Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.qida.es/

About the company

Qida is a Spanish home-care company combining care coordination with technology, aiming to help older adults and people with chronic conditions stay at home with better outcomes. The company runs both a care marketplace for families and a growing internal team across operations, health and social care coordination, and tech. Qida also runs a specialised unit for ALS care (Qida ELA). Public role pages describe rapid growth, a large family base served, and continued expansion into new cities.

Locations and presence

Qida recruits heavily in Barcelona and Madrid with hybrid roles, and also advertises operations leadership roles in places like Sevilla and Valencia. Caregiver hiring is positioned as “near you”, reflecting multi-city coverage.

Palpable Score

66.3

/ 100

Qida offers real early-career entry points through explicitly junior corporate roles and a high-volume caregiver pipeline, and some listings are unusually transparent about the selection process. The main limiter is outcomes: there are broad employee-review signals, but little public detail on junior promotion rates, intern-to-offer conversion, or early-tenure progression.

Pillar 1: Early-career access

Score

13.0

/ 20

The company posts clearly junior corporate roles such as “Técnico/a Contable Junior” with 1–3 years’ experience and “Administrativo/a de Recursos Humanos” labelled as a junior admin profile.
Qida runs an always-on caregiver hiring channel with a defined selection process, which creates a large entry pathway even when candidates are not “graduates”.
The company’s overall open roles skew mid-to-senior (for example Product Manager, mid-level DevOps, finance controller, heads), so early-career access is solid but not the core of hiring.

Pillar 2: Hiring fairness and transparency

Score

15.3

/ 20

The company spells out a full hiring flow in at least one junior role, including screening questions, a first interview, a time-boxed take-home case (24h), a technical deep-dive interview, and a final CEO conversation.
Qida describes caregiver selection steps publicly, including registration, requirement checks, individual interviews, and digital-skills verification, which reduces “mystery process” risk for applicants.
The company does not consistently show interview stages across every vacancy page, so fairness and transparency vary by team.

Pillar 3: Learning and support

Score

14.0

/ 20

The company advertises recurring “development sessions with your manager” and a “plan de carrera” in multiple job pages, which is a tangible support signal for juniors.
Qida frames junior finance work as hands-on across accounting, treasury, tax, audits, and process improvement, which usually accelerates learning if supported well.
The company does not publish a standardised onboarding or mentorship structure by function, so the day-to-day support experience is hard to verify from public evidence.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company publishes at least one concrete salary figure in a junior corporate posting (18,000€ gross annually for an HR admin role), which is better than the market norm for transparency in Spain.
Qida shows stable employment structures in key roles (for example indefinite contracts in finance and care-coordination postings) plus benefits like hybrid work, equipment, and medical insurance access in some roles.
The company does not consistently publish salary ranges for most roles, so pay fairness relies partly on third-party pay snapshots rather than first-party ranges.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has a meaningful public review footprint with overall ratings and “recommend to a friend” signals, but these are not broken out for early-career cohorts.
Qida shows repeat hiring across several cities and functions (operations, social-care coordination, tech, finance), which suggests team growth rather than one-off hiring spikes.
The company does not publish early-career outcome markers like internal promotion rates, typical time-to-level-up, or conversion rates from caregiver pipeline to internal roles.