Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.stenn.com/

About the company

Stenn operated as a trade finance and invoice-financing fintech focused on funding international SMEs through a digital platform. Public statements from administrators confirm Stenn Assets UK Limited and Stenn International Limited entered administration on 4 December 2024 after a High Court order in London. The Stenn site now carries an administrator notice, while the Greenhouse job board still shows a large set of roles across Operations, Sales, Marketing, Product, and Tech. Media coverage in late 2024 and 2025 reports large-scale redundancies following the administration process.

Locations and presence

Stenn lists London as headquarters and has publicly communicated global teams across the USA, Europe, and China. Public expansion announcements referenced offices in Atlanta, Shanghai, Shenzhen, plus investment into a Barcelona tech hub.

Palpable Score

34.5

/ 100

Stenn still shows structured hiring mechanics via Greenhouse and some early-career-adjacent roles, but the company’s entry into administration on 4 December 2024 changes the risk profile for graduates. The biggest score drag is stability and outcomes, with public reporting of mass redundancies shortly after administration began.

Pillar 1: Early-career access

Score

7.0

/ 20

The company’s Greenhouse board lists 51 open roles across multiple functions, but most are senior-heavy titles (for example, senior product and senior engineering).
Stenn includes a few roles that can fit early-career profiles, such as Data Annotator (1–2 years) in Operations.
The company has no visible internships, graduate scheme, or apprentice pathway on the careers site, so entry points rely on occasional “1–2 years” operator roles rather than a repeatable junior pipeline.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company runs applications through Greenhouse with equal opportunities language and inclusive fields like “preferred name,” which reduces avoidable friction for candidates.
Stenn’s public interview feedback includes multi-round processes (for example, a three-round Customer Support Specialist process reported on Glassdoor) but also complaints about follow-ups being ignored.
The company does not publish a consistent stage-by-stage interview outline or time expectations on the careers page, so applicants still have to guess the workload before applying.

Pillar 3: Learning and support

Score

9.0

/ 20

The company’s job-board overview claims a “trusting leadership style” that encourages learning, but that is not backed by specific onboarding mechanics.
Stenn’s Operations roles (for example, Deal Processing Specialist) include cross-functional work with Legal, Risk, Sales, and Tech, which can accelerate learning through exposure.
The company does not spell out early-career support basics in postings (buddy system, 30-60-90 ramp, feedback cadence), limiting confidence that juniors get consistent coaching.

Pillar 4: Pay fairness and stability

Score

4.0

/ 20

The company entered administration on 4 December 2024, which is a major stability risk for anyone joining early in their career.
Stenn’s job ads typically ask for salary expectations but do not publish salary ranges, making pay fairness hard to judge upfront.
The company’s public record includes reports of large-scale redundancies shortly after administration began, which sharply reduces the score for pay stability even if individual roles look well scoped.

Pillar 5: Early-career outcomes

Score

2.5

/ 20

The company’s administration and reported redundancies in December 2024 create a strong negative outcomes signal for retention.
Stenn has mixed public employee sentiment (for example, a mid-range Glassdoor rating with both positive culture notes and operational/tooling complaints), which does not offset the hard outcome shock of insolvency.
The company’s LinkedIn footprint shows international scale and hiring volume, but there is no credible published data on junior promotions, cohort retention, or intern-to-full-time conversion, and the administration event dominates outcomes.