Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.withplum.com/

About the company

Plum is a consumer fintech app focused on helping people save and invest more automatically, with features that lean on automation and data-driven nudges. The company has been operating since 2016 and talks publicly about serving more than 2 million people across 10 European markets. Plum hires across product, engineering, operations, risk, and payments, with roles split across London and other European hubs. Recent public updates also show ongoing fundraising and product expansion activity in Europe.

Locations and presence

Plum lists London as a main base and regularly hires for Athens and Cyprus, with many roles set up as hybrid or remote-friendly within Europe. Job ads also point to cross-site collaboration and periodic in-person time in offices.

Palpable Score

65.0

/ 100

Plum offers real entry points through junior engineering roles and paid internships, which matters a lot for early-career access. The hiring experience and career progression signals look mixed in public feedback, and the lack of consistent salary ranges keeps pay fairness from scoring higher.

Pillar 1: Early-career access

Score

16.0

/ 20

The company posts multiple early-career titles like Junior Site Reliability Engineer and Junior Backend Engineer, with experience requirements that sit around the 0–3 year range.
Plum advertises paid internships such as Wealth Ops Internship (Paid), explicitly framed for recent graduates.
The company keeps junior hiring spread across functions (engineering, infrastructure, operations), which points to recurring early-career intake rather than a one-off role.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company uses a structured ATS-style application flow and publishes detailed responsibilities and “who you are” sections on roles like Payments Analyst and Junior Site Reliability Engineer.
Plum includes formal equal-opportunity language in job ads and outlines practical day-to-day work (tooling, incident response participation, cross-functional stakeholders) rather than vague hype.
The company has mixed public interview feedback, including reports of long or repetitive interview loops, which pulls down confidence in consistency and candidate experience.

Pillar 3: Learning and support

Score

14.0

/ 20

The company lists an annual training budget as a standard benefit, which is one of the clearer, repeatable learning signals for juniors.
Plum frames junior roles around learning-in-role activities like pairing with engineering squads, improving tooling, and building operational muscle through real production responsibilities (for example, incident response participation for junior SRE).
The company also has public employee feedback that mentions lack of structure in some teams, which can turn “learning fast” into “figuring it out alone” depending on the manager.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company consistently mentions tangible benefits such as private health insurance, stock options, 25 days holiday plus bank holidays, work-from-anywhere days, and a sabbatical policy in job ads.
Plum describes internships as paid and includes language like “competitive pay” in some listings, which is better than the common fintech internship loopholes.
The company rarely shows salary ranges publicly, and some public employee reviews raise concerns about competitiveness, so pay fairness has an evidence cap.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has public employee feedback that calls out limited career progression or unclear growth pathways in some locations and teams, which is a risk flag for early-career outcomes.
Plum’s LinkedIn footprint and multi-country hiring presence suggest the company sustains hiring across hubs, but public promotion and retention proof for juniors is still thin.
The company shows repeat early-career openings over time (multiple junior roles plus paid internships), but there is limited public data tying junior entry to promotion timelines, retention beyond 12–24 months, or structured progression.