Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

https://www.vicioburger.com

About the company

VICIO is a Barcelona-born “digital restaurant” brand built around delivery-first smash burgers, plus dine-in and takeaway in selected locations. The company leans heavily on operations tech and fast fulfilment, and has expanded across many Spanish cities since launching in 2020. Recent press coverage frames VICIO as a high-growth chain with dozens of sites and large frontline hiring needs alongside a smaller corporate team (ops, expansion, marketing, product and analytics). The work mix is therefore split between kitchen and store teams, and a central HQ team that runs growth, supply chain and brand.

Locations and presence

VICIO is headquartered in Barcelona and operates across Spain, with public location listings that include Barcelona-area sites and multiple Madrid neighbourhoods plus cities such as Vigo and Gijón. The footprint is multi-city, which usually means ongoing hiring and internal transfers as new kitchens open.

Palpable Score

60.7

/ 100

VICIO is easy to access early in your career because the company hires at scale for crew and delivery roles across many cities, often on permanent contracts with training. The scores drop on fairness, stability, and outcomes because public employee feedback includes repeated complaints about inconsistent people management and uneven treatment.

Pillar 1: Early-career access

Score

16.5

/ 20

The company hires large volumes of frontline roles like kitchen crew and delivery assistant positions across multiple Spanish cities, which is a straightforward entry route with minimal prior experience.
VICIO also advertises trainee-style roles (for example food safety trainee), which gives early-career candidates a way into HQ-adjacent operations and compliance work.
The company’s early-career access is heavily concentrated in restaurant operations, with fewer consistently visible 0–3 year roles in corporate functions.

Pillar 2: Hiring fairness and transparency

Score

11.5

/ 20

The company’s frontline job ads often spell out the day-to-day work and conditions clearly, including rotating shifts, rest days, and “contrato indefinido” (permanent contract).
VICIO has employee feedback that calls out “HR” concerns and exploitative manager behaviour in some locations, which directly undermines the feeling of a respectful process and workplace follow-through.
The company links to a formal ethics channel, but does not publicly explain hiring stages, assessment style, or feedback timelines in a way a first-time applicant can rely on.

Pillar 3: Learning and support

Score

12.8

/ 20

The company includes “formación continua” (ongoing training) in crew postings and talks about internal growth paths in kitchen, which is the right kind of support for first-job learning.
VICIO lists structured benefits for corporate staff such as e-learning memberships and seminar attendance, plus flexible hours and hybrid working, which can support steady development when managers use it well.
The company has mixed employee sentiment about day-to-day support from leaders, so learning quality likely varies a lot by site and manager.

Pillar 4: Pay fairness and stability

Score

10.2

/ 20

The company has public pay data for Barcelona roles on third-party salary pages, which helps candidates benchmark common frontline positions.
VICIO has employee feedback describing uneven pay between colleagues and pay outcomes depending on relationships with supervisors, which is a fairness red flag for early-career workers.
The company rarely posts salary ranges directly in the job ads most candidates will see first, which keeps pay transparency below where it could be.

Pillar 5: Early-career outcomes

Score

9.7

/ 20

The company has mixed workforce outcomes in public reviews: some former employees mention flexibility and a good environment, while others describe poor treatment and management issues.
VICIO’s expansion across Spain suggests frequent new openings and responsibility growth opportunities, but public promotion stories and junior progression examples are not clearly documented.
The company has limited public early-career retention evidence beyond a small set of reviews, so outcomes scoring is constrained by what is not published.