Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.taktile.com

About the company

Taktile builds a decisioning platform for financial services teams, used to automate and govern high-stakes workflows like onboarding, credit, fraud, and compliance. Taktile markets the product around “agentic” automation with human oversight, aimed at helping risk teams move faster without losing control. Public company profiles describe a global footprint across New York, Berlin, London, and Iași, and position Taktile as a post product-market fit scale-up. Funding coverage also includes a reported Series B round and a sizeable total capital raised figure shared on the company’s public profiles.

Locations and presence

Taktile lists offices in New York City, Berlin, London, and Iași. Taktile also describes a hybrid setup, with up to three days a week from home and the rest in-office depending on team and location.

Palpable Score

70.7

/ 100

Taktile is meaningfully accessible for early-career candidates through at least one “new grads ok” commercial role and a junior backend engineering role that spells out mentoring and pairing. The score is held back by mixed candidate-interview sentiment in third-party feedback and limited public proof of early-career progression beyond review-site snapshots.

Pillar 1: Early-career access

Score

11.8

/ 20

The company advertises a Business Development Representative role explicitly open to “new graduate or 1–2 years”, with a clear entry path into sales and pipeline building.
Taktile has posted a Junior Backend Engineer role framed as “starting your career,” which is a direct 0–3 year technical entry point.
The company’s wider job mix still leans experienced-hire (multiple “Senior” roles and high-ownership positions), so early-career access is real but not the dominant pattern.

Pillar 2: Hiring fairness and transparency

Score

13.8

/ 20

The company’s interview pattern reported by candidates includes multiple structured rounds (HR screen, hiring manager, technical challenge, and culture stage), which is clearer than many startups.
Taktile gets mixed interview sentiment overall, including a low share of “positive” interview experiences on review sites, which is a fairness risk for applicants.
The company’s primary job hub relies on a JavaScript-heavy ATS, which makes it harder for candidates to quickly scan roles and compare expectations.

Pillar 3: Learning and support

Score

15.8

/ 20

The company offers a personal development budget and paid time off for conferences and seminars, which supports skill-building beyond day-to-day delivery.
Taktile’s Business Development Representative role states weekly 1:1s with a lead, an onboarding and training path, and “best-in-class coaches,” which is unusually explicit for early-career sales.
The company’s junior backend role content includes mentoring signals like pair programming, design reviews, and learning reliability practices (SLOs, runbooks, observability) alongside senior engineers.

Pillar 4: Pay fairness and stability

Score

16.0

/ 20

The company publishes salary ranges on some public role pages (for example the Business Development Representative role lists $80K–$100K), which reduces early-career pay guesswork.
Taktile states that every team member can take part of compensation in equity, supporting long-term alignment rather than cash-only offers.
The company lists stability-focused benefits like hybrid work, health coverage, parental leave plans, and extra vacation days, but pay ranges are not consistently visible across all roles.

Pillar 5: Early-career outcomes

Score

13.3

/ 20

The company has strong employee sentiment on Glassdoor (very high overall rating and “would recommend”), which is a positive signal for day-to-day experience.
Taktile’s LinkedIn footprint points to a 51–200 company-size band and multiple offices, which usually correlates with more internal mobility than a tiny seed-stage team.
The company does not publish clear early-career outcome proof like junior promotion timelines, 12–24 month retention stats, or repeated graduate cohorts, so progression is hard to verify externally.