Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Food & Ag

WEBSITE

http://www.soplaya.com/

About the company

Soplaya runs a B2B foodservice marketplace for restaurants and other horeca operators, combining ordering, payment, and consolidated deliveries through an app and in-house logistics. The company positions the product around supplier price transparency, reducing food cost, and saving operators time by centralising purchasing. Public materials describe operations across multiple Italian cities, with deliveries scheduled in short windows and service running six days a week. Soplaya also states backing from Italian venture investors such as P101 and CDP Venture Capital.

Locations and presence

Soplaya lists operational presence in Northern and Central Italy, with roles advertised across cities including the Milan area, Padova, and Udine. Public profiles also point to hubs in Buccinasco, Udine, and Padova.

Palpable Score

63.6

/ 100

Soplaya offers real entry points through operations roles with clear responsibilities, named interview steps, and employer-provided pay bands in at least some postings. The score is held back by limited public evidence on structured early-career development and by thin outcome data on progression and retention beyond a small number of reviews and posts.

Pillar 1: Early-career access

Score

13.7

/ 20

The company advertises multiple operations roles (warehouse and driver-style roles across Padova, Udine, and the Milan area) that read as accessible to people early in their careers.
Soplaya’s publicly visible hiring skew leans heavily toward operations and field sales, with fewer clearly junior corporate or tech entry points visible in the same channel mix.
The company includes “candidatura spontanea” style intake, which can widen access, but the lack of consistently visible “0–2 years” style requirements limits how confidently early-career friendliness can be verified role-by-role.

Pillar 2: Hiring fairness and transparency

Score

15.5

/ 20

The company’s Magazziniere Notturno posting on Glassdoor spells out a two-step process (a short screening call and a longer interview) and names the interviewers, which reduces applicant uncertainty.
Soplaya’s role write-up includes concrete responsibilities (picking, packing, issue resolution, delivery) plus hours and contract framing, making expectations easy to understand before applying.
The company does not show enough consistently accessible job-post detail across every open role source (some pages are gated), so transparency cannot be confirmed uniformly across the whole funnel.

Pillar 3: Learning and support

Score

12.2

/ 20

The company’s operations posting explicitly invites process-improvement suggestions and frames sharing feedback as a working norm, which is a practical learning signal for juniors in hands-on roles.
Soplaya highlights “fast-track growth” language in role materials, but the public evidence stops short of describing onboarding, buddy systems, or structured training plans for early-career hires.
The company has a small set of employee sentiment signals referencing feedback and measurement culture, but these are too sparse to confirm consistent coaching quality across teams and locations.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company publishes employer-provided pay ranges for at least some frontline roles (example: 22.000–24.500 EUR for a night warehouse role) and ties the role to a recognised Italian contract level (CCNL Commercio), supporting baseline pay clarity and stability.
Soplaya lists tangible benefits for the same role (welfare platform, healthcare fund, and perks), which helps early-career hires evaluate total compensation beyond base pay.
The company also advertises some sales roles on a partita IVA basis, which can reduce stability for early-career candidates unless earnings, ramp support, and protections are made explicit.

Pillar 5: Early-career outcomes

Score

9.2

/ 20

The company has limited publicly verifiable progression outcomes: job ads mention growth pathways, but there is little concrete evidence of internal promotions, cohort retention, or early-career career ladders.
Soplaya has a small number of employee reviews/posts describing positive culture and feedback habits, but the sample is too small to treat as representative of early-career outcomes across the business.
The company shows repeat hiring across multiple operational roles and cities, which suggests ongoing team growth, but repeat hiring alone does not confirm retention or advancement.

Useful links & resources

Soplaya careers page (Factorial jobs hub)Soplaya company page on LinkedIn Example role with full process, pay band, and benefits (Magazziniere Notturno, Glassdoor)