Company details

HEADCOUNT

500-999

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.huntress.com/

About the company

Huntress is a managed cybersecurity company focused on protecting under-resourced IT and security teams with products such as managed EDR, ITDR, SIEM, and security awareness training. Huntress was founded in 2015 and hiring materials describe the company as remote-first from the start. Huntress publicly states scale in the millions for protected endpoints and identities, and job postings emphasise a Security Operations Center model where human analysts backstop automation. The careers site also positions the work around making enterprise-grade security more accessible.

Locations and presence

Huntress lists a headquarters location in Columbia, Maryland, while operating as a fully remote company across multiple countries. Current openings show remote hiring in the United States, the United Kingdom, Ireland, and Australia, alongside global-remote benefits language.

Palpable Score

71.0

/ 100

Huntress offers real entry points for early-career candidates, especially in security operations and customer-facing technical roles, with unusually clear pay ranges and benefits in postings. The score is held back by limited published early-career cohort outcomes and a weak public interview-experience signal on review platforms.

Pillar 1: Early-career access

Score

13.7

/ 20

The company lists an Associate Triage Analyst role explicitly open to 0–2 years of experience and frames the position as the entry point into the Huntress SOC.
Huntress posts early-career-accessible roles that sit in the 1+ year range, such as Sales Engineer I, which creates a second-step path for candidates who are not brand-new grads.
The company’s wider job board skews mid-to-senior, with relatively few roles clearly written for 0–3 years across multiple departments at the same time.

Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company publishes compensation ranges in multiple listings, including base salary bands plus bonus and equity for early-career security roles.
Huntress discloses candidate-facing policies inside applications, including recruitment-scam warnings and an explicit note that AI tools may assist screening while humans make final decisions.
The company has a low public “positive interview experience” rate on a major review platform, which is a material risk signal for consistency in candidate handling.

Pillar 3: Learning and support

Score

16.7

/ 20

The company describes a structured learning program for Associate Triage Analysts that includes playbooks, training modules, labs, and certification support.
Huntress states that junior support roles receive regular coaching and mentoring, and a support job description explicitly calls out training and leadership coaching as part of the team culture.
The company has a public account of company-wide onboarding led by a dedicated trainer, which is a concrete onboarding signal for early-career hires.

Pillar 4: Pay fairness and stability

Score

16.0

/ 20

The company includes transparent pay ranges for early-career roles, such as a published base range for Associate Triage Analyst and an on-target-earnings range for Sales Engineer I, plus equity language.
Huntress lists stability-oriented benefits like paid parental leave, strong medical coverage language, stock options for full-time employees, and home-office plus monthly digital reimbursements.
The company does not show salary ranges on every single posting across every region, so pay transparency is strong but not universal.

Pillar 5: Early-career outcomes

Score

12.8

/ 20

The company has a public progression story describing a move from Product Support Specialist into team lead and management roles, tied to manager support and use of professional-development funding.
Huntress’s LinkedIn footprint supports that Huntress hires at enough scale to allow internal mobility, but public profiles do not show promotion timelines in a measurable way.
The company does not publish early-career outcome metrics like internship-to-full-time conversion, 12–24 month retention, or typical time-to-promotion for junior tracks, which caps the outcomes score.