Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Travel & Hospitality

WEBSITE

http://www.roompricegenie.com/

About the company

RoomPriceGenie builds an automated revenue management system that helps independent hotels set room prices using their own data and market signals. The company positions the product as fast to implement and easy for non-specialists to use, with features like real-time pricing optimisation and dashboards. RoomPriceGenie was founded in 2017 and sells globally across multiple hotel markets. Hiring is largely remote-first, with periodic in-person team meetups and some office options in Europe and beyond.

Locations and presence

RoomPriceGenie is remote-first, with roles advertised across multiple European markets and time zones. The company also lists physical bases including Steinhausen (Switzerland) and Mannheim (Germany), plus office access in locations such as Berlin and Sydney.

Palpable Score

64.3

/ 100

RoomPriceGenie is a decent option for early-career candidates in commercial roles because there are Sales Development roles that read like genuine starter jobs and the company talks clearly about how hiring works. The biggest limiter is pay transparency, plus many of the visible openings skew mid-to-senior, which narrows entry-level access.

Pillar 1: Early-career access

Score

11.0

/ 20

The company hires Sales Development Representatives across markets, and at least one SDR posting focuses on traits and language requirements rather than years of experience.
RoomPriceGenie’s publicly visible openings also include many senior tracks (engineering, data, product), which reduces the share of roles realistically open to 0–3 years.
The company spotlights an SDR role as a “first point of contact” position, which is a common entry path, but there’s limited evidence of multiple junior titles outside sales development.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company publishes a hiring-process FAQ that sets expectations about pace, review, and keeping candidates informed.
RoomPriceGenie’s interview feedback includes step-by-step stages (HR screen, role interviews, contract discussion) and candidates describing the process as clear and on time.
The company still leaves a transparency gap on compensation in the publicly accessible materials, which makes it harder for early-career applicants to judge fairness upfront.

Pillar 3: Learning and support

Score

14.7

/ 20

The company offers structured support signals like weekly 1:1s and twice-yearly formal evaluations referenced by employees.
RoomPriceGenie promotes learning support through training and personal development opportunities, including up to three extra days off for development.
The company backs wellbeing and sustainability for remote work with benefits like Headspace access and counselling support mentioned in role materials.

Pillar 4: Pay fairness and stability

Score

9.3

/ 20

The company advertises full-time roles and a remote-first model with flexibility, which supports stability for early-career hires.
RoomPriceGenie lists a benefits package (wellbeing tools, development time off, team gatherings), but these are not a substitute for pay clarity.
The company rarely shows salary ranges in the accessible postings and profiles, which caps the score even without clear negative pay signals.

Pillar 5: Early-career outcomes

Score

14.3

/ 20

The company has multiple Glassdoor reviews from current employees with multi-year tenure, which is a concrete retention signal for a remote-first startup.
RoomPriceGenie’s employee feedback references promotions, recognition rituals, and regular review cycles, which point to visible progression mechanisms.
The company has strong sentiment signals (high overall ratings and recommendation rates), but there’s limited public, role-by-role outcome data for juniors like promotion timelines or 12–24 month retention by function.