Security at Meridian Cyber
We catch what the perimeter misses.
Illustrative photo. Meridian Cyber is a fictional company created to show the full-potential version of an Employer Brand Page.
Open roles
Demo roles - not real listingsDetection Engineer
Detection Engineering · Mid-level · Remote (US, 4hr overlap w/ Eastern)
Senior Cloud Security Engineer
Cloud Security · Senior · Remote (US)
Staff Product Security Engineer
Security Platform · Staff · Remote (US)
Security Engineering Manager
Detection Engineering · Manager · Remote (US)
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Meridian Cyber builds detection and cloud security tooling for mid-market financial services companies - a segment attackers target constantly and most vendors under-serve. The security engineering org is 34 people split across detection engineering, cloud security, and a small applied-research team, reporting through a VP of Security Engineering who sits on the weekly product leadership call.
Company at a glance
- Security team size
- 34 engineers across detection, cloud security, and applied research
- HQ
- Remote-first (US)
- Work model
- Remote-first (US)
- Open security roles
- 12
What it's like to work in security here
Security Has Real Organizational Influence
Security Engineering reports directly to the CTO, not through a general engineering VP, and the team has a standing veto on any launch that fails its pre-release review - three launches were delayed in the last year on security grounds, not zero.
- A named Security Launch Review gate in the release process, with sign-off tracked the same way as QA sign-off.
- The VP of Security Engineering presents a quarterly risk review directly to the board, not summarized by someone else.
"I've worked places where security review was a rubber stamp. Here, engineering plans around our review from the start because they know we'll actually say no."
Novel, High-Stakes Security Problems
Detection engineering here means building models that catch account-takeover attempts across a payments platform processing several billion dollars a year - false positives cost real customers real transactions, so the team can't hide behind a high-recall, low-precision model the way a lower-stakes product could.
- The detection team maintains its own labeled fraud/ATO dataset, rebuilt quarterly against live traffic, not a static benchmark.
- On-call detection engineers have direct read access to production traffic patterns, not just alert summaries, to actually debug a miss.
Blameless Incident & Postmortem Culture
Every incident, including near-misses, gets a written postmortem within 5 business days using a shared internal template, and the review explicitly separates "what broke" from "who was on call" - the on-call engineer writes the timeline, but a different senior engineer facilitates the review so it is never self-graded.
- A running, searchable archive of past postmortems is open to the whole security org, not just the team involved.
- The postmortem template has a mandatory section titled "What would have made this catch easier" - never "who missed this."
"I broke a detection rule in a way that let three days of fraud through. My postmortem was blunt about the timeline and nobody made it about me. We fixed the actual gap in the review process."
Security Partners With Engineering, Not Gatekeeps
Security ships paved roads, not just gates: a security-reviewed Terraform module library and a pre-approved base container image are the default path for any new service, so most teams never touch a manual security review at all - the review queue exists for the exceptions, not the norm.
- 92% of new services in the last two quarters shipped entirely on the paved-road modules with zero manual security review.
- One embedded security engineer sits inside the payments platform team full-time, attending their standups rather than reviewing from a queue.
Transparent, Fair On-Call Expectations
Security on-call rotates one week in six across the detection team, is compensated as a flat stipend on top of base salary regardless of how many pages come in, and the team tracks median pages-per-shift publicly - it has stayed under 3 for four straight quarters after a deliberate push to cut noisy alerts.
- Written on-call compensation policy, stated in offer letters, not negotiated case by case.
- A public internal dashboard of pages-per-shift the whole team can see, used to justify killing noisy rules.
Learning, Certification & Conference Budget
Every security engineer gets a $3,000/year learning budget that can be spent on certifications, conferences, or paid training with no manager approval needed under that cap, and Meridian has sent 11 engineers to Black Hat or DEF CON in the last two years.
- $3,000/year, self-service up to the cap - stated in the internal benefits wiki, not a vague "we support growth" line.
- 11 conference sponsorships (Black Hat/DEF CON) across a 34-person org in two years - a real, checkable ratio.
Structured Mentorship & Career Growth
A structured six-month mentorship pairing runs twice a year for anyone moving from IC to a senior or staff track, and three of the org's current senior engineers came up through it from a mid-level detection-analyst role rather than being hired in externally.
