Cybereason
Cybereason Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cybereason and has not been reviewed or approved by Cybereason.
How are the compensation & benefits at Cybereason?
Strengths in flexibility, time‑off breadth, and healthcare are accompanied by challenges in incentive realization for sales roles, retirement match generosity, and pay growth consistency. Together, these dynamics suggest a benefits-forward package with mixed compensation outcomes that vary by role, level, and location.
Key Insight for Candidates
Defining tradeoff: generous flexibility/PTO and solid health coverage, but weaker retirement economics (often no 401(k) match) and mid-market cash ranges. You’re trading work-life perks for less aggressive pay/retirement upside—critical if employer matching or top-of-market comp is a priority.Evidence in Action
- Post-Acquisition Policy Harmonization — LevelBlue acquisition (November 2025) initiated compensation-and-benefits harmonization across the combined company. Employees encounter evolving plan details and timing changes, so verifying 401(k), healthcare, and leave specifics during offers and open enrollment becomes a routine expectation.
- High OTE, Low Attainment — On-Target Earnings (OTE) for Strategic AEs (~$300k) and Sales Engineers (~$240k) coexist with quota attainment near 35%. Sales employees’ realized pay often falls below headline OTE, making attainment-driven variability a defining factor in compensation satisfaction and planning.
Positive Themes About Cybereason
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Flexible Benefits: Remote-work options, flexible PTO, and lifestyle/home‑office stipends indicate adaptability to different employee needs. Publicly available benefits descriptions consistently emphasize flexibility as part of the package.
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Leave & Time Off Breadth: Paid parental leave and a flexible or unlimited PTO approach, along with a robust holiday calendar, point to generous time‑off provisions. Employer-verified PTO information supports that these practices are active, not just advertised.
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Healthcare Strength: Health, dental, and vision coverage are prominently featured, with signals of generous employer-paid options in some markets. Wellbeing resources such as an EAP and mental-health support further strengthen the core offering.
Considerations About Cybereason
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Weak & Unreliable Incentives: On‑paper OTEs for sales look competitive, yet low quota attainment indicates realized earnings can fall short. Variability by role and period suggests uneven incentive outcomes.
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Inadequate Retirement Support: Absence of a 401(k) match in the U.S. is described, reducing the overall value of retirement offerings despite plan availability. This dampens the competitiveness of the financial benefits mix.
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Stagnant Pay & Limited Progression: Limited raises are described in some periods, implying slower pay growth for parts of the organization. This can temper otherwise competitive headline compensation figures.
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