EdgeTier builds conversation intelligence software for contact centres, with modules like Explore (customer insights), Sonar (anomaly detection), and Coach (agent QA and coaching).
Locations and presence
EdgeTier is headquartered in Dublin, with hiring that also references Barcelona for some roles.
Palpable Score
65.9
/ 100
EdgeTier has a few real early-career doors (notably a junior frontend role and commercial “BDR/SDR” style roles) and backs that up with a published hiring flow and some concrete learning signals. The score is capped by uneven public pay transparency outside specific commercial roles and mixed evidence on candidate experience, especially around take-home tasks and feedback.
Pillar 1: Early-career access
Score
13.0
/ 20
The company has hired for a Junior Frontend Developer role with 1+ year of professional experience, which is a genuine early-career engineering entry point.
EdgeTier also advertises junior-accessible commercial roles like Sales Development Representative and Business Development Representative, which are common first roles for graduates breaking into tech sales.
The company’s visible openings skew commercial and experienced in many cycles, so early-career access looks real but not consistently broad across functions.
Pillar 2: Hiring fairness and transparency
Score
13.5
/ 20
The company publishes a clear “How we hire” sequence (talent call, hiring manager interview, task, final discussion/technical review), which sets expectations better than most startups.
EdgeTier has candidate feedback describing a friendly, quick three-stage process with good feedback, which supports a respectful baseline when followed through.
The company also has public candidate accounts describing impersonal automated rejections and long take-home tasks followed by delayed or missing feedback, which pulls down confidence in consistency.
Pillar 3: Learning and support
Score
14.7
/ 20
The company funds growth through an annual development budget described as supporting courses, conferences, and memberships.
EdgeTier positions Coach as an “agent QA and coaching” product and hires into teams where feedback loops are core to the customer value proposition, which tends to create a learning-heavy environment when managers run tight reviews.
The company has employee review evidence from a junior developer describing strong learning and feeling valued, but public onboarding and mentoring mechanics are still light on detail.
Pillar 4: Pay fairness and stability
Score
13.2
/ 20
The company includes equity as a standard part of the value proposition on the careers page, which is a meaningful upside signal for early-career hires when paired with stable base pay.
EdgeTier publishes a base salary band for at least one early-career commercial role (Business Development Representative listed at €40K–€44K with equity and variable ranges shown on the application page snippet).
The company does not reliably publish salary bands for technical junior roles (for example the Junior Frontend Developer listing shows “Salary not provided”), which caps pay transparency.
Pillar 5: Early-career outcomes
Score
11.5
/ 20
The company has a small but notable set of employee reviews that include early-career sentiment (including a junior developer describing skill growth and meaningful contribution).
EdgeTier’s public growth timeline claims the team size moved from “team of 50” in 2024 to “over 70 employees” in 2025, which supports ongoing opportunity creation, but not verified early-career promotion outcomes.
The company has limited public evidence of early-career progression paths (time-to-promotion, internal mobility examples, retention over 12–24 months), so outcomes are hard to score higher.
