Company details

San Francisco, CA

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://sierra.ai

About the company

Sierra is a software company building AI-powered customer service and enterprise agents designed to improve the way businesses automate and personalise user interactions. The company was co-founded by Bret Taylor (former Salesforce co-CEO and OpenAI chairman) and Clay Bavor (ex-Google Labs), and is focused on combining research-level AI with real-world deployments across global brands. Sierra has raised large funding rounds and secured major enterprise clients, and is positioning itself as a leader in next-generation AI agent tooling.

Locations and presence

Sierra is headquartered in San Francisco with additional offices in Atlanta, New York, and London, and emphasises in-person collaboration while allowing remote work when necessary.

Palpable Score

64.0

/ 100

Sierra is emerging as a strong early-career option among newer AI startups because it has explicitly visible new-grad and internship roles across software engineering functions, which is rare among early-stage AI firms of this size. However, Sierra’s early-career hiring still sits alongside many senior roles, and public information about structured onboarding, development programming, pay transparency, and outcome tracking is limited, so the score reflects both opportunity and information gaps.

Pillar 1: Early-career access

Score

14.5

/ 20

The company lists summer 2026 internships and “New Grad / Software Engineer” roles across San Francisco, London, and New York, signalling a real early career hiring pipeline.

Sierra also mentions a broader Early Career Program in its careers copy, emphasising mentorship and working directly with customers from day one.

The majority of open roles are still senior or mid-level, meaning the junior hiring volume is present but not yet high-volume.

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Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

Sierra publishes Equal Opportunity and candidate support language and invites candidates to experience culture in its offices, which improves transparency.

Public job descriptions list specific role expectations but do not formally describe the interview stages, timelines, or assessments in a consistent, public way.

There is limited third-party public candidate feedback available on interview consistency or candidate communication, so predictability is unclear.

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Pillar 3: Learning and support

Score

13.5

/ 20

Sierra highlights work with customers and mentoring for early-career hires, which are promising signals for hands-on skill development.
The company’s size and co-founder pedigree suggest project-heavy roles, which can accelerate real experience if supported well.
Public evidence of structured intern onboarding, learning stipends, or formal early-career curriculum is not yet available, limiting clarity.

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Pillar 4: Pay fairness and stability

Score

11.0

/ 20

Sierra includes generous benefits like health, retirement match, parental leave, and flexible time off in careers materials.
There is no publicly posted salary range for early-career roles, and compensation transparency is limited across listings.
Without consistent pay-range guidance or third-party benchmarks, it’s hard for graduates to benchmark offers ahead of time.

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Pillar 5: Early-career outcomes

Score

13.0

/ 20

The existence of internship and new-grad roles suggests potential conversion pathways into full-time offers, but the company hasn’t published conversion or retention metrics publicly.
Sierra’s rapid growth and major funding rounds signal job stability and longer-term runway relative to many startups.
There’s limited aggregated employee sentiment or early-career progression data online, making it hard to assess typical outcomes.

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