Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.swan.io

About the company

Swan is a Paris-based fintech launched in 2019 that provides embedded banking for software companies, covering accounts, cards, and payments. Swan positions the product as a regulated, white-label banking layer that partners can integrate into their own UX and workflows. Swan’s site states Swan powers 150+ companies and processes around €2B monthly, with 300+ employees. The company hires across tech, operations, sales, and compliance functions in multiple European cities.

Locations and presence

Swan is headquartered in Paris and advertises roles across hubs including Paris, Bordeaux, Barcelona, Brussels, Milan, and London, often with hybrid options. Swan markets coverage across multiple European countries, reflecting a multi-market operating footprint.

Palpable Score

58.0

/ 100

Swan is a solid option for early-career candidates who can enter through internships or junior operations roles, and Swan is unusually clear about interview steps in several job ads. The score is held back by limited salary transparency, a noticeable mix of freelance and fixed-term roles, and thin public evidence on junior progression after apprenticeships or internships.

Pillar 1: Early-career access

Score

9.8

/ 20

The company runs multiple internship and apprenticeship-type openings (for example Revenue Operations Intern and Marketing Design Intern) that are accessible to students.
Swan has posted junior operations roles such as “Junior Payment Operations Analyst” with an experience bar around “> 1 year,” which is a realistic early-career entry point.
The company’s broader open roles list is weighted toward experienced hires (team managers, senior legal, engineering manager, senior account executive), so true 0–1 year access is not consistent across functions.

Pillar 2: Hiring fairness and transparency

Score

14.8

/ 20

The company publishes concrete recruitment steps in multiple listings, including short screening calls, take-home case studies, and hiring-manager interviews.
Swan sets expectations like “we usually respond within a week” on internship postings, which reduces applicant uncertainty after applying.
The company relies on take-home case studies in several processes, but does not publish upfront guidance on time required or how work is evaluated, which adds candidate burden.

Pillar 3: Learning and support

Score

12.8

/ 20

The company’s careers content commits to company-wide training and a feedback culture, which signals ongoing development beyond pure output.
Swan’s Revenue Operations Intern scope includes maintaining RevOps documentation and supporting the onboarding programme for GTM roles, which is a concrete exposure to how the company trains commercial teams.
The company’s role pages rarely spell out ramp plans, shadowing, or structured 1:1 coaching for junior hires, so support quality likely varies by manager and team.

Pillar 4: Pay fairness and stability

Score

10.8

/ 20

The company lists tangible benefits in Paris roles such as meal vouchers, mobility support, mental health support (Moka Care), and paid leave accrual for interns.
Swan does not consistently publish salary ranges on its primary job pages, which makes it hard for early-career candidates to judge market alignment before interviewing.
The company advertises a mix of permanent, freelance, and fixed-term contracts (for example freelance customer support and freelance fincrime roles), which can reduce stability for early-career candidates who need predictable employment.

Pillar 5: Early-career outcomes

Score

9.8

/ 20

The company has a strong overall employee sentiment footprint on Glassdoor, including a very high “recommend to a friend” share, which is a positive signal on day-to-day experience.
Swan has at least one public review describing an apprenticeship contract that could not be extended to a permanent CDI role and calling out unclear progression after the apprenticeship, which is a real early-career outcome risk.
The company’s LinkedIn footprint shows a large and growing team for a scale-up (201–500 band) and ongoing multi-city hiring, but public information does not quantify junior promotions or 12–24 month retention for early-career cohorts.

Useful links & resources

Open roles (Teamtailor)Revenue Operations Intern (Paris)Marketing Design Intern (Paris)