Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.radarhealthcare.com/

About the company

Radar Healthcare is a Leeds-based health-tech company providing risk management and patient safety software to healthcare organisations. The company runs a dedicated careers site and recruits across functions like development, sales, marketing, professional services and central teams. Radar Healthcare publicly links the business to Great Place to Work certification and Best Companies recognition. Radar Healthcare also references supporting large-scale usage, including tens of thousands of users on the platform.

Locations and presence

Radar Healthcare is headquartered in Leeds with hybrid roles advertised from that base, plus some fully remote roles (including listings for the United States). Radar Healthcare’s hiring footprint looks UK-led with selective international commercial hiring.

Palpable Score

67.3

/ 100

Radar Healthcare looks friendly to early-career candidates mainly through a handful of junior-access roles and unusually clear benefits on at least one job description, including a published salary range and a personal learning budget. The score is capped by limited evidence of high-volume 0–3 year hiring and mixed external signals on career progression.

Pillar 1: Early-career access

Score

12.0

/ 20

The company’s careers site has included junior-access roles like Sales Support Administrator, Support Analyst, and a Purchase Ledger apprentice listing on the jobs feed.
Radar Healthcare’s current live vacancies skew mid-level to senior (for example GRC Lead and Financial Controller), which limits entry points at any one time.
The company does not publish a dedicated early-career programme page (graduates, apprenticeships, interns) that would make entry routes predictable year to year.

Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company uses a consistent ATS-based application flow via its careers site, which is a strong baseline for candidate experience and reduces email-only hiring.
Radar Healthcare publishes detailed role scope, requirements, and accessibility adjustments on at least one junior-leaning posting (Translation Admin Assistant), including a clear salary range.
The company’s public process detail is uneven across roles, and third-party interview process evidence is limited, so it is hard to judge consistency.

Pillar 3: Learning and support

Score

15.3

/ 20

The company offers a stated Learning and Development budget (£1,000 per year) on at least one job description, which is a practical support lever for early-career hires.
Radar Healthcare sets expectations for flexible working and a light office requirement (a stated baseline of one day per month in the office) that can help juniors manage commuting costs and time.
The company does not consistently spell out the day-to-day coaching mechanics that matter most early on (buddying, 30-60-90 ramp plans, review cadence) across the careers site.

Pillar 4: Pay fairness and stability

Score

14.3

/ 20

The company publishes a salary range for at least one role (Translation Admin Assistant, up to £27,500 to £29,500 depending on experience), which is better than “competitive” wording.
Radar Healthcare lists stability benefits that matter for early-career staff, including enhanced sick pay after six months, enhanced family leave terms, and a pension contribution.
The company does not consistently publish salary ranges across all vacancies, which limits pay comparability for applicants.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has strong overall third-party review signals (high recommendation rate and positive business outlook on Glassdoor), which suggests many employees would stay and refer others.
Radar Healthcare has at least one external review explicitly flagging “not great career progression right now,” which pulls down confidence on internal mobility for early-career staff.
The company’s LinkedIn footprint shows a mid-sized team, but public outcome data like promotion timelines, junior retention over 12–24 months, and repeat junior intake by function is not published.