Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.aisera.com/

About the company

Aisera builds “agentic AI” software used for enterprise service delivery across areas like ITSM, HR, and customer support. In November 2025, Automation Anywhere announced the acquisition of Aisera, positioning the combined offering around agentic automation and self-service AI agents. Aisera’s public site still maintains its own product and careers pages, with hiring routed through a Greenhouse board. The current public openings skew heavily toward senior AI and engineering roles rather than broad functional hiring.

Locations and presence

Aisera’s careers page lists headquarters in Palo Alto and a workforce spanning the USA, Greece, India, Canada, the UK, and France. LinkedIn’s company profile also lists locations including Santa Clara, Toronto, Bengaluru, and Athens.

Palpable Score

50.0

/ 100

Aisera looks like a tough place to break in right now because the live job mix is mostly senior and tech-lead hiring. The company has some basic structure and decent broad employee sentiment, but candidate experience reports and the lack of early-career outcome data keep the overall score mid-range.

Pillar 1: Early-career access

Score

7.3

/ 20

The company’s public Greenhouse board currently lists five roles, including “Tech Lead AI/ML Engineer,” “Tech Lead/Architect- Python,” and “Senior Software Engineer,” with no junior or associate equivalents visible.
Aisera’s current openings cluster in AI/ML, engineering, and customer success engineering, which narrows entry points for 0–3 year candidates outside specialist backgrounds.
The company does not publish an internship, new-grad, apprenticeship, or rotational pipeline on the careers page, so recurring early-career hiring is not evidenced.

Pillar 2: Hiring fairness and transparency

Score

11.2

/ 20

The company uses a standard ATS flow via Greenhouse, which gives candidates a consistent application mechanism and role-by-role postings.
Aisera has multiple Glassdoor interview reports describing long loops, including five-round processes and limited feedback at the end of the cycle.
The company’s interview experience ratings are weak on public aggregates, which signals uneven candidate treatment even if the process structure exists on paper.

Pillar 3: Learning and support

Score

9.6

/ 20

The company’s careers page lists support benefits like flexible PTO and healthcare, but it does not spell out onboarding, coaching, pairing, or a ramp plan for junior hires.
Aisera’s current engineering and AI roles skew senior, which can create strong learning by proximity, but there is no public evidence of junior-targeted mentoring expectations or training time carved out.
The company lacks public early-career role templates (Junior, Associate, Analyst) where learning mechanisms are often spelled out in the job description itself.

Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company publicly promises “competitive comp” and mentions stock options on the careers page, which at least signals a standard venture-style pay package.
Aisera does not consistently publish salary ranges on the careers page or the Greenhouse postings, which caps transparency for early-career candidates trying to sanity-check offers.
The company has enough third-party pay reporting (for example on Levels.fyi and Glassdoor) to give candidates a market anchor, but that is not a substitute for role-by-role range disclosure.

Pillar 5: Early-career outcomes

Score

10.1

/ 20

The company has a solid overall employee rating and “recommend to a friend” percentage on Glassdoor, which is a positive general signal but not early-career specific.
Aisera appears on Great Place To Work’s certified-company profile with high favorability metrics, suggesting many employees report a good baseline experience.
The company lacks published metrics on junior promotions, retention, or cohort progression, and LinkedIn patterns can hint at movement but cannot verify early-career outcomes on their own.