Cyera
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Cyera Company Culture & Values
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 the company culture like at Cyera?
Strengths in openness, learning, and collaborative norms are accompanied by scale-up intensity that can elevate pressure and uneven day-to-day experience across functions. Together, these dynamics suggest a high-ownership culture with strong growth energy, where sustainability and perceived fairness depend heavily on team-level leadership and operating cadence.
Positive Themes About Cyera
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Open Communication: Leaders are frequently described as accessible, with transparent executive communication through all-hands and town halls. A flat hierarchy is portrayed as enabling quick idea-sharing and cross-functional collaboration.
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Learning & Knowledge Sharing: Professional development is positioned as a core part of the employee experience via structured training (e.g., “Cyera Academy”), mentorship, learning stipends, and internal tech talks. Innovation days and hackathons further reinforce a learning-by-building environment.
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Collaborative & Supportive Culture: Teams are framed as high-camaraderie and “no egos,” with intentional rituals like offsites, virtual hackathons, and shared productivity norms such as “No-Meeting Wednesdays.” Remote-friendly tooling and hybrid touchpoints are presented as supporting collaboration across geographies.
Considerations About Cyera
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Workload & Burnout: The environment is repeatedly characterized as intense and “not a chill and coast” workplace, with long hours and always-on expectations during hyper-growth and launch periods. This dynamic is linked to burnout risk, particularly in customer-facing and delivery-heavy roles.
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High-Pressure & Micromanaging Culture: Go-to-market contexts are portrayed as quota-pressured, with accounts of heavy meeting load and micromanagement on messaging and execution. Lower quota attainability is associated with heightened pressure and potential morale strain.
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Favoritism & Inequity: Uneven recognition and perceived preference for certain backgrounds or networks are cited as cultural friction points. These signals suggest that fairness and appreciation may vary meaningfully by team, manager, or location.
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