Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.sedulogroup.com/

About the company

Sedulo Group is a private competitive intelligence, market intelligence, and strategy consulting firm. The company sells research and analysis work to large organisations, including Fortune 500 clients, with a heavy emphasis on healthcare and life sciences themes in recent hiring. Sedulo Group’s website positions roles as “impact from day one”, but the public careers content is short and relies on emailing a resume alongside a “current openings” link. Public employer-platform data suggests a mid-sized consulting shop with a US base.

Locations and presence

Sedulo Group is listed as based in Louisville, US, with roles also advertised as remote in US job listings. The company presence online is primarily the corporate site, LinkedIn jobs, and employer-review platforms rather than a detailed careers hub.

Palpable Score

52.8

/ 100

Sedulo Group has some early-career access through at least one explicitly “entry-level (2–3 years out of undergrad)” role and a hiring process that can include a phone screen and a short assignment. The score stays cautious because the careers page lacks concrete process detail, salary transparency is patchy, and early-career outcomes are not published beyond small-sample reviews.

Pillar 1: Early-career access

Score

10.3

/ 20

The company advertises at least one role labelled entry-level with “2–3 years out of undergrad” wording, which is a genuine early-career access signal.
Sedulo Group’s live openings visible on major job boards appear limited in number and skew toward mid-level client and intelligence roles rather than repeated junior hiring.
The company asks candidates to email a resume for interest, but the company does not publish internships, apprenticeships, or a recurring graduate intake on the Sedulo Group careers page.

Pillar 2: Hiring fairness and transparency

Score

10.6

/ 20

The company’s careers page offers a “current openings” route but also relies on emailing a resume, which creates uneven structure depending on role and recruiter handling.
Sedulo Group’s interview reports include a phone screen followed by an in-person interview and a brief assignment presentation, which is role-relevant but not fully standardised or time-bounded on the company site.
The company has mixed candidate sentiment on interview experience on employer platforms, and the company does not publish timelines, stages, or feedback commitments to reduce uncertainty for applicants.

Pillar 3: Learning and support

Score

11.5

/ 20

The company promises mentorship and “structured career paths” on the careers page, which is the right kind of signal for early-career development.
Sedulo Group frames work as close to senior decision-making and high-stakes client outputs, which can accelerate learning if supervision is consistent.
The company does not publish onboarding plans, training calendars, analyst playbooks, or clear progression checkpoints for juniors, so learning support is hard to verify from public materials.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company has at least one publicly listed salary figure for a strategy analyst role (shown on job boards), which is better than “competitive” alone.
Sedulo Group does not publish salary ranges or benefits on the main careers page, which limits pay fairness visibility for early-career candidates comparing offers.
The company’s public job-board footprint suggests stable full-time roles, but the company does not explain compensation progression for analysts or how pay grows with responsibility.

Pillar 5: Early-career outcomes

Score

10.4

/ 20

The company has a moderate overall employee rating and recommendation rate on employer platforms, which suggests outcomes are mixed rather than clearly strong.
Sedulo Group does not publish measurable early-career outcomes such as analyst-to-senior promotion timelines, 12–24 month retention, or training completion rates.
The company has limited public evidence of repeat junior cohorts or structured early-career pipelines, which makes it hard to separate isolated entry hiring from sustained early-career progression.