Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Media & Comms

WEBSITE

https://www.shook.digital

About the company

Shook is a short-form video ads company that combines a creator network with a workflow platform for producing and iterating performance UGC at scale. Shook markets the product as an “AI-Powered Creative OS” that covers briefing, review, and analytics across TikTok and Meta. Shook is listed as an official TikTok Marketing Partner, including a “badged” partner announcement in video production. Shook Digital’s public company profile lists a London headquarters and also shows a Helsinki office address, which matches Helsinki-based hiring for operations and customer success.

Locations and presence

Shook Digital lists office addresses in London and Helsinki, plus additional listed locations in China on the public company profile. Recent hiring posts include Helsinki-based roles and remote freelance roles, suggesting a small core team with a distributed creator and contractor layer.

Palpable Score

56.1

/ 100

Shook is approachable for early-career candidates because the company has posted roles that accept recent graduates and explicitly junior titles, especially in operations and customer success. The score is held back by weak pay transparency and mixed employee sentiment on stability and leadership, which matters a lot when you are joining early in your career.

Pillar 1: Early-career access

Score

12.0

/ 20

The company has hired for an Operations Intern in Helsinki and explicitly invites students, recent graduates, and career changers with “no direct experience” to apply.
Shook has also advertised a Junior Customer Success Manager role, which is a true 0–3 year entry point with a named “junior” scope.
The company’s visible open roles are few at any one time and include contract freelance positions, so entry-level access exists but is not consistently broad across teams.

Pillar 2: Hiring fairness and transparency

Score

14.3

/ 20

The company has candidate reports describing a structured interview flow with a team lead interview, a CEO interview, and a case study, with an offer soon after the final round in at least one case.
Shook also has candidate feedback describing very long waits between stages in another process, which is a fairness and transparency hit for early-career applicants.
The company uses a formal application portal for open roles, which is a better baseline than informal DMs or email-only applications.

Pillar 3: Learning and support

Score

13.0

/ 20

The company promises mentorship and “hands-on experience across multiple business areas” in the Operations Intern role, which is a concrete learning signal.
Shook describes the Junior Customer Success Manager role as owning accounts from day one but “supported by experienced teammates as you ramp up,” which is the right kind of early-career scaffolding if it happens in practice.
The company does not publicly describe onboarding mechanics like a buddy system, a 30-60-90 plan, or review cadence, so support signals stop at role-level statements.

Pillar 4: Pay fairness and stability

Score

7.8

/ 20

The company rarely publishes salary ranges in the early-career roles that are easiest to find, which makes it hard to judge pay fairness before interviewing.
Shook has at least one senior engineering role on a third-party board with a published salary band, showing the company will share pay data sometimes, but not consistently where juniors need it most.
The company has public employee feedback indicating low compensation and benefits ratings and a recent decline, which caps the score without clearer pay bands.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has mixed employee reviews, including both high ratings focused on learning and ownership and very negative reviews raising concerns about execution and financial uncertainty.
Shook has limited public progression evidence such as promotions, leveling, or early-career retention stats, so outcomes are hard to validate beyond a small review sample.
The company’s footprint suggests a very small team, which can mean fast responsibility growth for juniors, but it also increases outcome variability by manager and project.