Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Real Estate & Built Environment

WEBSITE

https://www.prosperty.com

About the company

Prosperty is an Athens-based PropTech company offering tech-enabled services for buying, selling, renting, and managing property, combining a marketplace-style experience with operational support. Prosperty positions the product as an end-to-end platform, supported by data and internal experts (including engineers, appraisers, and lawyers) to help close transactions and manage property processes. Prosperty’s public materials describe operations across multiple offices in Greece plus Cyprus, and the company has raised institutional funding including a strategic Series A round. Prosperty was founded in 2020 by Antonis Markopoulos (CEO), Nikos Patsiogiannis (COO), and Antonis Despotakis (CTO).

Locations and presence

Prosperty lists offices in Athens (Gerakas), Thessaloniki, Crete (Heraklio and Rethymno), Patra, and Nicosia (Cyprus). Current roles are primarily advertised in Athens, with the company also stating operations in two countries.

Palpable Score

56.2

/ 100

Prosperty offers a couple of plausible early-career entry points, especially through sales roles that do not require a long years-of-experience bar, plus some visible benefits like private health insurance and training. The score is held back by mixed signals on organisation and candidate experience, which matters most when a new grad needs predictable support and feedback loops.

Pillar 1: Early-career access

Score

10.0

/ 20

The company’s careers page currently lists five open roles, but several are explicitly senior (Senior Back End Engineer, Senior Front End Engineer) which narrows early-career access.
Prosperty is actively hiring for Real Estate Consultant with a qualifications list that does not include a minimum years-of-experience requirement, creating a potential first-job route for commercial starters.
The company lists a Quality Assurance (QA) Engineer opening on the careers page, but the role detail page is not live, so entry requirements for that pathway cannot be verified from public listings.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company has at least one publicly described structured interview flow with multiple stages, including a role-relevant assessment and an onsite final round with product leadership.
Prosperty has multiple candidate accounts describing poor follow-up after completing interviews, plus at least one report of an assignment that expanded beyond the described role scope.
The company’s live job pages are clear on responsibilities and required skills (for example language requirements and on-site expectations), but hiring timelines and assessment formats are not consistently stated on the listings themselves.

Pillar 3: Learning and support

Score

12.5

/ 20

The company states “continuous training” and “continuous growth and development opportunities” in the Product Manager posting, which is a concrete support signal if delivered consistently.
Prosperty’s employee reviews include “good starting point” language and mention colleagues being willing to help, which points to peer-level support that early-career hires lean on.
The company also has employee feedback calling Prosperty disorganised and lacking direction from leadership, which can make learning uneven even when training is promised.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company claims “competitive salary” and private health insurance for the Product Manager role, which is a baseline stability package for early-career hires on the corporate track.
Prosperty’s Real Estate Consultant role is commission-led and highlights upfront commission payment plus bonuses, which can work for some grads but is a less stable starting point than a salary-first role.
The company does not publish salary ranges on the job pages reviewed here, so early-career candidates cannot benchmark pay before investing time in interviews.

Pillar 5: Early-career outcomes

Score

10.7

/ 20

The company has employee reviews describing multi-year tenure (for example 1–4 years) and recommending Prosperty, which suggests some people do stick and grow through the scale-up phase.
Prosperty has employee feedback that career growth can be limited due to weak direction from senior leadership, and other reviews mention high workload and stress, which can shorten early-career retention.
The company has candidate experience reports of no feedback after processes, and Prosperty does not publish early-career promotion rates, retention metrics, or structured progression outcomes, so outcomes beyond review sentiment are hard to verify.