Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

https://www.proximie.com

About the company

Proximie builds a platform used in operating rooms to let clinical teams collaborate on procedures remotely, record and manage surgical content, and turn procedure video into data insights. The company describes two main areas of work: a “Surgical Suite” for secure live and recorded procedure access, and an “Intelligence Suite” focused on OR performance analytics and event detection. Proximie was founded in 2016 by NHS surgeon Dr Nadine Hachach-Haram and later commercialised the platform in 2019. Proximie hires across product and engineering, customer delivery, and commercial teams tied to hospital deployments.

Locations and presence

Proximie is headquartered in London, with job postings also pointing to offices in Beirut and the United States, plus an Australia office presence. Hiring appears to be a mix of hybrid and fully remote roles depending on function and location.

Palpable Score

51.4

/ 100

Proximie offers strong employee benefits and a clear learning budget, which helps early-career hires once inside the company. The score stays mid-range because the public hiring slate is heavily senior, salary ranges are rarely published, and there is limited published evidence of early-career progression outcomes.

Pillar 1: Early-career access

Score

5.8

/ 20

The company’s current open roles skew senior or specialist, including Senior Software Engineer, Senior Data Engineer, Strategic Finance Manager, and Transformation Manager.
Proximie’s most “junior-sounding” openings are still experienced, such as Customer Support Specialist requiring 5+ years of tier 1–2 technical support experience.
The company does not show a visible stream of 0–3 year roles, internships, or associate-level intake on the main careers board, which limits true entry-level access.

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Pillar 2: Hiring fairness and transparency

Score

10.8

/ 20

The company has candidate-reported processes that can be structured and thorough, including multiple interviews that stay role-relevant and sometimes include senior leadership conversations.
Proximie has mixed candidate sentiment on interview experience in public feedback, which suggests process quality is not consistent across teams and geographies.
The company does not publish a standard hiring timeline, assessment rubric, or what “good” looks like for tasks, which makes it harder for early-career applicants to plan effort and expectations.

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Pillar 3: Learning and support

Score

13.5

/ 20

The company offers a published annual learning and development stipend of £/$1,000 for permanent employees, which is a concrete early-career skill-building lever.
Proximie’s job ads include explicit “take ownership and gain responsibilities” language, plus cross-functional exposure between customer delivery, product, and engineering teams.
The company does not publicly spell out early-career mechanics like onboarding length, buddy systems, or review cadence, so learning support is visible but not fully verifiable.

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Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company offers a published annual learning and development stipend of £/$1,000 for permanent employees, which is a concrete early-career skill-building lever.
Proximie’s job ads include explicit “take ownership and gain responsibilities” language, plus cross-functional exposure between customer delivery, product, and engineering teams.
The company does not publicly spell out early-career mechanics like onboarding length, buddy systems, or review cadence, so learning support is visible but not fully verifiable.

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Pillar 5: Early-career outcomes

Score

9.5

/ 20

The company has publicly visible employee review signals showing a mixed but not catastrophic picture, with a majority recommendation trend rather than clear early-career churn flags.
Proximie has employee feedback describing high pace and process gaps, which can slow development if juniors do not get consistent guidance and prioritisation.
The company does not publish early-career outcomes such as internship-to-offer conversion, time-to-promotion, or 12–24 month retention for junior hires, which hard-caps this pillar.

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