Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.harmonic.security

About the company

Harmonic Security sells an AI governance and data protection platform designed to give companies visibility into AI tool usage and stop sensitive data leaks with automated guardrails. Harmonic Security positions the product around “secure AI adoption” for enterprises, including shadow AI detection and policy enforcement. Public company updates place Harmonic Security’s founding in 2023, with a seed round in October 2023 and a $17.5m Series A announcement tied to scaling engineering and go-to-market. Harmonic Security also highlights recognition as an RSA Innovation Sandbox finalist (2024).

Locations and presence

Harmonic Security lists headquarters in San Francisco and has a London presence, with roles posted in both locations. Company materials also reference a distributed team across the US and UK, with mention of Iceland in team location notes.

Palpable Score

50.9

/ 100

Harmonic Security looks like a well-funded, fast-scaling team, but current hiring is heavily weighted toward senior engineering, sales leadership, and specialist roles, which keeps graduate access low. The hiring process has some credible structure signals (including multi-stage interviews), and employee feedback mentions smooth onboarding, but public evidence on pay bands for most roles and early-career progression is limited.

Pillar 1: Early-career access

Score

4.7

/ 20

The company’s live roles are dominated by senior titles such as Senior Deployment Engineer, Senior SDET, Principal Data Engineer, and Head of Solution Architecture.
Harmonic Security advertises an AI Security Researcher role that asks for 3–5 years of experience, which sits outside typical graduate entry.
The company does not show recurring junior, associate, intern, or apprenticeship roles across the public job board right now.

Pillar 2: Hiring fairness and transparency

Score

13.8

/ 20

The company runs applications through a consistent ATS (Workable), which supports a repeatable process for candidates.
Harmonic Security has public interview feedback describing a three-stage flow (screening call, technical round, whiteboarding and culture fit) plus a final founder meeting.
The company does not consistently publish interview stages, timelines, or assessment expectations inside job ads, so candidates must infer process burden from outside sources.

Pillar 3: Learning and support

Score

11.8

/ 20

The company’s Trust and Assurance engineering role is framed as hands-on work with automation, cross-functional partnering, and ownership of security evidence systems, which can create strong skill growth for the right hire.
Harmonic Security has employee feedback describing onboarding as smooth and colleagues as generous with time and knowledge, which is a meaningful support signal.
The company does not publicly set out early-career learning infrastructure like mentorship, buddying, structured ramp plans, or promotion-ready competencies in job descriptions.

Pillar 4: Pay fairness and stability

Score

12.8

/ 20

The company has public salary-range signals on some roles via external postings (for example US commercial and recruiting roles showing ranges, and senior presales leadership roles showing employer-provided ranges).
Harmonic Security has employee-review ratings that score compensation and benefits highly, but the sample size is small and role coverage is narrow.
The company rarely publishes salary bands directly in the primary job listings, which makes it harder for early-career candidates to judge pay fairness upfront.

Pillar 5: Early-career outcomes

Score

7.8

/ 20

The company has a small set of employee reviews, including at least one current-employee review describing strong culture, good work-life balance, and supportive onboarding, but this is not enough to judge consistency across teams.
Harmonic Security has public growth markers (seed funding, Series A funding, and product launch milestones), which supports stability but does not show junior retention or promotion outcomes.
The company does not publish early-career outcome evidence such as intern-to-offer conversion, 12–24 month retention, or visible patterns of juniors growing into larger scopes.