Company details

HEADCOUNT

1000-2999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.hibob.com/

About the company

HiBob sells an HR platform called “Bob” that covers core HR plus areas like onboarding, performance, and compensation workflows. The company markets Bob to mid-sized, multi-national employers and positions the product as “all-in-one HR, Payroll and Finance.” HiBob publishes a large, multi-country jobs list through a HiBob-hosted careers board. Recent company pages and third-party profiles place HiBob in the 1,000+ employee range.

Locations and presence

HiBob lists offices in New York, London, and Tel Aviv, and also presents a wider footprint including hubs like Amsterdam, Lisbon, Berlin, and Sydney on public company pages. Hiring spans multiple geographies, with roles posted across the UK, US, Israel, Portugal, Germany, and Australia.

Palpable Score

58.8

/ 100

HiBob offers a few credible early-career entry points, especially in sales development and customer-facing support, but the overall open-role mix skews experienced, which narrows access for 0–3 year candidates. Hiring transparency is inconsistent based on candidate reports, and early-career outcomes are hard to verify beyond broad employer ratings and scattered role-level commentary.

Pillar 1: Early-career access

Score

11.0

/ 20

The company publicly lists several roles commonly used as first or second jobs, such as Business Development Representative across multiple countries and Product Support Specialist openings on the US board.
HiBob’s Business Development Representative, NYC posting as reposted on Built In calls for “1+ years” outbound or lead-gen experience, which is accessible but not truly “no-experience” entry-level.
The company’s main careers list shows many senior and lead roles across engineering, product, and go-to-market, and HiBob does not publish a dedicated internship or graduate intake page that’s easy to find from the careers hub.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company has candidate reports on Glassdoor describing a clear sequence (HR screen plus practical assignment), which is at least a defined structure for some roles.
HiBob also has multiple candidate reports describing poor coordination and weak closure, including an on-site with no room booked and unclear interview agenda for an SDR interview loop.
The company has mixed feedback on post-interview communication, including reports of generic rejections without actionable feedback after time-intensive take-home work.

Pillar 3: Learning and support

Score

11.8

/ 20

The company describes an internal performance approach called “HiGrowth” on the careers page, framing it as a structured way to get guidance and career development over time.
HiBob’s US Product Support Specialist role is positioned as frontline product expertise and troubleshooting, which can be a steep learning curve but also a high-skill ramp if coaching is real.
The company does not publish role-level onboarding detail for early-career roles on the main careers hub (buddy system, ramp plan, shadowing, or 30–60–90 expectations), which limits confidence in consistent hands-on support.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company has public pay data from RepVue showing SDR base figures reported by employees, which gives at least some market anchoring for junior go-to-market roles.
HiBob has third-party reposted ranges for junior-leaning roles, such as Product Support Specialist listed at $62k–$81k with stock options on Welcome to the Jungle.
The company does not consistently publish salary ranges directly on the main careers hub for most roles and geographies, so pay predictability for early-career candidates remains uneven.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has strong broad employee sentiment on Glassdoor (high “recommend to a friend” and solid “career opportunities” scores), which is a positive but not early-career-specific outcome signal.
HiBob has at least one sharply negative sales review claiming limited internal mobility and unclear growth paths in parts of go-to-market, which matters because BDR and SDR roles are a common early-career entry point.
The company does not publish early-career retention, promotion rates, or time-to-promotion benchmarks; LinkedIn can hint at mobility patterns, but that is not the same as cohort outcomes.

Useful links & resources

HiBob Careers (open roles by location and team)HiBob Contact and office locations HiBob on Built In NYC (company page + roles)

Hibob

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

Score

Useful links & resources