Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

http://www.zenride.co/

About the company

Zenride sells an employee mobility platform (FLOWS®) that helps employers roll out “vélo de fonction” and other lower-carbon commuting options with finance, service partners, and administration in one place. Zenride positions the offer as a mix of software and managed operations for HR, finance, and sustainability teams. Public company materials highlight enterprise clients in France and a network of partner bike shops. Zenride was founded in 2018 and is headquartered in Paris.

Locations and presence

Zenride lists Paris (18th arrondissement) as the main base, with a flexible working setup that can include full remote, hybrid, or office-based work depending on the person and role. Zenride’s public presence is primarily France-focused, with large-company client references and national partner coverage mentioned in public materials.

Palpable Score

36.3

/ 100

Zenride’s public footprint shows a mission-driven product and some employee-friendly working flexibility, but there is very little public detail on early-career hiring, training, or pay. With no current open roles published and no visible junior pathways described, the score is capped by missing evidence rather than negative evidence.

Pillar 1: Early-career access

Score

6.3

/ 20

The company currently has no advertised open roles on its main startup job-board listings, which limits verified entry points for 0–3 year candidates right now.
Zenride offers a “candidature spontanée” route, which can help early-career applicants get considered, but it does not show how often junior hires are actually made.
The company does not publicly show junior-labelled roles (Junior, Associate, Graduate, Intern) in current listings, so recurring early-career hiring cannot be confirmed.

Pillar 2: Hiring fairness and transparency

Score

9.7

/ 20

The company provides a clear public employer profile and role context on Welcome to the Jungle, but does not publish a step-by-step hiring process (stages, timelines, assessment types).
Zenride’s public application path is mainly “apply” via the spontaneous application form, with no published expectation-setting on interviews or tasks for candidates.
The company does not publish salary ranges on candidate-facing pages, which reduces transparency for applicants deciding whether to invest time in the process.

Pillar 3: Learning and support

Score

6.7

/ 20

The company describes “a lot to build” and a growing environment, but does not publish onboarding plans, mentoring, or feedback cadence that early-career hires can rely on.
Zenride publishes flexible work arrangements and access to the company bike-leasing offer for employees, which supports day-to-day wellbeing but is not the same as structured learning.
The company does not include role-by-role coaching signals (shadowing, pairing, 1:1 cadence) in any currently visible job descriptions because there are no live roles to inspect.

Pillar 4: Pay fairness and stability

Score

7.3

/ 20

The company does not provide salary bands on public hiring pages, so early-career pay fairness cannot be assessed from listings.
Zenride highlights employee access to the bike-leasing offer and flexible remote/hybrid choices, which can improve perceived value but does not confirm base-pay competitiveness.
The company offers no public benefits pack detail (insurance, pension, allowances, equity) aimed at candidates, limiting confidence about stability beyond the general “well funded” claim.

Pillar 5: Early-career outcomes

Score

6.3

/ 20

The company does not publish early-career progression stories (for example, intern-to-full-time or junior-to-mid promotions), so outcomes cannot be validated.
Zenride’s public employer profile includes team size and demographic snapshots, but does not include retention data or promotion patterns over 12–24 months.
The company’s business traction appears in third-party client announcements, but those do not translate into measurable early-career outcomes without hiring and progression evidence.