Impala
Platform connecting hotel software providers with hotel inventory and services
Company mission
To make every travel experience perfect. By building a future in which travel is seamlessly connected and relentlessly inventive.
Employees
1-20
HQ Location
London, UK
OTTA INSIGHTS
36% employee growth in 12 months
Otta's take on Impala
Xav Kearney
CTO of Otta
Impala wants to be as simple as Stripe or Twilio but for hotels. With a few lines of code, any developer should be able to get started with Impala before diving deeper.
Hotels use Property Management Systems to manage rooms, room types, extras, pricing, taxes etc. These systems are old, and providers to hotels need a load of integrations to connect to all the different hotel systems to get the data they need. Impala wants to make this easier by building a standardised API for anyone building services on top of hotel systems.
They're also building a direct booking API. Right now, many hotels manually upload booking data to websites like Booking.com, or use a middle-man to do this. Their API could cut out all of that and the commissions to middle-men along the way.
Total funding - $33m
Last 2 fundraises
Oct 2019
$11m
SERIES A
Feb 2020
$20m
SERIES B
This company has top investors
Company benefits
- Generous Pay-Rise Opportunities - pay reviews bi-annually, with 3.5x the average increase potential, using a fair, objective and consistent formula
- 10% Time - for engineers to dedicate towards learning and personal projects
- Flexible Benefits Package - so you can chose to spend on the Health & Wellbeing and Lifestyle benefits that mean the most to you, your environment, and your family
- 28 days holiday (excl. bank holidays)
- Work from anywhere opportunities (within EU and UK)
- Health insurance
- Additional "un-sick" day per year
Company values
- Run Through Walls
- Dream Differently
- Keep it Human
- No Passengers
Articles
Founders
Ben Stephenson
(CEO)Previously worked as a software engineer
Charles Cowley
(CCO)Previously worked in Sales at Patch Plants, and in various other sales roles
Diversity & Inclusion at Impala
Tilly Firth (Head of People and Talent)
- We went beyond the usual standards on the D&I front, and we created our own D&I deck. This contains most of our D&I initiatives. This was created to hold us accountable, to further embed D&I into our cultural identity, to share thoughts and ideas to other companies, and to encourage more diverse ranges of candidates to apply to Impala - as anyone from any background would hopefully be able to see that they would be included at Impala. View the deck at shorturl.at/cmJU3
- We've partnered with ReachOut in their Level Up program, to support people from disadvantaged or underrepresented backgrounds.
- We run 'Inclusion 1:1s' each quarter, and ensure we maintain a virtuous cycle of inclusion
- We've carefully crafted flexible policies, as we think these create a more inclusive environment. Check out our Flexa page for more https://flexa.careers/companies/5fbbb02b9001f90008abb85d
- We also embed equity measures in hiring - beyond just 'equality' measures - we view diversity measures in hiring as a series of processes that should be coherent and congruent. Examples include: 1) A higher referral payout for referrals from underrepresented backgrounds, 2) More time and resources dedicated to sourcing candidates from underrepresented backgrounds, and 3) Adjusting the minimum requirements and reviewing data beyond the CV to make sure we're not excluding people
- We researched and addressed some of the main reasons why Women and Minority Ethnic candidates may typically be deterred from applying to a startup, and proactively shared thought pieces on the topic
- We look to focus our efforts and resources on grassroots initiatives as well as internal initiatives. We care more about there being a fairer environment and industry and making it better for the future, rather than just creating a more diverse team
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