Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.cresta.com/

About the company

Cresta builds AI products for contact centers, including AI Agents and agent-assist tooling aimed at improving customer conversations and operational performance. The company says Cresta was born at Stanford’s AI Lab and founded in 2017, with a platform positioned for enterprise customers. Public job descriptions frame many roles as “forward-deployed”, meaning customer-facing delivery paired with product and engineering work. Cresta also highlights backing from major venture investors and a global footprint.

Locations and presence

Cresta lists office locations in San Francisco, Sunnyvale, Toronto, New York, Berlin, Cluj-Napoca, Melbourne, and London, plus remote roles across multiple regions. Cresta’s careers materials describe a hybrid model where some roles have in-office expectations and many are fully remote.

Palpable Score

64.2

/ 100

Cresta has credible early-career entry points through “Associate” and 1–4 year roles, plus clear compensation ranges in several listings. The score is capped by limited public outcome data on junior progression and some negative interview experience signals in candidate feedback.

Pillar 1: Early-career access

Score

12.7

/ 20

The company advertises an Associate Forward Deployed Product Manager role with a stated 1–4 years experience band, which is a clear early-career doorway into product-shaped work.
Cresta hires Sales Development Representatives with a 1+ years requirement and publishes location-specific details (including hybrid cadence and office address), which tends to attract true early-career applicants rather than only senior sellers.
The company’s public openings skew heavily toward senior engineering and leadership roles, and there is no consistently visible internship or “0 years” pathway on the main Cresta job board.

Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company publishes detailed “What you’ll do” responsibilities and explicit qualifications in postings like SDR and Associate FDPM, reducing ambiguity for first-time applicants.
Cresta includes compensation bands and equity language in multiple listings (for example, SDR OTE range and Associate FDPM salary range), which is a concrete transparency signal.
The company has negative candidate interview feedback on Glassdoor that mentions repeated rescheduling and overly long processes, which lowers confidence in consistent, respectful hiring execution.

Pillar 3: Learning and support

Score

14.8

/ 20

The company describes learning rituals on the careers page such as hackathons, lunch-and-learns, guest speakers, and customer spotlights, which are practical skill-building mechanisms.
Cresta’s Associate FDPM posting explicitly promises mentorship from experienced PMs and “rotational opportunities” across customers and teams, with playbooks as part of how work is done.
The company does not publish a reliable, role-by-role onboarding plan or manager cadence for junior hires, so support signals are strong in a few roles but not consistently documented across the org.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company lists strong baseline benefits in multiple job ads, including medical, paid parental leave, retirement savings, and remote-work support budgets and stipends.
Cresta posts concrete pay ranges for some early-career leaning roles, including a published base range for Associate FDPM and a published OTE range for SDR, both with equity language.
The company does not publish salary ranges for every role (for example, some engineering postings describe equity and benefits but leave base pay to recruiter follow-up), which caps pay transparency.

Pillar 5: Early-career outcomes

Score

10.4

/ 20

The company’s Glassdoor employer page shows generally positive employee sentiment and a high “career opportunities” rating, but those signals are not broken out for early-career employees.
Cresta’s job descriptions describe “accelerated” customer exposure and a “launching pad” approach for Associate FDPMs, but the company does not publish promotion timing, leveling examples, or 12–24 month retention outcomes for juniors.
The company’s LinkedIn company page shows a 201–500 employee band and ongoing multi-region hiring, but public profiles do not replace outcome reporting like internal mobility rates or junior-to-mid promotion patterns.