Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

https://www.unmind.com

About the company

Unmind is a corporate mental wellness startup that sells a workplace mental health ecosystem spanning therapy, coaching, training, crisis care, and proactive tools. The company was founded in 2016 and is led by Nick Taylor. Unmind runs as a multi-region business with named offices in London, New York City, and Sydney. Public updates also show significant recent fundraising activity, which usually correlates with continued hiring and investment in product.

Locations and presence

Unmind lists a Global HQ address in London and additional offices in New York and Sydney. The company positions the platform as supporting multinational customers and reaching employees across many countries, which tends to create roles in commercial, customer delivery, and product teams across regions.

Palpable Score

57.6

/ 100

Unmind looks like a solid option for graduates who want a mission-led workplace and good day-to-day benefits, but the visible junior hiring pipeline is not consistently clear. Candidate experience signals are mixed, so early-career applicants should expect a structured process in some teams and a less reliable one in others.

Pillar 1: Early-career access

Score

9.8

/ 20

The company has public interview trails for roles like Product Support Specialist, which signals at least one non-senior entry route beyond pure leadership hiring.
Unmind’s visible open-role footprint skews toward experienced commercial and product hiring, which limits the evidence of repeat 0–3 year intake.
The company does not publish a dedicated early-career or graduate programme on the main careers materials, so entry-level access is present but not strongly signposted.

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Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company publishes Candidate FAQs that set expectations around the hiring process and include space for accessibility adjustments.
Unmind has multiple candidate reports describing multi-stage processes (including technical tests and culture interviews) but also complaints about feedback not matching interviews.
The company has public interview accounts describing ghosting after early stages, which is a fairness and respect problem for early-career applicants.

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Pillar 3: Learning and support

Score

13.5

/ 20

The company lists benefits that support day-to-day performance, including wellbeing initiatives that explicitly include learning days.
Unmind provides access to its own platform and free weekly sessions with a therapist or coach, which can materially support early-career confidence and stability.
The company does not publicly describe concrete early-career mechanisms like buddying, a ramp plan, or a review cadence, so support quality is hard to verify team by team.

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Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company publishes a detailed baseline benefits package including private medical insurance, pension contributions, and life insurance.
Unmind also lists time-off and flexibility benefits such as 25 vacation days, flexible public holidays, and seasonal early finishes in some regions.
The company does not consistently publish salary ranges on publicly viewable job listings, which caps pay transparency for early-career candidates deciding whether to apply.

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Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has a strong overall employee recommendation signal and high CEO approval in third-party reviews, which is a positive indicator for day-to-day experience.
Unmind has public feedback pointing to inconsistent hiring and team experiences, which introduces uncertainty around early-career progression reliability.
The company does not publish early-career outcomes like promotion timelines, retention over 12–24 months, or internship-to-offer conversion, so measurable progression remains unclear.

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