Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.saporo.io/

About the company

Saporo is a Swiss cybersecurity startup focused on Identity Security Posture Management, using graph-based analysis to surface and reduce identity-driven attack paths across hybrid environments. Saporo markets coverage across systems like Active Directory and cloud identity providers, with a product story built around helping defenders see environments “the way attackers do.” In December 2025, Saporo announced a €7M Series A to scale the platform and expand go-to-market across Europe and beyond. Saporo is based in Lausanne, with a remote-first setup across Europe-compatible time zones and some roles anchored to the Lausanne office.

Locations and presence

Saporo lists Lausanne as headquarters, with additional location signals including Munich, San Francisco, Zurich, Paris, and more. Hiring is largely remote-first, with some roles specifically tied to the Lausanne office or the United States.

Palpable Score

63.4

/ 100

Saporo has a credible early-career entry point through a structured BDR internship and a 1–3 years BDR role, plus several roles that explicitly promise mentorship or close founder exposure. The score is held back by thin public evidence on pay ranges and long-term early-career outcomes, plus a very small public review footprint.

Pillar 1: Early-career access

Score

12.2

/ 20

The company lists a BDR Intern role framed as a 6-month full-time internship and explicitly positions the role as learning “the fundamentals of modern B2B sales.”
Saporo also hires for a BDR, Americas role with a 1–3+ years bar, which can work as a first or second role for early-career sales candidates.
The company’s other visible openings skew mid-to-senior, so early-career access is real but not yet broad across functions.

Pillar 2: Hiring fairness and transparency

Score

13.3

/ 20

The company’s job pages give concrete “what you will do” scopes, required skills, and benefit blocks, which helps juniors self-screen and avoid role mismatch.
Saporo sets clear application instructions by role, including what to submit by email (resume, LinkedIn link, short fit note) and, for engineering, a structured ATS application route.
The company does not publish interview stages, typical timelines, or task expectations, so candidates still have to guess what the selection process looks like.

Pillar 3: Learning and support

Score

15.8

/ 20

The company states that backend engineers work closely with a Backend Tech Lead who provides hands-on technical guidance, code reviews, and mentorship.
Saporo builds training into entry roles, with the BDR internship offering mentorship and training from experienced sales and marketing professionals plus exposure to tools like HubSpot and Sales Navigator.
The company adds repeatable learning signals in at least one role via a professional development budget for training, conferences, and certifications.

Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company lists stability basics across multiple roles, including 25 vacation days plus public holidays, remote-first working, and health insurance for US employees.
Saporo describes compensation as “competitive” with equity across roles, but most postings do not publish salary ranges, which increases negotiation risk for early-career candidates.
The company has only a tiny public salary sample, so juniors have limited external benchmarks for what “competitive” means at Saporo.

Pillar 5: Early-career outcomes

Score

9.8

/ 20

The company links early-career entry to a possible next step, since the BDR internship explicitly mentions potential future full-time opportunities for high performers.
Saporo has minimal independent outcome evidence, with only a single public employee review that is positive on team and flexible time but negative on organization and micromanagement.
The company’s LinkedIn footprint shows a small team size and multi-location presence, but Saporo does not publish intern conversion rates, early promotion timelines, or retention outcomes, which caps confidence.