Stockly

AI-powered inventory sharing platform
Last updated:
January 27, 2026
Company details
HQ
HEADCOUNT
100-499
ORG TYPE
Startup
SECTOR
Technology & Digital
About the company
Stockly builds a shared inventory network for e-commerce, so retailers can sell items they do not currently hold by sourcing stock from other sellers in the network. The company positions the product as a way to reduce out-of-stocks while keeping orders fulfilled via official resellers and brands. Stockly’s public materials emphasise a technical stack with Rust services and a strong focus on internal operating discipline (OKRs, documentation, and standardised rituals). Recent public posts also describe fast growth across multiple European markets.
Locations and presence
Stockly is headquartered in Paris, with a customer footprint across Europe and operations described publicly across many countries. Stockly’s published remote policy favours office and hybrid work, with a small share of the team in “remote-first” mode and regular time in Paris.
Palpable Score
66.9
/ 100
Stockly is a good option if you want early responsibility in a technical environment and you can handle a selective hiring process with tests and in-person immersion. The biggest gap is pay transparency: Stockly talks about an internal salary grid, but public job listings rarely show ranges, and some junior feedback flags compensation as less competitive.
Pillar 1: Early-career access

Score

13.0
/ 20
  • The company has run real early-career routes via internships, including software engineering internship hiring and listings that spell out “learnings” and growth projection.
  • Stockly has evidence of junior hiring in public employer feedback categories such as “Junior Software Engineer” and intern roles, even if current open roles skew more experienced.
  • The company’s current public openings are mostly mid-level (DevOps, business operations, sales), which limits always-on access for 0–3 year candidates right now.
Pillar 2: Hiring fairness and transparency

Score

13.0
/ 20
  • The company publishes a detailed, time-boxed hiring process, including a commitment to reply quickly to candidates and to run reference checks before an offer.
  • Stockly uses entry-tests as a standardised step across roles, which can improve consistency, but still puts meaningful time pressure on candidates.
  • The company has public interview reports describing the process as long or exhausting for the offer level, which is a fairness risk, especially for early-career applicants juggling multiple processes.
Pillar 3: Learning and support

Score

15.3
/ 20
  • The company describes concrete learning scaffolding in internship listings, including onboarding documentation, coding standards, and guidance from teammates experienced in multiple front-end frameworks.
  • Stockly also publishes internal routines that support learning-through-visibility, like a weekly company meeting with cross-team updates and open Q&A norms.
  • The company has junior employee feedback that explicitly mentions training (for example Rust training), which is one of the more direct “you will be taught” signals you can find publicly.
Pillar 4: Pay fairness and stability

Score

12.3
/ 20
  • The company offers stable employment on many roles (for example permanent contracts) and publicly states that permanent team members can take equity as part of the package.
  • Stockly describes “competitive packages” and an internal, objective salary grid in at least one engineering internship listing, but does not consistently publish salary ranges.
  • The company has junior feedback that pay is less competitive versus larger tech employers, which pulls this pillar down even without strong evidence of underpayment.
Pillar 5: Early-career outcomes

Score

13.3
/ 20
  • The company has strong overall employee sentiment on public review sites, including high recommendation rates and positive culture and values scores.
  • Stockly has published internal thinking about promoting team leaders from within and keeping manageable team sizes for meaningful 1:1s, which supports growth pathways in principle.
  • The company does not publish hard early-career outcome data (intern-to-offer conversion, promotion timelines, 12–24 month retention), so this pillar cannot score in the top tier on proof.
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