Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

http://www.zeelo.co/

About the company

Zeelo is an Enterprise TransitTech company that designs, manages, and optimises shuttle programmes for employers and education providers. The company sells a combined software-and-operations offer, including rider apps, client portals, route optimisation, and managed service delivery. Zeelo also publishes ESG commitments including a roadmap toward a net-zero fleet in the UK and other developed markets by 2030. Public materials describe operations across the UK, Ireland, and the United States.

Locations and presence

Zeelo describes headquarters in London, an R&D presence in Spain, and operational coverage across the UK, Ireland, and the United States. Zeelo’s “Locations” directory lists extensive coverage across US states and UK regions, reflecting wide delivery reach even if teams are centrally based.

Palpable Score

64.0

/ 100

Zeelo offers multiple credible entry points for grads and early-career candidates, and Zeelo’s public ESG policy includes specific people-development and wellbeing support signals. The score is pulled down by mixed candidate interview experiences reported publicly and limited salary-range transparency on official job ads.

Pillar 1: Early-career access

Score

15.0

/ 20

The company has publicly advertised junior roles aimed at recent graduates, including a Junior QA Engineer position framed as a “kick-start your career” opportunity.
Zeelo has recurring early-career commercial hiring signals, including Business Development Representative roles described by Zeelo’s talent team as suited to “recent graduates.”
The company’s visible hiring still skews toward experienced titles across functions, so early-career access looks consistent but not high-volume.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company routes applications through a dedicated ATS careers portal, which usually implies a defined application flow rather than informal inbox-only hiring.
Zeelo has multiple public interview reports describing long waits, late-stage silence, and role scope changing mid-process, which hurts predictability for candidates.
The company has some counter-signals from employees describing structured onboarding and a “long hiring process but worth it,” but the public candidate experience evidence is still mixed.

Pillar 3: Learning and support

Score

14.0

/ 20

The company’s junior QA hiring materials explicitly mention direct mentorship and a structured learning path, plus close collaboration with Product Leads and Developers from design through release.
Zeelo’s ESG policy states the company invests in personal development plans and offers an Employee Assistance Programme plus wellbeing sessions, which helps early-career support beyond pure job training.
The company has employee feedback that ranges from “supported from Day 1” to “too much micromanaging,” suggesting support quality may vary by team.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company has at least one early-career job listing publicly showing an estimated salary band and calling the package “competitive,” which is better than no pay signal at all.
Zeelo’s employee reviews include comments about salaries being on the lower end of industry standard, which is a real risk flag for early-career candidates who cannot negotiate strongly.
The company does not consistently publish salary ranges on official job pages, limiting confidence on pay fairness across functions and locations.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company has public employee feedback that includes strong onboarding experiences and “good employee benefits,” which can correlate with better early-career stickiness, but this is not tracked with promotion data.
Zeelo also has recent negative employee feedback pointing to poor structure and senior turnover, which can stall early-career growth even when roles exist.
The company has internship-level activity in public interview reports (for example, data science intern interviews), but public evidence on junior-to-mid promotions, retention over 12–24 months, and repeat internal progression is limited.