Cyera
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What It's Like to Work at Cyera
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 Cyera?
Strengths in innovation, compensation upside, and rapid-growth career acceleration are accompanied by the typical scale-up costs of high workload, shifting priorities, and uneven experiences across teams. Together, these dynamics suggest a strong employer reputation for high-agency builders who tolerate ambiguity, with elevated fit risk for candidates seeking stable pace, mature processes, and consistently inclusive team norms.
Positive Themes About Cyera
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Innovation & Products: Work is positioned around cutting-edge cybersecurity challenges in data risk management, including DSPM and cloud/on-prem data discovery and classification. The pace of building and shipping appears tied to direct customer impact in data protection.
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Compensation: Compensation is portrayed as competitive for a venture-backed cybersecurity company, with salary plus meaningful equity as a central part of the value proposition. For some roles, earnings potential is framed as especially strong in go-to-market positions.
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Career Growth: Rapid scaling is described as creating opportunities to expand scope quickly and advance as teams grow. The environment is framed as one where ownership and impact can accelerate progression for high performers.
Considerations About Cyera
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Workload & Burnout: The operating pace is repeatedly characterized as intense, with high expectations and a “grind” mindset rather than a relaxed environment. Longer hours and always-on execution pressure are implied as common tradeoffs in this stage of growth.
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Change Fatigue: Priorities and processes are depicted as shifting often, with role ambiguity and evolving structure as the company scales. The need to operate without mature playbooks can create friction for people who prefer predictability.
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Exclusion & Bias: There are mentions of cliques and perceived favoritism tied to specific backgrounds, including Israel-heavy leadership networks. This dynamic is framed as potentially affecting fit, recognition, and advancement depending on team and location.
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