Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.dscout.com/

About the company

Dscout builds a UX research platform that helps teams run studies like interviews, diary studies, and usability testing with video, voice, and survey-style inputs. The company sells primarily to product, design, and research teams and positions the product around “in-context” insights from real participants. Dscout is a private company founded in 2011 and is often described as remote-first with a Chicago headquarters. Day-to-day roles skew toward customer-facing research advisory, sales, and product and engineering work tied to the platform.

Locations and presence

Dscout lists Chicago as headquarters and markets a remote-first setup across the United States. The live job board also shows international hiring, including an EMEA solutions consultant role based in London.

Palpable Score

64.0

/ 100

Dscout is a decent early-career pick for someone targeting customer-facing commercial or research-ops paths, because job posts and the careers page spell out a respectful, structured process and real benefits. The score is held back by limited true 0–3 year role volume on the live board and thin public proof on early-career promotion and retention outcomes.

Pillar 1: Early-career access

Score

10.0

/ 20

The company’s current open roles list is small and mostly mid-level, with only a few roles that read as “first or second job” options.
Dscout has a Sales Development Representative opening that asks for 1+ years in a client-facing role, which is accessible for early-career switchers but not a clean new-grad lane.
The company’s Customer Research Advisor role asks for 2–4 years of client-facing experience, which limits genuine entry-level access even in customer-facing functions.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company publishes a clear 4-step interview flow (application review, recruiter screen, team interviews, decision) and flags a “brief exercise” that is framed as practical and real-world.
Dscout includes an explicit reasonable-accommodations contact and describes how candidate data is processed, which reduces guesswork for applicants.
The company still shows uneven candidate sentiment in public interview feedback, including reports of slow timelines or perceived ghosting, which dents consistency.

Pillar 3: Learning and support

Score

14.0

/ 20

The company funds learning with an education stipend and calls out professional development support directly in job posts, which is a concrete lever for junior growth.
Dscout describes regular internal learning rituals like monthly “Tuesday Teas,” plus cross-team collaboration norms that can help early-career hires build context quickly.
The company does not publish a junior-specific ramp plan (mentorship standards, first-90-days goals, or leveling expectations), so support quality likely varies by manager and team.

Pillar 4: Pay fairness and stability

Score

15.3

/ 20

The company includes salary ranges on at least some roles, including Customer Research Advisor listed at $75K–$80K, which is helpful transparency for early-career candidates.
Dscout lists stability benefits repeatedly across public sources: 401(k) match, paid parental leave (commonly shown as 12 weeks), flexible PTO, and remote-work support stipends.
The company still does not show compensation ranges on every opening in one consistent place, so candidates may need to piece together pay expectations role-by-role.

Pillar 5: Early-career outcomes

Score

10.7

/ 20

The company has solid overall employee sentiment in public reviews, including a majority “recommend to a friend” signal and strong work-life balance scores, but these are not broken out for early-career hires.
Dscout also has recent negative review themes about strategy and direction, which adds risk for juniors who need steadier coaching and clearer priorities to grow fast.
The company’s LinkedIn footprint suggests ongoing hiring and a stable mid-sized org, but public sources still lack the outcomes grads want most: intern-to-offer rates, time-to-promotion, and 12–24 month retention for junior cohorts.