Companies Code Red Partners

Code Red Partners

San Francisco, California, USA

22 Total Employees

Year Founded: 2017

View Website

Similar Companies Hiring

Achieve

Fintech • Professional Services • Sales • Financial Services

3 Offices

2231 Employees

UL Solutions

Automotive • Professional Services • Software • Consulting • Energy • Chemical • Renewable Energy

28 Offices

15000 Employees

Headway

Consumer Web • Healthtech • Professional Services • Social Impact • Software

3 Offices

819 Employees

What It's Like to Work at Code Red Partners

Updated on February 25, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's it like to work at Code Red Partners?

Strengths in niche positioning, flexibility, and autonomy are accompanied by recurring concerns around competitive culture, variable commissions, and limited formal enablement. Together, these dynamics suggest outcomes are highly desk- and manager-dependent, making careful validation of comp mechanics and support critical to the employer’s overall reputation.

Positive Themes About Code Red Partners

Autonomy: Being a lean boutique is framed as giving latitude, direct client access, and a self-directed desk, with strong individual producers able to shape earnings and trajectory.
Work-Life Balance: Remote-friendly flexibility and work-life balance are described as positives, with limited meeting overhead highlighted as part of the day-to-day experience.
Market Position & Stability: A tight cybersecurity-and-compliance niche plus recognizable tech client logos are positioned as providing access to high-impact, senior searches and durable demand in a specialized segment.

Considerations About Code Red Partners

Toxic Culture: A competitive, sales-driven environment is characterized as potentially “dog-eat-dog,” with internal competition around account and candidate credit creating tension.
Compensation: Commission splits and on-target earnings alignment are presented as a key friction point, with emphasis on needing exact commission grids, thresholds, split rules, and payout history.
Limited Development: A boutique setup is associated with less formal training and enablement, and the ramp plan is flagged as something to confirm due to reported training gaps.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

Is This Your Company? Claim Profile