Tractable
London · founded 2014
Tractable is a computer-vision AI company founded in London in 2014 that assesses damage to vehicles and property from photos to speed up insurance claims — 'enabling fast, accurate damage appraisals, speeding up accident recovery by up to ten times.' It reached a $1B valuation in 2021 and raised from SoftBank's Vision Fund 2 in 2023, and is now expanding from a pure-software model into hardware, building a drive-through vehicle-inspection scanner (LUMA) with a manufacturing team in Salt Lake City. Its careers page markets 'autonomy, collaboration, and flexibility' and a Great Place to Work certification, but publishes almost no concrete benefits — so what you actually receive is not documented publicly.
see the full file on Tractabledocumented benefits (3)
| Offices | London, Warsaw, Paris, Milan, New York, Toronto |
|---|---|
| Countries with offices | United Kingdom, Poland, France, Italy, Spain, Romania |
| Fully remote roles | yes |
the legal floor where they are
Set by law, not by Tractable. It applies to every employer in London.
| PTO | 28 (Working Time Regulations 1998; Employment Rights Act 1996) |
|---|---|
| Birthing-parent leave | 52 (Working Time Regulations 1998; Employment Rights Act 1996) |
| Partner leave | 2 (Working Time Regulations 1998; Employment Rights Act 1996) |
| State pension | auto-enrolment: employer contributes at least 3% of qualifying earnings (Working Time Regulations 1998; Employment Rights Act 1996) |
| Disability rights at work | Equality Act 2010: disability is a protected characteristic and s.20 imposes a duty to make reasonable adjustments (Working Time Regulations 1998; Employment Rights Act 1996) |
| Neurodivergent adjustments | Reasonable adjustments are owed on the IMPACT of a condition, not on a diagnosis. ACAS is explicit that no formal diagnosis is required, so the duty can arise before anyone has been assessed -- which matters when an adult autism assessment is a multi-year wait. Autism, ADHD, dyslexia, dyspraxia and dyscalculia are covered where the effect on day-to-day activities is substantial and long-term. Asking for an adjustment is itself protected: you cannot lawfully be dismissed or treated worse for asking. (Working Time Regulations 1998; Employment Rights Act 1996) |
Every claim above is sourced and dated. See sources on the full page.
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