Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.seyna.eu/

About the company

Seyna is a Paris-based insurer and insurance platform built for brokers and MGAs that want to launch white-label insurance products and then track performance. Seyna positions itself as a licensed insurer that can carry risk, with a platform layer for product configuration, policy management, and analytics. Public company profiles also describe Seyna as operating across multiple European markets, with a broker network in the hundreds. Recent press coverage points to continued funding to support growth and investment in technology.

Locations and presence

Seyna is headquartered in Paris, with roles typically listed as hybrid with a few days at home. Seyna’s commercial footprint is described publicly as spanning multiple European countries via broker-distributed products.

Palpable Score

62.8

/ 100

Seyna has at least one clearly entry-level role live with a real salary range and a detailed, time-bounded recruitment process, which is a strong signal for early-career candidates. The main limiter is outcomes visibility: there’s very little public proof of junior progression and retention beyond a small number of third-party reviews, including at least one report of poor candidate follow-up.

Pillar 1: Early-career access

Score

12.0

/ 20

The company lists a “Comptable Junior” role open to 0–3 years of experience, which is a direct entry point rather than a disguised mid-level hire.
Seyna’s current public openings skew senior, with multiple “Senior” and “Director” roles and several “talent pool” postings rather than many 0–3 year roles.
The company keeps a standing “spontaneous application” channel, which helps access, but it’s not a substitute for repeat, clearly junior hiring.

Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company spells out a structured process for “Comptable Junior” including a stated 2–3 week timeline, named interview stages, and who you’ll meet (TA, hiring manager, skills assessment, culture interviews, CEO final).
Seyna includes a skills-based assessment stage, which can be fair when scoped well, but the public listing doesn’t state the expected time burden or whether any work is compensated.
The company has at least one public interview report describing a lack of recruiter follow-up after an interview, which pulls down confidence in consistency.

Pillar 3: Learning and support

Score

12.7

/ 20

The company frames the “Comptable Junior” role as a learning trajectory, starting with general accounting ownership and building into insurance accounting over time.
Seyna’s hiring flow brings juniors into contact with senior finance leadership during the process, which often correlates with closer coaching once hired, but the listings don’t describe onboarding or 1:1 cadence.
The company mentions “coaching” as a perk on its employer profiles, but there’s limited detail on what that looks like day-to-day for early-career hires.

Pillar 4: Pay fairness and stability

Score

13.7

/ 20

The company lists the “Comptable Junior” position as a permanent contract with a clear salary range (€40K–€45K), which is unusually concrete for a smaller team.
Seyna’s public benefits include RTT, meal vouchers, transport contribution, and high employer coverage for health insurance, which supports stability for early-career hires.
The company does not show salary ranges consistently across roles, so early-career candidates outside the clearly-ranged postings have less pay transparency.

Pillar 5: Early-career outcomes

Score

9.7

/ 20

The company has a small set of employee reviews that mention learning quickly and strong information transparency, which is a positive early-career signal but based on limited volume.
Seyna’s LinkedIn company profile provides only broad headcount banding, and Seyna does not publish early-career promotion rates or retention metrics, so progression outcomes can’t be verified publicly.
The company’s public job descriptions describe growth paths inside roles (for example, expanding scope into insurance accounting), but there’s not enough external evidence to confirm how often that progression happens in practice.