Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.yoti.com

About the company

Yoti is a London-founded digital identity company best known for a free digital ID app and a set of business tools for identity verification and age assurance. The company positions the work around privacy-focused identity, fraud reduction, and online safety use cases. Public company profiles describe Yoti as a UK B Corp and a privately held business founded in 2014 by Robin Tombs and co-founders including Noel Hayden. Yoti also operates internationally, with teams and hiring across multiple countries.

Locations and presence

Yoti lists London, England as headquarters, with a City of London address shown on company profiles. The company also references teams in markets including India and North America, and job adverts show hiring beyond the UK.

Palpable Score

59.1

/ 100

Yoti offers a credible package for early-career candidates once hired, with visible learning budget signals and a benefits set that includes private medical insurance and share options. The main limitation is that genuinely entry-level roles exist but are not consistently visible across functions, and public evidence on junior progression is thin.

Pillar 1: Early-career access

Score

9.7

/ 20

The company advertises operational roles like Identity Verification Specialist that focus on policy-driven decision-making and attention to detail, which can be accessible to early-career candidates.
Yoti’s publicly visible technical roles skew experienced, with examples like senior engineering requirements appearing in role adverts and salary listings.
The company does not present a clear internships, apprenticeships, or graduate intake pathway on the main careers page, which limits predictable entry points.

Pillar 2: Hiring fairness and transparency

Score

13.3

/ 20

The company publishes candidate-facing information on equal opportunity hiring and detailed pre-employment checks, which reduces surprises late in the process.
Yoti requires a face-matching test as part of recruitment for at least one frontline role, which is role-relevant but adds upfront candidate burden without a clear time expectation.
The company has interview-process signal via candidate reports of multi-stage interviews, but does not publish a standard stage-by-stage process or timelines on the careers site.

Pillar 3: Learning and support

Score

11.8

/ 20

The company lists support signals such as a training budget, LinkedIn Learning, conferences, and “Selfie Days” for development and volunteering.
Yoti’s job adverts vary in how much they describe coaching, and many do not spell out ramp plans, shadowing, or structured feedback that would protect junior hires.
The company offers cross-functional learning opportunities through a broad product suite, but there is no public “early-career playbook” showing how juniors are developed over the first 6–12 months.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company publishes a strong benefits snapshot for London-based employees, including private medical insurance, pension, life insurance, bonus, and share options with an internal share market.
Yoti has some public salary transparency via employer-provided ranges appearing on compensation sites for specific roles, but the company does not consistently publish ranges on the careers page itself.
The company’s package emphasises stability through standard benefits and long-term rewards (bonus and equity-style participation), which is a positive signal for early-career security.

Pillar 5: Early-career outcomes

Score

9.8

/ 20

The company has a meaningful volume of employee feedback on review sites with a majority recommending Yoti and relatively strong work-life balance scores, which is a decent sentiment signal.
Yoti does not publish early-career outcomes like intern conversion rates, promotion timelines, or examples of junior-to-mid progression, so outcomes are hard to validate.
The company’s LinkedIn profile shows a 201–500 size band with hundreds of listed employees, which supports the idea of ongoing hiring, but does not confirm retention or progression for early-career staff.