Company details

HEADCOUNT

500-999

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.withpersona.com/

About the company

Persona builds configurable identity infrastructure used for identity verification, KYC, AML, KYB, fraud prevention, and onboarding. The product is built around modular “building blocks” that companies can combine into custom verification flows. Persona also publishes end user verification guidance for partners using Persona in their own products, including identity verification on LinkedIn. Persona positions the platform for both consumer onboarding and workforce-related identity checks.

Locations and presence

Persona is headquartered in San Francisco, with hiring activity that also shows up in the San Francisco Bay Area and New York, plus a meaningful set of remote roles in the US. The company markets and supports a global customer base, with self-serve resources and partner documentation aimed at international end users.

Palpable Score

74.3

/ 100

Persona is one of the clearer examples of a fast-growing startup that still makes room for early-career entry through named programs, internships, and associate-style roles. The main limiter is outcomes visibility: there are some strong anecdotes, but less public, repeatable data on promotion velocity, retention, and cohort results.

Pillar 1: Early-career access

Score

16.0

/ 20

The company publishes multiple early-career tracks, including a Business Leadership Program, a Technical Leadership Program, and a Sales Accelerator Program, which is a stronger signal than occasional “new grad” postings.
Persona runs internships and also frames full-time roles for people “still in school or just starting your career,” including engineering and product design pathways with early ownership language.
The company’s open roles skew mid-level and senior in many functions, so early-career access looks strongest in specific pipelines rather than across every department.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company frequently includes compensation ranges and “offers equity” notes in public job ads, which reduces guesswork for early-career applicants deciding whether a process is worth the time.
Persona has public descriptions of structured interview stages for some roles, including screens, take-home style work, and presentation-style rounds, which sets clearer expectations than informal, opaque startup hiring.
The company talks about candidate experience in ways that suggest care, but there is limited public detail on feedback standards, timelines, or what a “good” take-home submission looks like for junior applicants.

Pillar 3: Learning and support

Score

16.0

/ 20

The company frames early-career programs around hands-on mentorship and cross-functional exposure, including rotating through business functions in the Business Leadership Program.
Persona offers paid professional development reimbursement and describes early-career work as shipping or contributing from week one, which usually correlates with real learning loops rather than shadow-only internships.
The company shares specific stories about mentorship support, but consistent manager rituals, onboarding checklists, and review cadence are not described in a way a candidate can rely on before joining.

Pillar 4: Pay fairness and stability

Score

14.3

/ 20

The company posts many roles with salary bands and equity language, which is unusually helpful for early-career candidates trying to compare offers and cost-of-living tradeoffs.
Persona’s publicly visible benefits include items like coworking stipends for fully remote employees and family-planning support, which improves stability signals for early-career hires planning around health and life costs.
The company does not consistently publish salary ranges across every role and location context, so pay fairness is strong where disclosed but still capped by missing coverage.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company describes early-career program endpoints with concrete landing roles after completion, including post-sales roles following the rotational Business Leadership Program, which is a real outcome marker.
Persona publishes at least one clear internship-to-full-time pathway story, but the company does not provide cohort-wide conversion rates, promotion timing, or 12–24 month retention metrics.
The company’s LinkedIn employee patterns show a sizable and growing team, but public profiles alone do not replace structured outcome reporting on early-career progression and internal mobility.

Useful links & resources

Early careers at Persona Persona Careers From campus to career: Persona’s Technical Leadership Program