Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

https://www.thecirkel.com

About the company

THE CIRKEL runs a UK-based resale marketplace for womenswear, positioning second-hand shopping as “as good as buying new” and curating mid-range to luxury brands. The Cirkel’s public channels focus on drops, partnerships, and growth plans for 2026, alongside fundraising updates. The business trades as “The Cirkel” under Outgrown Ventures Limited, and the website footer states “Outgrown Ventures trading as The Cirkel.”

Locations and presence

THE CIRKEL is London-headquartered and sells through thecirkel.com, with the legal entity registered in London. A founder update also references moving into the company’s first permanent store.

Palpable Score

34.4

/ 100

THE CIRKEL has some early-career friendliness in its recruiting language, but the public hiring footprint is small and informal, with limited transparency on pay and assessment. The biggest constraint is outcomes: there is not enough publicly attributable evidence on junior progression, retention, or early-career sentiment.

Pillar 1: Early-career access

Score

9.0

/ 20

The company publicly advertised hiring in January 2026 and described at least one opening as “perfect for someone early in their career,” which is a real entry-level access signal.
THE CIRKEL does not show a consistent stream of junior-titled roles (Assistant, Associate, Coordinator) in widely visible job boards, so early-career access looks occasional.
The company’s recruitment posts do not reliably surface role scopes in text, which makes it hard to confirm how many openings are truly suitable for 0–3 years.

Pillar 2: Hiring fairness and transparency

Score

8.0

/ 20

THE CIRKEL routes applications via email (joinus@thecirkel.com) rather than a clearly defined ATS flow, which can work for a small team but reduces process clarity.
The company does not publicly outline interview stages, timelines, or whether candidates should expect tasks, so applicants cannot judge fairness upfront.
THE CIRKEL does not publish salary ranges or benefits for the openings referenced in public recruitment posts, which limits compensation transparency.

Pillar 3: Learning and support

Score

5.7

/ 20

The company does not publicly describe onboarding, shadowing, weekly 1:1s, or a ramp plan for new joiners in the recruiting materials that are readable without login.
THE CIRKEL does not publish manager coaching expectations, learning budgets, or training time, so “how you grow here” is hard to assess.
The company’s public messaging focuses on product, community, and growth milestones rather than structured support for early-career hires.

Pillar 4: Pay fairness and stability

Score

6.7

/ 20

THE CIRKEL does not publish salary bands for roles, which caps confidence on pay fairness for candidates comparing offers.
The company’s recruiting call does not clarify equity (if any), commission (if any), or benefits, leaving early-career candidates to negotiate without anchors.
THE CIRKEL has public indicators of business momentum (fundraising and a move into a permanent store), but that does not substitute for clear pay and stability terms in job ads.

Pillar 5: Early-career outcomes

Score

5.0

/ 20

The company has public growth signals (angel fundraising updates and a move into a first permanent store), but these are business outcomes rather than early-career outcomes.
THE CIRKEL’s LinkedIn footprint shows a very small team, which limits the observable sample for junior promotions or 12–24 month retention patterns.
The company has too little publicly attributable review and progression data to confirm whether early-career hires gain responsibility quickly or stay long enough to grow.