Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.kustomer.com/

About the company

Kustomer builds an AI-native customer experience platform that combines customer data, conversations, and automation in one workspace for support teams. Kustomer was founded in 2015 and is headquartered in New York. Kustomer operated under Meta after the acquisition closed in 2022, then became independent again in 2023. Public announcements and job materials describe continued investment in AI capabilities and growth hiring through 2025.

Locations and presence

Kustomer has a New York headquarters and a workforce spread across the US and the UK, with many roles listed as remote. Company materials also point to periodic in-person meetups and retreats to bring teams together.

Palpable Score

61.0

/ 100

Kustomer looks strongest on day-to-day hiring clarity and on internal enablement infrastructure, which tends to help early-career hires ramp faster. The overall score is held back by limited current entry-level openings visible on public job boards and thin public evidence on junior progression and retention outcomes.

Pillar 1: Early-career access

Score

8.0

/ 20

The company has had entry-level-friendly sales roles publicly posted with low experience requirements (including experience that could come from internships), but those postings are not consistently available year-round.
Kustomer’s currently visible openings skew senior, which reduces practical entry points for new grads right now.
The company does not publish a clearly labeled graduate or internship pipeline on the main careers surface, which limits reliable early-career access signals.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company’s job descriptions include concrete responsibilities, qualification expectations, and role context, which helps candidates self-select and reduces “mystery hiring.”
Kustomer publicly posts candidate-facing privacy terms that spell out what data is collected during recruiting and how it is used, including handling of video interviews.
The company includes explicit anti-scam language about legitimate outreach channels, but compensation ranges are not consistently visible across all currently posted roles.

Pillar 3: Learning and support

Score

14.0

/ 20

The company hires for go-to-market enablement leadership with ownership of onboarding, ongoing training, coaching, and certification, which is a concrete support mechanism for junior ramp in Sales and post-sales teams.
Kustomer has described structured in-person training and work sessions for sales teams in role materials, which is a tangible early-career learning signal beyond “learn on the job.”
The company’s public materials talk about learning and growth, but detailed early-career onboarding plans (first 30–90 days) are not consistently published for junior roles.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company has published salary ranges for some roles and references stock options as part of total compensation.
Kustomer lists a benefits package that includes fully paid medical coverage (US), retirement plan support, paid parental leave, and reimbursements that matter for early-career cash flow.
The company does not consistently show pay ranges across all current openings on the most visible job surfaces, which caps confidence in pay transparency for juniors.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has mixed but usable employee sentiment signals in public reviews, with neither strong consensus praise nor consistent red-flag patterns specific to early-career workers.
Kustomer has positioned some junior GTM roles as feeder paths toward fuller-cycle responsibilities, which is a positive intent signal, but it is not the same as proven promotions.
The company does not publish clear early-career outcome metrics such as promotion rates, retention over 12–24 months, or structured conversion rates from internships, which limits scoring on verified outcomes.