Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.hawk.ai/

About the company

Hawk builds AI-powered software to help banks, fintechs, and payment firms detect money laundering and fraud with fewer false positives. The company was founded in Munich in 2018 and positions the product around explainable, auditable machine learning for regulated financial-crime teams. Hawk announced a $56M Series C on April 8, 2025, alongside plans to keep expanding internationally, with a particular push into the US. Public materials also reference 80+ customers globally across large banks and mid-market institutions.

Locations and presence

Hawk lists Munich as headquarters and operates with an international footprint. Public listings also reference offices in London and New York alongside hybrid and flexible work messaging.

Palpable Score

44.4

/ 100

Hawk looks like a solid place for experienced hires, but early-career entry points are hard to find in the live role mix and public job details. The company shares some useful candidate-protection and interview-structure signals, yet pay transparency and junior outcomes are thin in public evidence, which keeps the score modest.

Pillar 1: Early-career access

Score

5.3

/ 20

The company’s current open roles skew mid to senior, with examples like Enterprise Customer Success Manager roles calling for 6+ years and Implementation Consultant roles calling for 4+ years.
Hawk’s visible engineering hiring also leans senior, with postings like Senior Fullstack Java Developer and Senior Platform Engineer listing 5–6+ years of experience.
The company does not show clear graduate, intern, apprentice, or “0–2 years” roles in the publicly visible openings reviewed, limiting realistic entry-level access.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company publishes a recruitment privacy notice that explains how applicant data is processed and states that hiring decisions are made by staff even if tooling is used to support recruiting.
Hawk has public interview reports describing a multi-stage process for technical roles, typically starting with an HR screen followed by technical interviews.
The company has issued a public warning about fake recruiters and points candidates back to official job pages, which is a practical transparency move for applicants.

Pillar 3: Learning and support

Score

8.7

/ 20

The company’s careers messaging highlights flexible working and inclusion, which can help early-career hires settle in, but it is not a substitute for structured training.
Hawk has public employee feedback describing a supportive team environment, which is a positive signal for on-the-job learning through peers and seniors.
The company’s role materials referenced publicly include mentoring language (for example, coaching junior and mid-level developers), but there is little specific, role-level detail on onboarding plans or first-90-day support for brand-new starters.

Pillar 4: Pay fairness and stability

Score

9.7

/ 20

The company does not consistently publish salary ranges or equity explanations in publicly visible job ads, making it harder for early-career candidates to screen for fair pay upfront.
Hawk has some compensation data visible through public salary reporting for roles such as Business Development Representative and Head of Solution Consulting, suggesting at least partial market anchoring.
The company predominantly advertises full-time roles rather than unpaid positions, but benefits and total-reward detail are limited in public evidence, capping confidence on pay fairness.

Pillar 5: Early-career outcomes

Score

8.7

/ 20

The company’s Series C announcement (April 8, 2025) and stated expansion plans point to growth that can create new responsibilities and internal mobility if execution is strong.
Hawk’s public employee reviews include both “strong team / growth” sentiment and sharp criticism around leadership and pay, which suggests uneven early-career outcomes depending on team and manager.
The company’s LinkedIn presence reflects a few hundred employees and ongoing hiring across functions, but public materials do not provide clear evidence of junior promotion rates or 12–24 month early-career retention.

Useful links & resources

Hawk Careers Recruitment Privacy Notice (PDF)hawk:AI Interview Questions (Glassdoor)