Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Media & Comms

WEBSITE

http://www.vivenu.com/

About the company

vivenu sells an API-first ticketing platform for event organizers, aiming to give organizers more control over ticketing and customer data. The company pitches itself as “live entertainment tech” serving large global brands and complex ticketing operations. vivenu runs teams across customer success, sales, partnerships, operations, finance, and engineering, with many roles tied to on-site offices. Public hiring pages also position vivenu as “in-office first,” which shapes the day-to-day experience for early-career joiners.

Locations and presence

vivenu lists six offices: Düsseldorf (global HQ), New York City, Darmstadt, Tampa, Paris, and Zürich. Hiring is split across these hubs, with several roles explicitly on-site and some engineering roles listed as hybrid or remote in Germany.

Palpable Score

51.3

/ 100

vivenu has a few realistic early-career entry points, especially in sales, but the overall opening mix leans toward experienced hires (2+ years and up, and some 4+ and 5+ year roles). The candidate experience signals are mixed, with clear role write-ups but public interview feedback that includes ghosting and late-stage “culture fit” surprises.

Pillar 1: Early-career access

Score

12.0

/ 20

The company advertises a Business Development Representative role that accepts “first professional experience,” explicitly counting internships and working-student roles as valid experience.
vivenu’s live roles list includes multiple functions and geographies, which increases the number of possible entry doors compared with a single-team startup, even though most postings are not junior-labelled.
The company’s Operations “Strategy & Operations Associate/Principal” role asks for 4+ years, and several core roles ask for 2+ years (for example IT Support Specialist, Financial Accountant), which reduces true graduate-level access.

Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company includes a plain-language notice in job pages about using AI tools to support parts of recruitment while keeping final decisions with humans.
vivenu job ads are generally specific about location and working mode (on-site, hybrid, or remote Germany), which helps candidates avoid mismatched applications.
The company has public interview reports that include being promised next steps and then being ghosted, plus accounts of lengthy interview loops where key cultural expectations were not raised early.

Pillar 3: Learning and support

Score

11.0

/ 20

The company states an “in-office first” approach and frames co-location as a way to learn quickly and collaborate closely, which can benefit juniors if managers invest time.
vivenu is described in employee reviews as having “doors always open” and more tenured colleagues helping new joiners, which is a practical support signal.
The company does not publish a visible early-career playbook, such as a structured onboarding plan, mentoring expectations, or a review cadence for junior progression.

Pillar 4: Pay fairness and stability

Score

8.3

/ 20

The company publishes a salary range on at least one posting (Integration Consultant, Partner Marketplace in Tampa: $80,000–$140,000), showing pay transparency is possible at vivenu.
vivenu does not consistently show salary ranges across other postings (for example Business Development Representative, Financial Accountant, IT Support Specialist), which makes early-career pay fairness hard to judge upfront.
The company’s early-career-friendly role (BDR) is full-time and framed as a long-term career foundation, but the public record does not spell out commissions, OTE, or pay progression mechanics.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has positive overall employee sentiment on Glassdoor, including a high “recommend to a friend” rate, which suggests many people are having an okay time once hired.
vivenu’s LinkedIn profile and hiring footprint point to a multi-office scale-up rather than a tiny team, but this does not confirm junior promotions or retention by cohort.
The company lacks public evidence on early-career outcomes such as time-to-promotion, internal mobility stats, or retention, while interview feedback includes negative candidate experiences that can correlate with inconsistent hiring practices.