• The company has posted genuinely junior roles such as “Junior SecOps Engineer,” framed as entry-level and aimed at candidates building a cybersecurity career.
• Claroty has also posted student and intern roles (for example a part-time backend student position and a GRC intern role), which are practical entry doors beyond “senior-only” hiring.
• The company’s official “Open Positions” page can show no roles available under filters, which makes access inconsistent for early-career applicants who are ready to apply now.

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• The company’s student and intern job descriptions spell out responsibilities and requirements clearly (including “bonus” skills and what success looks like), which helps first-time applicants self-screen.
• Claroty’s public interview reports on Glassdoor describe multi-stage processes that often include technical assessments plus structured conversations, which can be fair when role-relevant.
• The company also has candidate reports describing limited feedback after rejection in some cases, which is a transparency gap that matters more for juniors learning the market.

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• The company’s internship posting explicitly promises mentorship from experienced professionals, plus exposure to tools and methodologies used in cybersecurity risk and compliance work.
• Claroty’s junior SecOps role description is written as a learning role, including monitoring and incident response work “while learning from experienced professionals” rather than expecting fully-formed specialists.
• The company describes recurring development mechanisms such as performance reviews, feedback sessions, and individual development planning, but Claroty does not publish a universal onboarding or leveling framework for early-career hires.

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• The company published an hourly pay band for at least one internship role ($23–$25/hr) and described “competitive internship compensation,” which is stronger than the usual internship vagueness.
• Claroty’s student backend role reposted on an external board listed “Salary N/A,” showing that pay visibility is not consistent across early-career postings and channels.
• The company’s intern role was structured as 20 hours per week on a 1-year contract, which is stable in scheduling, but still less secure than a standard full-time early-career role.

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• The company has posted early-career roles across multiple years and functions (student engineer, intern, junior security), which suggests repeat entry-level hiring activity rather than a one-off cohort.
• Claroty shows some early-career progression patterns in aggregated employee histories on LinkedIn, but Claroty does not publish promotion rates, intern conversion rates, or junior retention figures.
• The company has a meaningful volume of public review and interview feedback, but most of it is not segmented into “intern/new grad outcomes,” which limits confidence about early-career trajectories.

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