Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.zopa.com

About the company

Zopa is a UK digital bank offering savings, loans, credit cards, car finance and money management products. Zopa launched Zopa Bank in June 2020 after operating for years in lending, and the company positions the brand around making finance “fairer” and more human. Zopa hires across banking functions such as risk, analytics, operations, product and technology. Public company materials also highlight structured people initiatives like mentoring and apprenticeships alongside experienced hiring.

Locations and presence

Zopa is headquartered in London and has a major office presence in Canary Wharf. Zopa also hires in Manchester and runs a hybrid approach with the option to work abroad for part of the year (subject to eligibility).

Palpable Score

70.6

/ 100

Zopa is one of the stronger options for graduates among UK fintechs because the company runs a recurring graduate analyst pathway with a published hiring journey and real pay signals. The score is held back mainly by limited public evidence on promotions and long-term early-career progression outcomes.

Pillar 1: Early-career access

Score

13.8

/ 20

The company runs a recurring Graduate Analyst intake with stated start windows and a defined analyst landing zone across teams like Analytics, Data Science and Credit Strategy.
Zopa has evidence of internship hiring through a named Summer Internship Program appearing in candidate interview records.
The company offers additional junior-access routes via early-career pipelines tied to training partnerships that have led to job offers, but does not make all entry roles easy to find on the main careers search.

Pillar 2: Hiring fairness and transparency

Score

16.0

/ 20

The company publishes a candidate journey that sets expectations from CV-only application through Talent Partner call, interviews, skills assessment formats, and a final stage.
Zopa’s graduate programme lays out concrete steps and timing, including a short timed assessment, supervised case studies, and an assessment day structure.
The company states that reasonable adjustments are supported and that candidates get preparation guidance before skills assessments, which lowers “surprise” burden.

Pillar 3: Learning and support

Score

14.8

/ 20

The company describes internal development infrastructure including a mentoring programme, an apprenticeship programme, and a Leadership Academy for emerging leaders.
Zopa’s graduate analyst role design includes placement into a team with autonomy from day one, plus exposure to senior stakeholders through analysis and presentations.
The company invests in external training routes such as structured technical courses through a partner programme, with reported conversion into paid job offers.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company sets a published minimum salary floor and also advertises a specific graduate salary for the Graduate Analyst intake, which is unusually helpful for early-career pay confidence.
Zopa offers a benefits package that includes private medical insurance options, increasing annual leave with tenure, and enhanced parental leave terms.
The company supports stability through permanent employment norms and hybrid working policy detail, but does not consistently publish salary ranges across all experienced roles.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company reports that a long-running training partnership has already produced a dozen job offers, which is a concrete conversion outcome rather than brand-only outreach.
Zopa tracks and reports pipeline diversity for graduate hiring, but does not publish retention, promotion rates, or time-to-proficiency for early-career cohorts.
The company’s LinkedIn size band and ongoing hiring footprint support scale and repeat hiring, but public information does not show junior-to-mid progression examples over 12–24 months.