Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.axonius.com

About the company

Axonius sells cyber asset management (CAASM) software that helps IT and security teams inventory devices, users, software, and cloud assets, then take action through automations and integrations. The company markets the product as an “actionability” layer that connects data from many tools into a single view. Axonius has also expanded into healthcare asset visibility through its acquisition of Cynerio (announced on the company site). Public reporting in March 2024 described a $200M funding round at a $2.6B valuation and noted Axonius surpassed $100M in ARR in 2023.

Locations and presence

Axonius lists office locations including New York City, Austin, and Tel Aviv, alongside a “flexible, remote first” work policy for many roles. Current job listings also show hiring in places like London, Dubai, and Australia depending on function.

Palpable Score

63.9

/ 100

Axonius offers some credible early-career entry points through SDR-style roles with published pay ranges and at least one internship pathway with conversion language. The score is capped by a job mix that leans senior in core technical teams and by missing, measurable public data on junior promotion and retention over 12–24 months.

Pillar 1: Early-career access

Score

12.8

/ 20

The company is actively hiring for roles that are commonly entry-level gateways, including Sales Development Representative in Austin.
Axonius has publicly described bringing interns in through a structured program and converting some interns into full-time roles.
The company’s main open engineering roles currently skew senior (for example “Senior” and “Principal” titles), which limits 0–3 year access in product and R&D.

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Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company has a visible, time-bounded interview pattern reported publicly (including assignments and multi-stage loops) rather than vague “we’ll get back to you” flows.
Axonius has mixed candidate experience reports, ranging from responsive recruiter communication to complaints about rude screening behavior and weaker feedback.
The company does not clearly publish “what to expect” interview stages and timelines on the careers site, so transparency depends heavily on the recruiter rather than being consistent for every applicant.

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Pillar 3: Learning and support

Score

13.2

/ 20

The company publishes people-development signals on the careers page, including individual development budgets and an explicit focus on feedback for growth.
Axonius also lists tools and practices aimed at ongoing learning (including AI tools for real-time learning) rather than treating development as onboarding-only.
The company does not show role-level ramp plans (30/60/90 goals, pairing, or structured junior mentoring) inside the job ads visible here, which limits confidence for early-career support in specific teams.

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Pillar 4: Pay fairness and stability

Score

14.4

/ 20

The company states stock options for all full-time employees and mentions equity refresh opportunities, which is relevant stability for juniors in a scaling company.
Axonius has at least one early-career-friendly role where base pay is shown publicly (for example an SDR role with an $80,000 base pay range).
The company does not consistently publish salary ranges across the main careers flow, which makes pay comparisons harder for early-career applicants outside a handful of roles.

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Pillar 5: Early-career outcomes

Score

11.5

/ 20

The company has a concrete early-career outcome signal through its internship pathway that has already produced full-time conversions.
Axonius has public employee review aggregates that suggest generally positive sentiment overall (including work-life balance and “would recommend” signals), but those summaries are not early-career specific.
The company’s LinkedIn footprint shows scale across multiple hubs, but Axonius does not publish measurable early-career outcomes like time-to-promotion, intern conversion rate by cohort, or 12–24 month retention.

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