Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.panaseer.com

About the company

Panaseer builds a Continuous Controls Monitoring platform that gives companies cybersecurity insights by pulling together signals from security and IT tools into metrics, dashboards, and audit-ready views. The company was incorporated in 2014 and was founded by Nik Whitfield and Mike MacIntyre. Panaseer positions the product around reducing control failures and improving assurance for security and risk teams. Jonathan Gill has led Panaseer as CEO since 2021.

Locations and presence

Panaseer is registered in Godalming, UK and describes the business as remote-first. Hiring and customer focus show a UK base with a transatlantic footprint, with company communications referencing London and New York.

Palpable Score

47.4

/ 100

Panaseer looks like a solid place to work once hired, with clear remote-first benefits and a generally structured setup. The limiting factor for graduates is access: public hiring visibility is currently very thin and skewed senior, and there’s not enough published evidence of repeat early-career outcomes to score higher.

Pillar 1: Early-career access

Score

6.0

/ 20

The company currently lists only one live opening on the main careers board, and the role is an Engineering Manager rather than an entry role.
Panaseer does not present internships, graduate roles, or junior tracks as a regular intake on the careers site, which makes entry routes hard to plan around.
The company has had a broader mix of roles appear on external job aggregators in the past, but that history is not the same as consistent 0–3 year hiring today.

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Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company has public candidate interview reporting that skews mostly positive, with mid-range difficulty rather than extreme “gotcha” loops.
Panaseer does not publish a clear, role-by-role interview map with timelines and task expectations on the careers site, which increases uncertainty for first-time applicants.
The company uses a formal ATS-style application flow, which is a better baseline than informal email-only recruitment.

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Pillar 3: Learning and support

Score

11.0

/ 20

The company frames Panaseer as remote-first and backs this with practical support like a productivity allowance for remote working.
Panaseer lists wellbeing and protection benefits such as private health insurance, life and income protection, and access to a wellbeing coach, which supports early-career stability.
The company does not spell out junior-specific support mechanisms like buddying, a 30-60-90 ramp plan, or feedback cadence, so learning support is hard to verify beyond benefits and values.

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Pillar 4: Pay fairness and stability

Score

9.7

/ 20

The company publishes a benefits package that includes health cover and insurance-style protections, which improves job stability even when salary is unknown.
Panaseer does not consistently publish salary bands on its careers pages, which makes pay fairness harder for early-career candidates to assess before interviews.
The company has public salary estimates for engineering titles on third-party sites, but these are not employer-set ranges and can be noisy at small sample sizes.

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Pillar 5: Early-career outcomes

Score

8.7

/ 20

The company has a moderate volume of public employee reviews, with recommendation rates sitting around the middle rather than strongly positive or strongly negative.
Panaseer has limited public, early-career-specific progression evidence such as intern conversion, time-to-promotion, or 12–24 month retention.
The company’s current low volume of openly listed roles makes it harder to infer repeat junior hiring patterns or sustained early-career growth routes.

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