- A named, twice-yearly mentorship cohort with an internal program lead, not an ad hoc buddy system.
- 3 of 6 current senior/staff engineers were internally promoted through the program in the last two years.
"I joined as a detection analyst with no prior security-engineering title. Eighteen months and one mentorship cycle later I was writing the detection models myself."
Diverse Security Team
42% of Meridian's security engineering org identifies as women or non-binary, well above the industry's commonly cited 20-24% range for security-specific roles, and the team runs an internal Women in Security group that meets monthly and has a standing budget for a yearly offsite.
- 42% women/non-binary across security engineering, tracked and reported internally each quarter.
- A named internal ERG (Women in Security) with its own budget line, not just a Slack channel.
Security organization
- Team size
- 34 engineers across detection, cloud security, and applied research
- Reporting structure
- VP of Security Engineering reports directly to the CTO
- Functions
- Detection Engineering, Cloud Security, Applied Security Research, Security Platform
- How security collaborates
- One embedded security engineer per major product team, plus a central platform team that builds shared tooling
Security work
- Problems the team solves
- Account-takeover and fraud detection on a multi-billion-dollar payments platform, plus securing a multi-cloud infrastructure spanning AWS and GCP
- Stack
- Snowflake for detection data, a custom rules + ML hybrid detection engine, Terraform for infrastructure-as-code
- Cloud platforms
- AWS (primary), GCP (secondary, growing)
- Research
- A small applied-research pod publishes internally on fraud-pattern shifts quarterly and has presented twice at industry-specific (fintech security) conferences
How we work
Fully remote with a required 4-hour overlap window (10am-2pm Eastern) for synchronous work; the whole security org meets in person twice a year for a one-week offsite.
- Hours
- Flexible outside the 4-hour overlap window
- On-call
- One week in six, flat stipend, median under 3 pages/shift for four straight quarters
Growth
- Learning budget
- $3,000/year, self-service up to the cap
- Certifications supported
- OSCP, CISSP, AWS Security Specialty, GCP Professional Cloud Security Engineer
- Conference budget
- Included in the $3,000/year learning budget; 11 Black Hat/DEF CON sponsorships in the last 2 years
- Mentorship
- Twice-yearly structured 6-month IC-to-senior/staff mentorship cohort
What the interview looks like
Recruiter screen
A 30-minute call on background, motivation, and logistics.
30 min - A member of the talent team
Technical screen
A live walkthrough of a real (redacted) past detection or cloud-security problem - no algorithm-puzzle whiteboarding.
60 min - A senior engineer from the team you would join
Deep-dive panel
Two 45-minute sessions: one on hands-on technical depth, one on how you have handled ambiguity and incident response under pressure.
90 min total - Two engineers plus the hiring manager
Final conversation
A no-agenda conversation with the VP of Security Engineering about the role, the org, and your questions.
30 min - VP of Security Engineering
Before you interview
What to expect
- A real (redacted) detection-engineering or cloud-security problem from the team you would join - not an abstract algorithm puzzle.
- How you have handled an ambiguous incident or an on-call page under pressure.
- Your reasoning process, not just your final answer - interviewers ask "why" at every step.
What we evaluate
- Depth over breadth - going deep on one real problem beats naming ten tools.
- How you communicate uncertainty and tradeoffs, since most detection work is a judgment call, not a clean answer.
- Whether you ask clarifying questions before diving in, the same habit the job actually requires.
Come ready to discuss
- One incident or detection you are proud of, and what you would do differently now.
- A specific question about how the paved-road/security-review process actually works day to day.
- Your own on-call story, if you have one - what worked, what did not.
Meet the security team
Priya R.
Staff Security Engineer
"Engineering plans around our review from the start because they know we'll actually say no."
Marcus T.
Detection Engineer
"Nobody made my postmortem about me. We fixed the actual gap in the process."
Dana K.
Senior Detection Engineer
"I joined with no prior security-engineering title. Eighteen months later I was writing the models myself."
Alex F.
Cloud Security Engineer
"The paved-road modules mean I spend my week on the hard 8%, not chasing every new service through a manual review."
Jordan W.
VP of Security Engineering
"I present the risk review to the board myself every quarter. Nobody summarizes it for me, and nobody softens it."
More from the team
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