Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.timeless.investments/

About the company

Timeless Investments runs a platform where people can buy fractions of collectible assets such as art, watches, vehicles, sneakers, and wine, starting from around €50 per fraction. Timeless operates as a brand of New Horizon GmbH in Berlin, with the company founded in 2018 and the platform launch described as February 2021. Public company materials frame the product around tokenisation and making collectibles “tradable” for retail investors. Timeless has publicly named institutional backers including EQT Ventures and Porsche Ventures in earlier funding announcements.

Locations and presence

Timeless Investments is headquartered in Berlin. The company advertises hybrid work and “workation” flexibility in careers materials, suggesting a Germany-first base with flexible working patterns.

Palpable Score

53.4

/ 100

Timeless Investments has credible early-career entry points through working-student roles and a benefits package that includes a development budget, but the live job board is often empty, which makes entry-level access inconsistent. The strongest public signal is day-to-day learning (freedom, ownership, code review quality), while pay transparency and hard early-career progression evidence are limited.

Pillar 1: Early-career access

Score

8.8

/ 20

The company advertises working-student roles such as “Working Student Customer Support” with clear student eligibility and part-time structure.
Timeless has had working-student hiring show up in employee review job titles and in third-party job boards even when the main job board shows no open roles.
The company does not show a steady pipeline of “Junior” or “0–2 years” full-time roles in public listings, so most graduates will see few true first-job openings.

Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company centralises applications through a dedicated careers page that routes to a formal ATS job board, which is more predictable than ad-hoc inbox hiring.
Timeless also allows applications by email for at least some roles, which is convenient but usually provides less visibility on interview stages and timelines.
The company’s public job ads describe responsibilities and expectations, but they rarely publish the full interview loop (stages, timing, assessments), which caps transparency.

Pillar 3: Learning and support

Score

13.3

/ 20

The company states a development budget and psychological support as standard benefits, and repeats “personal growth” language in careers content.
Timeless has employee review evidence describing “lots of learning opportunities” and high autonomy, including a working-student review calling out freedom to grow in-role.
The company has at least one detailed employee review praising a strong code review culture and learning from senior engineers, but onboarding structure for brand-new grads is not described publicly.

Pillar 4: Pay fairness and stability

Score

9.5

/ 20

The company promises “competitive salaries” and permanent contracts in careers messaging, which is a stability signal on paper.
Timeless does not publish salary ranges in the public role materials reviewed, so early-career candidates cannot screen pay fairness upfront.
The company has public employee feedback that pay “could be better” alongside an average compensation-and-benefits rating that is not top-tier, which pulls the score down.

Pillar 5: Early-career outcomes

Score

10.5

/ 20

The company has employee review evidence of multi-year tenure (for example, a current employee in a leadership role reporting more than 3 years), which supports retention.
Timeless has mixed “startup chaos” feedback in reviews, which can be manageable for some early-career hires but is a real risk without structured support.
The company’s public team footprint appears small-to-mid sized and Berlin-centred, but Timeless does not publish promotion paths, early-career retention over 12–24 months, or junior progression examples, limiting outcome confidence.