WeRoad

Group travel experiences for millennials
Last updated:
January 27, 2026
Company details
HQ
HEADCOUNT
100-499
ORG TYPE
Startup
SECTOR
About the company
WeRoad runs small-group “adventure” trips that match travellers into groups and send them on curated itineraries, positioning the brand around community and shared experiences. The company says WeRoad launched in 2017 and now operates with local offices across multiple European cities. WeRoad’s careers pages describe a large travel-coordinator community alongside a core corporate team, spanning commercial, operations, product, growth, and support functions. The company also uses a central ATS (Teamtailor) for most applications.
Locations and presence
WeRoad has real early-career entry points through internships, including at least one internship role with an explicit salary range and a broad “internship general application” route. The score is pulled down by a candidate-paid Bootcamp fee in the Travel Coordinator selection pathway and limited salary transparency for most corporate roles.
Palpable Score
58.0
/ 100
WeRoad has real early-career entry points through internships, including at least one internship role with an explicit salary range and a broad “internship general application” route. The score is pulled down by a candidate-paid Bootcamp fee in the Travel Coordinator selection pathway and limited salary transparency for most corporate roles.
Pillar 1: Early-career access

Score

11.0
/ 20
  • The company keeps an “Internship – General Application” open across multiple departments and multiple office locations, which is a practical entry route for students.
  • WeRoad hires at least one named internship role (Tour Operator Assistant) that is explicitly framed as a curricular/extracurricular internship rather than a disguised junior job.
  • The company’s live job mix leans senior (Senior and Staff roles) with relatively few corporate roles that read as 0–3 years.
Pillar 2: Hiring fairness and transparency

Score

10.0
/ 20
  • The company publishes a “usual recruitment process” with clear stages (culture check, technical interview, case or 90-day plan, final interview, offer) and an stated aim to complete within 6 weeks.
  • WeRoad publishes an applicants privacy policy that spells out what data can be collected (including video, and data from recruiting days) and a standard retention window of 2 years after the selection phase.
  • The company requires a paid Bootcamp as part of the Travel Coordinator selection route (a registration fee is written into Bootcamp terms), which is a material fairness red flag for early-career candidates.
Pillar 3: Learning and support

Score

15.0
/ 20
  • The company lists a mentorship programme available “starting from day one,” which is exactly the kind of support early-career hires benefit from.
  • WeRoad describes structured development inputs like team-level training budgets, a High Potential programme (via the OneDay group), and manager check-ins that can happen as often as quarterly.
  • The company does not publish role-level onboarding plans for interns or juniors (for example first-month milestones, shadowing expectations, or a promised 1:1 cadence), so support quality is hard to verify per team.
Pillar 4: Pay fairness and stability

Score

10.0
/ 20
  • The company publishes a concrete internship salary range for at least one role (€800/month plus meal vouchers), which is better than vague “competitive” language.
  • WeRoad lists benefits like meal vouchers (country-dependent), hybrid working, and enhanced parental leave policies, but most roles do not include salary ranges.
  • The company’s Bootcamp terms for Travel Coordinator selection include a candidate-paid registration fee, which undermines pay fairness for one of the most visible entry pathways.
Pillar 5: Early-career outcomes

Score

12.0
/ 20
  • The company describes progression routes inside the Travel Coordinator community (for example Scouter, Coach, Ambassador, Travel Producer, and WeRoadX pathways), which is at least a defined ladder for that track.
  • WeRoad has a meaningful volume of employee reviews on Glassdoor with a high “recommend to a friend” percentage, which supports a broadly positive employment baseline, though it is not specific to early-career cohorts.
  • The company does not publish early-career outcomes like intern-to-perm conversion rates, junior promotion timelines, or retention by cohort, so progression claims cannot be checked against hard numbers.
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