Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.hadrian.io

About the company

Hadrian is a cybersecurity company focused on offensive security and exposure management. The company markets an “attacker’s perspective” platform that continuously maps external assets, validates exploitable exposures, and helps security teams prioritize remediation. Hadrian describes a hacker-led origin story and positions the product as automation for internet-scale reconnaissance and validation. Public company material also references early funding rounds (pre-seed in November 2021 and seed in June 2022) and expansion into the US and wider European markets.

Locations and presence

Hadrian advertises an Amsterdam base around Leidseplein and also references a London location near Paddington Station. Several roles are region-specific (for example BENELUX sales and US pre-sales), indicating an Amsterdam-London core with international expansion.

Palpable Score

55.4

/ 100

Hadrian offers a small number of plausible early-career doors (mainly commercial roles and occasional internship signals), but most visible openings are written for experienced hires. The company’s hiring pages are detailed and benefits are clearly listed, yet salary bands and early-career progression outcomes are not published in a way that helps graduates compare options confidently.

Pillar 1: Early-career access

Score

7.0

/ 20

The company’s Sales Development Representative (SDR) role for BENELUX requires a minimum of 2 years of SDR or BDR experience, which limits true graduate entry.
Hadrian’s Solutions Architect role in the US calls for at least 4 years of relevant pre-sales experience, reinforcing a mid-to-senior hiring skew.
The company has publicly talked about interns being part of the journey, but current public roles do not show a consistent internship or 0–1 year pipeline with clear conversion paths.

Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company’s role pages spell out responsibilities, required skills, and benefits in a structured way that lets candidates self-select early.
Hadrian has public candidate feedback describing a staged process (screening, hiring manager step, then an onsite loop), which suggests a defined evaluation flow even if it can be heavy.
The company does not publish interview stages, timelines, or time-bounded task expectations on the job pages themselves, which reduces upfront transparency for applicants.

Pillar 3: Learning and support

Score

11.0

/ 20

The company describes a working culture with cross-division collaboration, “kudos and concerns” sessions, and opportunities to join other projects, which can create frequent learning moments for early hires.
Hadrian’s engineering leadership role explicitly includes mentorship and professional growth for engineers, which is a positive top-down signal for coaching expectations.
The company does not make early-career support concrete in public job posts through onboarding plans, buddying, pairing, or a first-30/60/90 ramp that a new graduate could rely on.

Pillar 4: Pay fairness and stability

Score

11.7

/ 20

The company lists tangible benefits on job pages such as stock options, work-from-home budget, laptop, and a mobile phone stipend.
Hadrian advertises “unlimited paid holiday” as a standard benefit, which can be attractive but is not a substitute for pay transparency.
The company does not publish salary ranges on the core job pages, so early-career candidates cannot easily judge pay fairness without progressing deep into process.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has strong employee sentiment signals on public review sites (high overall rating, high recommend-to-a-friend, and positive business outlook), which points to generally healthy retention conditions.
Hadrian is shown as growing on third-party company profiles (including notable employee growth over a 12-month period), which increases the chance of internal mobility through new team needs.
The company does not publish early-career outcome evidence such as intern-to-offer conversion, promotion timelines for junior hires, or 12–24 month retention patterns, which caps this pillar.