Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.sosafe-awareness.com/

About the company

SoSafe sells security awareness training and “human risk” products for organisations, including phishing simulations and behaviour-science-based learning content. The company also markets an AI security copilot called “Sofie” as part of the platform. SoSafe has scaled through multiple European hubs while keeping Cologne as the headquarters. The company has publicly talked about rapid headcount growth during funding announcements.

Locations and presence

SoSafe lists Cologne as headquarters, with additional office locations across major European cities including Berlin, Munich, Amsterdam, Paris, Madrid, Dublin, and London. Roles are commonly advertised as hybrid or remote across these hubs.

Palpable Score

58.6

/ 100

SoSafe is strong on “how hiring works” and has unusually explicit public detail on interview stages and feedback expectations. Entry-level access and early-career outcomes are harder to verify from public evidence because many roles skew mid-to-senior and promotion or retention signals are thin.

Pillar 1: Early-career access

Score

9.2

/ 20

The company shows some entry-level access through roles titled “Junior” such as Junior Payroll Specialist with a 1–2 years profile.
SoSafe’s public job advertising footprint looks weighted toward experienced hiring, with many roles framed as mid-level, senior, or leadership across functions.
The company does not surface a dedicated graduate or internship track on the main careers site, and the primary listings feed is difficult to view without JavaScript, which limits visibility into true 0–3 year volume.

Pillar 2: Hiring fairness and transparency

Score

14.8

/ 20

The company publishes a step-by-step hiring flow (recruiter interview, hiring manager interview, then 3–5 structured panel interviews, sometimes with a case study).
SoSafe states candidates should receive feedback quickly after interviews and frames the process as transparent and two-way.
The company’s Glassdoor interview evidence is mixed, with some candidates praising transparency and communication, and others reporting very long multi-round loops.

Pillar 3: Learning and support

Score

15.0

/ 20

The company claims “Lifelong learning” support with a dedicated Learning and Development team plus development opportunities and training options for employees.
SoSafe references feedback programmes and leadership development as part of the growth setup, which matters for early-career skill building if applied consistently.
The company’s role-level postings do not consistently spell out onboarding plans, coaching cadence, or structured junior mentorship, so the strength of support at team level is not fully auditable.

Pillar 4: Pay fairness and stability

Score

10.8

/ 20

The company highlights benefits that support stability and wellbeing, including 33 days of vacation, flexible work hours, and employer-provided tech.
SoSafe references mental health coaching support (OpenUp/Open-Up) and practical help like relocation guidance and special leave options.
The company rarely shows salary ranges in public job pages, and the available pay data in public aggregators appears limited by small sample sizes, which caps confidence in pay fairness for juniors.

Pillar 5: Early-career outcomes

Score

8.8

/ 20

The company has a middling public employee sentiment signal on Glassdoor, and the review volume is not large enough to isolate early-career experiences confidently.
SoSafe’s LinkedIn job footprint indicates ongoing hiring across hubs (including some entry-level postings), but this does not translate into clear, trackable promotion or retention outcomes.
The company does not publish early-career outcome metrics such as time-to-promotion, internal mobility rates, or junior retention over 12–24 months, which materially limits this pillar.