• The company’s public “Open Positions” page surfaced a single role (Information Security Manager), which is not an early-career entry point.
• Hyperscience routes applications to an external ATS link rather than listing a broader set of junior or associate openings directly on the public page.
• The company does not publicly show recurring 0–3 year roles (for example “Associate,” “Junior,” inter

‍

• The company publishes candidate-friendly interview expectations, including optional virtual interviews, relaxed dress code guidance, and explicit accommodation language for childcare, internet issues, and take-home timing.
• Hyperscience states candidates can contact the recruiter or recruiting coordinator to adjust logistics, which is a concrete fairness signal for early-career applicants juggling constraints.
• The company has mixed third-party interview experience signals, including reports of ghosting and lengthy processes, so transparency is not consistently experienced by candidates.

‍

• The company describes a structured remote onboarding approach with a “new hire class,” self-serve curriculum, and shipped hardware plus guided setup for day one.
• Hyperscience includes community-building language in onboarding (“sense of community from the moment your new hire class starts”), which is relevant to early-career ramp in remote teams.
• The company does not publicly show role-level coaching mechanics (examples: buddy systems, scheduled 1:1 cadence, or progression rubrics), so learning support cannot score higher on visible proof.

‍

• The company lists meaningful baseline benefits, including a 401(k) match (100% up to 6%), flexible PTO, paid parental leave, and a wellbeing reimbursement-style benefit.
• Hyperscience adds a clear disclaimer that benefits can change and vary by jurisdiction, which is transparent but also reduces perceived stability for candidates evaluating offers.
• The company has public commentary about benefit cuts alongside layoffs in prior years, and most job postings are not publicly paired with salary ranges, so pay fairness cannot be scored as strong.

‍

• The company has widely reported layoff events (including a ~25% cut reported in 2022 and further layoff claims in 2023), which is a direct retention risk for early-career hires.
• Hyperscience has limited public early-career progression evidence such as time-to-promotion ranges, internal mobility stats, or junior retention outcomes, so outcomes scoring is constrained by missing data.
• The company’s public review themes include instability concerns, and there is not enough consistent, public proof of junior advancement patterns to offset that risk.

‍