Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Education & Learning

WEBSITE

https://www.tiney.co

About the company

tiney is a UK childcare platform and childminder agency that helps people set up home-based childminding businesses and helps parents find local childcare. The company positions tiney as a community plus app, combining training, registration support, tools (contracts, payments, messaging), and ongoing professional development. tiney’s public materials also frame the work as early years education rather than babysitting, with a focus on quality assurance and inspections. Recent reporting covers a Series A raise to scale the number of childminders across England.

Locations and presence

tiney is headquartered in London and runs a small central team across tech, operations, and commercial roles. The childminder network operates nationwide across England, so many “early-career” pathways through tiney are geographically distributed.

Palpable Score

63.8

/ 100

tiney scores well on learning support and hiring transparency because role pages spell out interview stages, coaching rhythms, and benefits in plain English. The score is limited by a thin public record of ongoing 0–3 year hiring volume on the corporate side, plus mixed evidence on early-career outcomes and retention.

Pillar 1: Early-career access

Score

11.3

/ 20

The company has published at least one early-career-friendly corporate role (Sales Advisor) with “ideally 1–2 years” experience and a clear entry point into a growth team.
tiney’s biggest “newcomer” pathway is not a junior job but a supported route for people new to childminding to retrain and become self-employed early years educators through tiney.
The company’s main careers page currently states there are no vacancies listed, which makes recurring early-career hiring hard to verify from live roles.

Pillar 2: Hiring fairness and transparency

Score

14.2

/ 20

The company lays out a five-step hiring flow for the Sales Advisor role, including an initial video call, a role-relevant take-home task, and a final conversation that includes “learning aspirations.”
tiney also shows a structured, time-boxed multi-stage process on at least one technical role listing (phone interview, take-home test, technical interview, final interview).
The company has limited public evidence on how long take-home tasks should take across roles, which can increase the burden risk for early-career applicants.

Pillar 3: Learning and support

Score

14.9

/ 20

The company states every employee has three-monthly feedback conversations with their manager, which is a concrete cadence for growth rather than vague “regular feedback.”
tiney publishes a two-year professional learning and development journey for childminders, with clear milestones, ongoing support, and optional progression routes like community coaching and running training sessions.
The company promotes weekly online learning, coaching, and CPD resources through the tiney app, but role-by-role onboarding plans for corporate hires are not described in much detail.

Pillar 4: Pay fairness and stability

Score

12.7

/ 20

The company posts clear compensation on at least one early-career corporate role, including a first-year OTE figure and equity via an EMI options scheme.
tiney’s careers materials include stability-focused benefits such as pension contributions, life and sickness cover, remote-first equipment budgets, and paid leave policies like a first-month reflection day.
The company’s “become a childminder” pathway includes upfront costs (a joining fee and required checks/training costs), which is a real affordability barrier for career switchers even though the work can become financially viable later.

Pillar 5: Early-career outcomes

Score

10.8

/ 20

The company has a small set of public employee reviews with a split story: several recent 5-star reviews praising team culture and development, alongside a 1-star review alleging unfair treatment and long hours.
tiney has business momentum signals (recent funding to expand and public growth claims about the childminder network), but those do not directly confirm early-career retention or progression.
The company’s public footprint does not include measurable early-career outcomes like intern-to-hire conversion, promotion rates, or 12–24 month retention, so this pillar cannot score higher on evidence.