 2: Hiring fairness and transparency

Score

17.0

/ 20

The company publishes a step-by-step interview process with specific time expectations, including a 30-minute initial conversation, a 2–3+ hour async practical task, and a panel plus cultural interview with time for candidate questions.
Orbital commits publicly to fast feedback loops (typically within 48 hours after each stage) and sets a target end-to-end timeline of 2–3 weeks, which helps candidates plan around other offers and obligations.
The company states an accommodations policy for accessibility and adjustments, but Orbital still uses a take-home task as a default stage, which can be a barrier for candidates juggling paid work or caring responsibilities.

Pillar 3: Learning and support

Score

16.0

/ 20

The company describes a structured onboarding setup for engineers, including a shared onboarding checklist with a first-90-days roadmap and curated tasks that build product and process context.
Orbital assigns a “buddy” for new starters and schedules informal 1:1s across teams, plus lightweight social connection via a Slack bot that invites people to weekly coffee chats.
The company publishes working norms like Agile Kanban practices, weekly priority-setting, and early technical spikes, but Orbital does not publish a consistent, role-by-role ramp plan outside engineering.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company has public salary ranges visible on UK job-board listings for multiple roles (for example Site Reliability Engineer and Senior Fullstack Engineer), which supports pay transparency during the search phase.
Orbital has externally reported London pay bands across functions, including Paralegal ranges alongside engineering, which is useful for early-career candidates comparing legal-ops and technical tracks.
The company outlines flexible working practices in public writing, but Orbital does not present a single, consolidated benefits page (holidays, pension, healthcare, equity basics) that is easy for juniors to compare before applying.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company has strong aggregate sentiment on Glassdoor, including high overall ratings, high “recommend to a friend,” and a largely positive interview experience share, which suggests a generally healthy employee experience.
Orbital publishes at least one concrete post-company outcome story, where an AI Engineer writes about how the work prepared them to found a YC-backed startup, giving a tangible signal of skills growth and career momentum.
The company’s LinkedIn footprint and January 2026 growth announcements point to rapid scaling across London and New York, but Orbital does not publish early-career promotion rates, retention over 12–24 months, or intern-to-full-time conversion outcomes.

Useful links & resources

Orbital Careers How We Interview (Orbital tech blog) Onboarding of a new software engineer: My first 90 days (Orbital tech blog)