Storfund

Enterprise cash management platform
Last updated:
January 30, 2026
Company details
HQ
HEADCOUNT
25-99
ORG TYPE
Corporate
SECTOR
Finance
About the company
Storfund is a fintech that advances marketplace sellers’ revenue quickly so sellers can restock and grow without waiting weeks for payouts. The company positions the product as “Daily Advance”, paying sellers on the day they sell or ship, depending on the marketplace flow. Storfund operates as a venture-backed scale-up and talks publicly about serving sellers across many marketplaces and countries. Public hiring content frames Storfund as a performance and KPI-led business with a fast pace.
Locations and presence
Storfund is headquartered in London, with hybrid and remote roles advertised. The company also describes a team spread across Europe and the US in at least one current job post.
Palpable Score
53.8
/ 100
Storfund has a couple of credible early-career entry points and some strong “learn-by-doing” signals in team reviews, but early-career access is not consistent in the current open roles. Pay transparency is the biggest gap, and the limited public detail on progression makes outcomes harder to verify.
Pillar 1: Early-career access

Score

8.7
/ 20
  • The company currently lists an “Account Manager – Jnr-Mid” role that looks accessible to early-career candidates who already have some client-facing experience.
  • Storfund’s public job visibility is thin beyond that single opening, with no internship, graduate, or “associate” pipeline shown on the main careers page right now.
  • The company has early-career-adjacent signals (for example “Customer success associate” appearing in employee review job titles), but those pathways are not clearly presented as recurring entry points.
Pillar 2: Hiring fairness and transparency

Score

12.5
/ 20
  • The company’s “Account Manager – Jnr-Mid” post is unusually concrete about what the person will do day to day (portfolio ownership, onboarding, KPIs, cross-team work with Sales, Risk and Tech).
  • Storfund names a hiring contact (HR Manager) and provides a direct application route, which reduces candidate uncertainty compared with anonymous inbox hiring.
  • The company does not publish an interview process, assessment expectations, or salary range alongside the role, which makes fairness harder to judge before applying.
Pillar 3: Learning and support

Score

11.3
/ 20
  • The company’s current Account Manager role includes “deliver onboarding and training experiences” for customers and sets the expectation of close cross-functional work, which usually creates day-to-day learning opportunities.
  • Storfund has employee review language describing the workplace as a “great place to learn,” which supports the idea that juniors can build skills on the job.
  • The company does not publicly describe onboarding structure for employees (buddying, ramp plans, coaching cadence, or formal L&D), so support signals stay informal and uneven.
Pillar 4: Pay fairness and stability

Score

9.5
/ 20
  • The company advertises stability basics like full-time employment for the current role, plus hybrid working.
  • Storfund lists some tangible benefits externally (holiday allowance, team offsite, and an employee share scheme), which helps early-career candidates value the package beyond base pay.
  • The company does not publish salary ranges, and employee feedback includes a contractor setup for some EU hires with fewer benefits, which adds uncertainty on pay fairness and employment stability across locations.
Pillar 5: Early-career outcomes

Score

11.8
/ 20
  • The company has a small but consistently positive set of employee reviews, including roles at “customer success associate” level describing learning and manager quality.
  • Storfund has at least one long-tenure signal in reviews (for example, a “Product engineer” reporting more than 3 years), which is a meaningful retention datapoint for a small company.
  • The company does not publish early-career progression outcomes (promotion examples, junior tenure stats, internal mobility patterns), so outcomes are mostly inferred from a limited review sample.
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