Cohesity
Cohesity Career Growth & Development
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 career growth & development like at Cohesity?
Strengths in internal development infrastructure and visible internal promotions are accompanied by less standardized advancement signals and variability in how growth plays out across teams. Together, these dynamics suggest Cohesity can enable meaningful career development for proactive employees, while predictability of progression and mobility may depend heavily on manager, organization, and integration timing.
Positive Themes About Cohesity
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Internal Mobility: Internal movement is evidenced by an executive-level promotion from SVP, People & Workplace (and Chief of Staff to the CEO) to Chief People Officer in August 2024. Early-career pathways are also reinforced by statements that interns are often converted into full-time hires.
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Training & Education Access: Structured learning access is signaled through Cohesity Academy, which offers self-paced courses, live classes, certifications, and hands-on ransomware-resilience workshops. Additional enablement elements like an active user community and related resources provide multiple modalities for learning.
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Growth Culture: A growth-oriented culture is emphasized through guiding behaviors such as “Fail forward,” “Act like an owner,” and “Embrace change,” which can support experimentation and skill-building. Cross-team connection is further supported through 40+ employee-led Belonging Communities that can broaden networks for development.
Considerations About Cohesity
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Unclear Advancement: A company-wide guarantee that internal candidates are prioritized is not publicly stated, leaving advancement norms role- and business-need dependent. Career growth signals are therefore present but not framed as a consistent, standardized ladder across roles.
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Opaque Promotions: Advancement outcomes are described as uneven, with the overall experience varying by team, manager, and location. This inconsistency can make promotion expectations feel less predictable depending on where you sit in the organization.
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Limited Mobility: Organizational change tied to the Veritas combination is described as creating shifting processes and priorities, which can slow or complicate moves. These dynamics can introduce friction for transfers or role changes during integration periods.
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