Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.rain.xyz/

About the company

Rain builds stablecoin-powered payments infrastructure for enterprises, including card programs that work anywhere Visa is accepted. The company positions the platform as end-to-end rails for cards, wallets, on and off-ramps, rewards, and cross-border payments. Rain publicly frames the business as “enterprise-grade” and “compliant,” with a focus on making stablecoins feel like normal money movement for users. Recent company updates highlight rapid scaling and expansion into more licensed markets.

Locations and presence

Rain is strongly New York–anchored, including a hybrid setup and a SoHo office referenced in hiring materials. The company also advertises San Francisco and remote as common hiring locations, plus international market expansion messaging tied to licensing.

Palpable Score

58.0

/ 100

Rain pays well and writes unusually clear role scopes for a crypto-adjacent company, which helps early-career candidates judge fit. The score drops mainly because true 0–3 year roles are scarce and there’s little public proof of early-career progression outcomes beyond job-posting claims and mixed review sentiment.

Pillar 1: Early-career access

Score

9.0

/ 20

The company’s most visible “associate/analyst” hiring still often starts at 2–4 years of experience (for example, Business Development Analyst and Revenue Operations Associate), which narrows true first-job access.
Rain posts many roles with 4+ years or 3–7+ years requirements (for example, Fullstack Engineer and Regulatory & Security Compliance Analyst), reinforcing a mid-to-senior skew.
The company does not publicly show a recurring internship or new-grad track on the main careers surface area that candidates can reliably plan around.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company publishes detailed “What you’ll do” lists and concrete tooling expectations (for example, HubSpot ownership and weekly cross-team standups in RevOps), which reduces guesswork for applicants.
Rain includes compensation ranges on some widely circulated postings and pairs them with benefit details, which supports informed decision-making earlier in the process.
The company has public interview feedback calling out slow scheduling, role mismatch in interviews, and missing feedback, which signals uneven process quality.

Pillar 3: Learning and support

Score

11.0

/ 20

The company writes role copy that promises early impact and cross-functional exposure (for example, coordinating BD, Partnerships, Legal, and Compliance in RevOps), which can create real learning if managed well.
Rain explicitly frames some roles as having a “clear path for growth” over time inside the function (for example, the Business Development Analyst role describing expansion into larger deal cycles and outbound strategy).
The company does not publish junior-specific support mechanics like mentorship commitments, onboarding milestones, or a structured ramp plan, so learning quality is hard to verify.

Pillar 4: Pay fairness and stability

Score

16.0

/ 20

The company’s public job listings include strong salary bands for non-senior roles (for example, Revenue Operations Associate listed at $100k–$150k and Compliance Analyst roles commonly shown with ranges).
Rain advertises stability benefits that matter early on: 401(k) match, high employer coverage for medical, plus stipends and equity language that applies broadly.
The company’s pay transparency is still inconsistent across the broader role set because ranges are easiest to find on certain mirrored postings rather than uniformly across every opening.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has some employee review coverage with a mid-range overall rating and recommendation rate, which is usable signal but not early-career-specific.
Rain has publicly visible candidate feedback that includes negative interview experiences, which can translate into uneven early-career outcomes if candidates need tighter coaching and clearer expectations.
The company’s LinkedIn footprint suggests an established team and ongoing hiring, but public sources still lack the outcomes grads want most: intern-to-offer rates, time-to-promotion examples, and 12–24 month retention for junior hires.

Useful links & resources

Rain careers and benefits overview Business Development Analyst (Europe) job post Rain Series C announcement (Jan 9, 2026)