Hook

AI agents for customer success
Last updated:
January 2, 2026
Company details
HQ
London, UK
HEADCOUNT
25-99
ORG TYPE
Startup
SECTOR
Technology & Digital
About the company
Hook builds AI agents for Customer Success teams, focused on reducing manual admin and helping teams prioritise accounts and actions. The Hook product connects to customer touchpoints like product usage and conversations, then surfaces insights and next steps for renewals, expansion, and churn risk. Hook sells primarily to B2B subscription and enterprise businesses that want to grow revenue from existing customers. Hook is headquartered in the City of London and markets the platform as a predictive revenue growth tool for CS organisations.
Locations and presence
Hook is based in London, with an office at 21 Great Winchester Street near Liverpool Street. Hook runs a hybrid setup with set in-office days for the whole team, and roles that specify multiple days per week in the office alongside flexible working outside those days.
Palpable Score
72.0
/ 100
Hook is one of the clearer early-career options among small London SaaS companies because Hook publicly advertises an entry-level graduate SDR role with pay details, and Hook backs that up with visible learning budgets and benefits. The score is held back by limited visibility into early-career hiring volume across functions, and mixed interview experiences reported by candidates alongside patchy public pay data beyond a small number of listings.
Pillar 1: Early-career access

Score

14.3
/ 20
  • The company lists an explicitly entry-level “Sales Development Representative, Graduate” role, labelled “Entry level,” rather than only advertising senior hires.
  • Hook has published evidence of internships, including a paid internship written up by an intern and intern roles appearing in employee reviews.
  • The company’s current advertised openings skew towards experienced roles (for example enterprise sales, implementation, design), with fewer clearly junior paths outside the graduate SDR track.
  • Pillar 2: Hiring fairness and transparency

    Score

    13.0
    / 20
  • The company has candidate reports of structured multi-stage interviews, including four rounds for SDR roles and five-step processes for engineering, with some candidates mentioning quick feedback.
  • Hook has reports of interview assessments (for example technical tasks and in-person assessment days) that sound job-relevant rather than long unpaid projects.
  • The company also has negative candidate feedback citing a missed recruiter meeting and long gaps between stages, which weakens confidence in consistency.
  • Pillar 3: Learning and support

    Score

    15.7
    / 20
  • The company publishes an annual £500 learning and development budget per employee and a monthly wellness allowance, which supports ongoing development beyond day-one onboarding.
  • Hook’s graduate SDR listing promises “top-tier sales training,” 1:1 coaching, and hands-on mentorship, and intern reflections describe opportunities to shadow multiple departments.
  • The company has at least one employee review describing limited support and coaching in parts of sales, which suggests support quality may vary by team.
  • Pillar 4: Pay fairness and stability

    Score

    14.7
    / 20
  • The company advertises a graduate SDR package with a £35k base and £50k OTE plus stock options, which gives early-career candidates a concrete benchmark up front.
  • Hook lists meaningful benefits for stability and wellbeing, including private medical insurance, stock options, learning budgets, wellness allowances, and generous holiday allowance in company materials and employee benefit reviews.
  • The company does not consistently publish pay ranges across other roles, and publicly available salary databases for Hook have limited usable detail, which caps pay transparency.
  • Pillar 5: Early-career outcomes

    Score

    14.3
    / 20
  • The company has a public example of fast internal progression on the company profile (a promotion from Business Operations Manager to Head of Business Operations within six months).
  • Hook has internship outcome evidence that includes real ownership and skills growth, with intern feedback describing meaningful work that shipped to customers and rapid ramp-up support.
  • The company lacks published metrics on intern-to-full-time conversion, promotion rates, or early-career retention, and employee feedback includes some caution about coaching consistency and pressure in fast-paced teams.
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