Glean

What Glean does

Glean builds an enterprise AI platform for search, assistants, and agents that connects company knowledge across the many internal tools an organization uses — Slack, Google Workspace, Jira, Confluence and dozens more — so employees can search and act across all of it. It raised a $150M Series F at a $7.2B valuation on June 10, 2025, and its 2025 Year in Review reports more than $250M in ARR with over 150% year-over-year growth and a "20T+ tokens-per-year run rate." Founded by Rubrik co-founder Arvind Jain and led alongside CTO Vishwanath T R, and headquartered in Palo Alto, Glean sits squarely in the enterprise-knowledge category, competing directly with Microsoft Copilot, Google Vertex, and a wave of emerging vertical agents. The company's core bet is that horizontal, permissions-aware enterprise search plus agents becomes the connective tissue of the AI-powered workplace — a large, contested market where distribution and integration depth matter as much as raw model quality.

What it is like to work at Glean

Glean runs a distinctive and singular office policy: most teams are in the office four days a week and work from home the remaining day — the only company in this set with that specific 4/1 hybrid posted on its own careers page, sitting in the in-office camp alongside xAI and Sierra but with a defined structure. Built In describes a "low-ego and respectful" culture with an explicit "no-jerk" rule, on-site free meals, and a learning stipend, and Glassdoor's 3.9/5 across 101 reviews indicates a broadly good working experience with an explicit "respectful and positive atmosphere" theme. The clear caveat is compensation and one specific org: JobsByCulture flags that the sales organization has "churn and toxicity problems that the company is working to address," and rates comp only 3.6/5. So the engineering-and-culture read is genuinely positive, but candidates should separate the strong general culture from the flagged sales-org issues and the comp-lag theme.

What Glean pays

Glean's pay is solid but is the clearest "comp lags peers" case in this set. Levels.fyi shows an SWE median around $330K with ranges from roughly $218K to $330K+, while 6figr reports an average total comp near $273K (range $214K-$528K) across 23 profiles. The problem is not the absolute numbers, which are respectable — it is the relative gap: JobsByCulture rates Glean's compensation just 3.6/5 with an explicit "compensation lags peers" theme, and despite more than $250M in ARR, cash comp trails larger AI labs by reviewer accounts. This is the recurring paradox of high-ARR, fast-headcount companies: scaling staff quickly puts pressure on per-employee comp. Candidates optimizing purely for total comp should triangulate levels.fyi and 6figr against the specific offer and level, and weigh the comp gap against the strong culture and growth story. Equity in a $7.2B private company is part of the package but, as always, illiquid.

How hiring works at Glean

Glean is reported to be the most selective company in this set. Taro puts the engineer pass rate at roughly 3% — the tightest bar here by a wide margin, roughly 7x more selective than Mistral's ~22%. The loop blends multiple technical rounds of coding and system design, and a LeetCode account describes a recursive structure: recruiter, then a one-hour technical screen, positive feedback in about two days, a four-loop virtual onsite, and a final round. The practical implication is that Glean expects strong system-design chops in addition to clean coding — this is not a loop you clear by winging it. Candidates should prepare deeply, especially on scalable-systems design given Glean's search-and-retrieval infrastructure focus, and expect a high, unforgiving bar. Of all the companies profiled, this is the one where under-preparation is most likely to end the process early, so budget serious prep time and treat the system-design rounds as the primary filter.

Growth & trajectory

Glean's growth is the strongest disclosed in this set. Headcount expanded from roughly 100 employees in 2022 to several hundred by 2026, with PitchBook and LinkedIn estimates placing it in the 500-800 range. The standout metric is revenue: the 2025 Year in Review reports more than $250M ARR with over 150% year-over-year growth and a 20T+ tokens-per-year run rate — the highest disclosed growth rate among the eight companies profiled here. That came on the back of the $150M Series F at a $7.2B valuation in June 2025. No public 2025-2026 layoffs were located, and hiring continues on the strength of that ARR. Founder Arvind Jain frames enterprise "AI-overwhelm" as a defining 2026 challenge the platform aims to solve, positioning Glean as the org-wide layer that tames tool sprawl. For candidates, the trajectory is genuinely attractive — fast, funded, and layoff-free — with the comp-lag and sales-org caveats being the main counterweights.

Risks to know

Two specific yellow flags stand out. First, JobsByCulture flags that Glean's sales organization has "churn and toxicity problems" that the company acknowledges it is working to address — a concentrated cultural risk that matters most for anyone considering a go-to-market role rather than engineering. Second, the same source rates compensation just 3.6/5 with an explicit "compensation lags peers" theme, a persistent signal at a company scaling headcount fast. On the market side, Glean competes head-on with Microsoft Copilot, Google Vertex, and a crowded field of emerging vertical agents — a genuinely contested category where incumbents have distribution advantages. On the positive side, no layoffs were located and growth is strong, so the risk profile is less about survival and more about comp trailing peers plus a specific sales-culture issue. Candidates should ask directly about both, and weigh the comp gap against Glean's strong overall culture and best-in-set growth.

Who thrives at Glean (and who should not)

Thrive: candidates with applied enterprise-AI experience, genuine comfort with a 4-days-in-office hybrid, and an internal-tooling mindset oriented toward customers' knowledge systems and search/retrieval infrastructure. The low-ego, no-jerk culture, strong Glassdoor sentiment, and best-in-set ARR growth reward collaborative builders who value a respectful environment and a fast-growing, layoff-free company. If you clear the demanding ~3%-pass-rate bar and value culture and growth over maximal cash, Glean is an excellent seat. Avoid: candidates optimizing purely for cash comp, since total comp trails larger AI labs by explicit reviewer accounts and the comp score is a flagged 3.6/5; anyone needing fully remote work, given the singular and non-negotiable 4/1 in-office mandate on the careers page; and candidates eyeing sales roles who would be unsettled by the publicly flagged sales-org churn and toxicity. Engineers who value respectful culture and are willing to prep hard for the loop are the best-matched profile.

Roles Glean is hiring for

The roles Glean is most actively hiring right now in our index, with a live count and the salary guide for each:

The full board of open roles — with comp and location on every posting — is at the top of this page.

The signals behind this page

The hiring picture here is read from 81 live Glean postings in our index (refreshed weekly); 95% are remote-friendly, and in a recent sample 58 disclose a pay-transparency band. The culture, growth, and interview detail above is researched and cited; the open-roles board is live from our jobs index.

Sources

• Glean raises $150M Series F at $7.2B (Glean, Jun 10, 2025)
• Glean Year in Review 2025 (>$250M ARR, >150% YoY)
• Careers at Glean: 4-days-in-office policy (Glean)
• Glean Software Engineer Salary $218K-$330K+ (Levels.fyi)
• Glean Culture & Jobs: comp 3.6/5, sales churn (JobsByCulture)
• Glean Interview Experiences, ~3% pass rate (Taro, 2026)
• Company culture, no-jerk rule (Built In, 2026)