Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.credal.ai/

About the company

Credal.ai builds an enterprise AI agent platform designed to connect AI to internal tools and data while keeping permissions, auditability, and controls in place. The company positions the product around enterprise security and governance for AI workflows. Credal.ai is a Y Combinator company (W23) founded in 2022. Public materials and job listings highlight use cases across regulated domains and customer-facing deployment work.

Locations and presence

Credal.ai is headquartered in Brooklyn, New York. Recent roles are advertised as in-office in Brooklyn, with customer-facing work tied to deploying into real enterprise environments.

Palpable Score

43.0

/ 100

Credal.ai looks like a high-bar, senior-leaning startup where most openings require multiple years of experience, so entry-level access is limited. The company earns credit for unusually clear compensation and equity ranges in job listings, but public evidence on junior onboarding and early-career progression is thin.

Pillar 1: Early-career access

Score

5.5

/ 20

The company’s current public openings on the YC jobs board are all set at 3+ years experience (for example Founding Software Engineer roles and Forward Deployed Engineer).
Credal.ai’s visible hiring is concentrated in “Founding” and “Senior” engineering roles plus a Founding GTM Deployment Strategist, which are not framed as 0–3 year entry points.
The company does not show a public internship, apprentice, or new-grad intake lane in the sources reviewed, which caps entry-level access.

Pillar 2: Hiring fairness and transparency

Score

9.0

/ 20

The company publishes concrete compensation and equity bands for roles on YC’s job listings (for example $190k–$250k with equity ranges on engineering roles), which is a strong transparency signal.
Credal.ai does not provide a candidate-facing “how we hire” explainer (stages, timelines, what gets assessed) on the public careers surface that is readable without an application flow.
The company has limited public interview-experience data at a meaningful volume, so consistency and candidate communication quality can’t be verified.

Pillar 3: Learning and support

Score

8.0

/ 20

The company’s senior engineering postings explicitly include mentoring expectations (for example “mentor junior engineers”), which is a positive signal about learning culture once juniors exist.
Credal.ai’s public job descriptions and company pages do not spell out onboarding, pairing, 1:1 cadence, or a ramp plan for early-career hires.
The company does not show a structured early-career program page (intern training, cohort learning, rotations), so support signals are mostly indirect.

Pillar 4: Pay fairness and stability

Score

14.0

/ 20

The company posts salary ranges and equity ranges in YC job listings across multiple roles (engineering and GTM), which reduces negotiation guesswork.
Credal.ai frames roles as full-time and core to the business (Founding, Forward Deployed), which usually aligns with stable employment rather than repeated short-term contracts.
The company does not publish a consolidated benefits page (health coverage, retirement, leave) in the sources reviewed, which limits how confidently pay and stability can be assessed beyond base and equity.

Pillar 5: Early-career outcomes

Score

6.5

/ 20

The company has too little public employee-review volume to treat retention, manager quality, or growth outcomes as reliable signals.
Credal.ai’s job advertising focuses on senior-level scope and ownership, but does not provide examples of junior promotions, internship conversion, or time-to-progression.
The company’s LinkedIn footprint confirms a small team size and ongoing hiring, but it does not provide outcome data such as tenure bands or early-career progression patterns.