Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.front.com/

About the company

Front sells a collaborative, AI-powered customer service platform built around shared inbox workflows and automation. Front positions the product as helping teams handle customer conversations with more speed and coordination, across channels and teams. The company publishes a public careers page with values, benefits, and a live list of open roles. Front also writes openly about operating policies like “Focus Fridays,” aimed at protecting deep work time.

Locations and presence

Front lists offices in San Francisco, Chicago, Paris, Dublin, and Santiago, plus remote roles in some geographies. The open roles shown on the careers page span the US, France, Chile, and remote listings, with a noticeable concentration in San Francisco and Paris.

Palpable Score

63.2

/ 100

Front is a workable option for early-career candidates in go-to-market and some operations roles, but the live engineering mix skews mid-to-senior, so the front door is narrower than it looks from the brand. Where Front scores well is pay clarity, with published ranges and a consistent “market-based pay” pattern across several postings, while early-career outcomes are mostly inferred from broad review data rather than junior-specific progression stats.

Pillar 1: Early-career access

Score

11.0

/ 20

The company has at least one true early-career style entry point in revenue roles, such as Sales Development Representative (SDR), where “experience preferred” signals openness to first or second jobs rather than strict years-of-experience gates.
Front’s live careers list is dominated by senior titles in product and engineering, which reduces the number of 0–3 year-friendly roles available at any one time.
The company does not publish an internship, apprenticeship, or new-grad intake page, so repeatable early-career hiring volume is hard to verify from public materials.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company has a trackable, role-by-role application flow through a single ATS-linked careers hub, which reduces “where do I apply” confusion.
Front has a mixed candidate experience signal on interview-review sites, including an average hiring timeline and common stages, but with only a minority reporting a positive experience.
The company has public interview reports describing long loops and repetitive panels for some technical roles, which raises the time cost for early-career candidates.

Pillar 3: Learning and support

Score

11.7

/ 20

The company has role write-ups that include learning-by-exposure scope, like the Payroll Analyst role stating the hire will be introduced to global payroll processes beyond US payroll cycles.
Front sets expectations that SDRs become “product experts” and Front power users, which can be real learning if paired with coaching, though the posting does not spell out a formal ramp plan.
The company does not consistently publish junior coaching mechanics in postings (buddying, shadowing, structured 30–60–90 plans), so support signals exist but remain uneven and role-dependent.

Pillar 4: Pay fairness and stability

Score

14.8

/ 20

The company publishes specific compensation ranges for multiple roles, including a Backend Engineer range and a Payroll Analyst range, plus an SDR OTE figure for Chicago.
Front’s postings repeatedly state equity eligibility and a market-based pay approach, giving early-career candidates a clearer way to sanity-check offers than most late-stage startups.
The company’s pay transparency is strongest in the US postings surfaced publicly, and the careers page itself stays high-level on “competitive compensation,” so range coverage is not universal across every geography.

Pillar 5: Early-career outcomes

Score

12.7

/ 20

The company has strong broad employee sentiment on Glassdoor (overall rating and “recommend to a friend”), which is a positive retention indicator but not specific to juniors.
Front has publicly written about making Focus Fridays permanent, which can reduce burnout risk and help early-career hires sustain performance over time, but it is not a promotion signal on its own.
The company has no published early-career outcomes like time-to-promotion, cohort retention, or internal mobility stats; LinkedIn shows a mid-sized employee base, but it does not confirm junior progression patterns.

Useful links & resources

Jobs at Front Front at a glance (company facts)Focus Fridays (work policy explainer)

Front App

Company details

About the company

Locations and presence

Palpable Score

Pillar 1: Early-career access

Score

Pillar 2: Hiring fairness and transparency

Score

Pillar 3: Learning and support

Score

Pillar 4: Pay fairness and stability

Score

Pillar 5: Early-career outcomes

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Useful links & resources