Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

http://www.yaga.ee/

About the company

Yaga runs a consumer marketplace for buying and selling preloved fashion, with active markets in Estonia and South Africa and recent mention of a Kenya re-launch. The company positions the product around making person-to-person trading safe and convenient, with community and sustainability messaging built into the brand. Public updates in late 2025 link Yaga’s growth to a €4M pre-Series A round and a small team size relative to GMV. Yaga publishes hiring pages that read like direct startup recruitment rather than polished corporate careers marketing.

Locations and presence

Yaga’s public footprint centres on Tallinn and Cape Town, with working references to Johannesburg as a co-working base. Hiring pages also talk about cross-market teams spanning Tallinn, Barcelona, and Johannesburg.

Palpable Score

57.0

/ 100

Yaga offers a couple of real early-career entry points, especially in Customer Happiness and junior-to-mid growth roles with 1–3 years’ experience, and the job pages are specific about the work. The score is held back by an informal hiring setup (email-and-LinkedIn-profile style), limited salary transparency in listings, and very little public proof of early-career progression and retention.

Pillar 1: Early-career access

Score

13.0

/ 20

The company advertises roles like Growth Manager Estonia that explicitly accept 1–3 years of marketing experience, which is a workable early-career route outside formal “graduate” labels.
Yaga lists Customer Happiness Specialist roles where prior customer experience is framed as “a plus” rather than a hard gate, which can suit a first or second job.
The company also posts senior roles like VP of Growth and Senior Product Engineer (5+ years), so early-career access exists but is not the dominant hiring pattern.

Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company’s job pages (for example Customer Happiness Specialist) lay out responsibilities like user support via email/social, feeding insights to the product team, and maintaining a knowledge base, which helps candidates self-assess before applying.
Yaga uses a very direct application approach on some roles, asking candidates to email a contact and share a LinkedIn profile, which reduces friction but gives little visibility on stages, timelines, or feedback commitments.
The company sometimes sets clear eligibility boundaries (for example, an influencer role telling applicants not to apply without prior influencer partnership management), which is blunt but transparent.

Pillar 3: Learning and support

Score

11.2

/ 20

The company builds learning into the Customer Happiness Specialist scope by making the role responsible for collecting feedback for the product team and improving the knowledge base, which teaches product thinking and operational problem-solving.
Yaga frames cross-market learning directly in the Growth Manager Estonia role by pairing work with the Growth Manager in South Africa to transfer winning tactics between regions.
The company does not publicly describe onboarding, buddying, structured 1:1s, or training budgets, so day-to-day coaching for early-career hires is hard to verify.

Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company repeatedly signals upside through stock options and “ownership” language in job pages, including customer support and growth roles, which can matter for early-career stability and motivation if paired with clear grant terms.
Yaga advertises flexibility (remote options and flexible working hours) across multiple roles, which supports accessibility for juniors balancing study, family, or commuting constraints.
The company rarely publishes salary ranges in its own listings, and public pay signals are mostly high-level averages rather than role-by-role transparency, which limits pay fairness assessment before interview.

Pillar 5: Early-career outcomes

Score

8.5

/ 20

The company does not publish early-career outcome proof such as time-to-promotion, internal mobility examples, or 12–24 month retention, so progression claims in job ads cannot be checked.
Yaga has repeat hiring across customer support and growth roles across markets, which suggests continued team build-out, but repeat hiring alone does not confirm junior development outcomes.
The company’s public footprint on LinkedIn shows a multi-location team, but there is not enough structured public evidence separating junior success from general company growth.

Useful links & resources

Growth Manager Estonia (1–3 years experience)Customer Happiness Specialist (role scope and responsibilities)Yaga on LinkedIn (team footprint and locations)