Great Place to Learn, Grow, and Drive a Career - Sales Coalfire Employee Review

4.0
18 Jan 2016
Recommend
CEO approval
Business outlook

Pros

-You control the pace of your career growth -Direct exposure to all levels of the organization -Fast paced environment in an exploding industry -Opportunity to work with, and learn from the smartest people in the InfoSec industry -Recently received $70M in investments from two leading PE firms (Carlyle & Chertoff) -Michael Chertoff is the previous U.S. Head of Homeland Security and his group specializes in Security Firms -Carlyle Group has $188B in assets with 35 offices across the globe -Positive change is the air, it is a perfect time to get involved -Hands on experience with the latest and greatest tools -Fun company culture -Flexible work schedule -Certification reimbursement -Company hardware -Industry recognition

Cons

-The company is still young (15 years old) -Growing pains -Lack of process -Young managers (No hand holding) -Objective Job Training vs. rigorous training curriculum -Fair amount of ambiguity - if you are a routine person, this not the place for you

Explore other reviews about Coalfire

5.0
29 June 2026
Recommend
CEO approval
Business outlook

Pros

Great benefits, variety of job functions and service offerings Excellent organizational and management structure Highly intelligent and effective workforce

Cons

Competitive hiring process due to quality of talent the company attracts.

3.0
24 June 2026
Recommend
CEO approval
Business outlook

Pros

- Real client-facing technical work in regulated/FedRAMP environments; good exposure if compliance-heavy cloud is your lane. - Internal mobility exists on paper; managers may encourage internal candidates for promotions. - New management clearly understands their assignment and is saying the right things and taking initial steps that appear to be moving us towards a strong path forward.

Cons

- Promotion paths can be unstable; roles may get restructured mid-process, which makes career planning hard. - Management quality is uneven; promotion into management isn't always tied to demonstrated leadership, technical capability, or appropriate vision. - Limited structured professional development. - Compensation progression can be a friction point, including for internal moves. - Bonus payouts have come in far below target even for top performers, which has been rough.

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