CodeWall

Why applying the normal way doesn't work

CodeWall uses an ATS, but referrals still come first. Cold applications aren't ignored — they're just behind referrals, sourced candidates, and recruiter picks.

Who to contact at CodeWall

Who decides

the hiring manager

Best channel

LinkedIn or direct email

What to show them

Take one technique from your own engagements (an auth-bypass chain, GraphQL abuse, or JWT reuse like the 365-day tokens in the Bain write-up) and write it up as a decision procedure an agent could follow: signals to look for, branches, how to confirm without causing damage, and what evidence to capture.

A cold email that works at CodeWall

What CodeWall screens for

Osney Capital is a UK cybersecurity specialist fund, and Paul Wilkes's framing ('giving every enterprise an attacker of its own') matches the thesis exactly. InReach and Antler round out a very European, very technical cap table. The interesting thing is the order: CodeWall published three breach write-ups on top-tier consultancies before announcing a cent of funding, and that research is its marketing, recruiting and sales pipeline. With $4M and seven open roles, it is building the first real team now. The Security Researcher and Red Teamer hires will literally shape what the agent knows how to do.

Tailor your CV to the specific CodeWall role rather than sending a general one. Applications that mirror the language of the job description clear automated filters at a materially higher rate.

Avoid

Don't make these mistakes

Don't open by complimenting the McKinsey hack. Every applicant will, and Paul has already done that press cycle. Don't pitch 'AI will replace pentesters' either: the Red Teamer role exists to turn human tradecraft into better agents, so the company values tradecraft. Paul is a hands-on hacker: Moonpig and Domino's disclosures in 2015–16, then open-source tools shhgit (about 4k GitHub stars) and bucket-stream. Credentials and certification lists matter less to him than a bug you actually found or a tool you actually shipped.

Mistakes that kill CodeWall applications

• ✕

  Don't send the same CV you sent everywhere else. At people it's obvious, and it's the fastest rejection there is.

• ✕

  Lead with their problem, not your ambition. CodeWall is focused on AI has compressed the attacker's timeline more than the defender's — show you understand that.

• ✕

  Don't apply and wait. The median AI application gets no response ever. One follow-up at day five roughly doubles reply rates.

We don't yet have verified candidate reports for CodeWall. What follows is the typical process for a -person AI company, so treat it as a model, not confirmed detail.

Interview stages

1. 1

   Recruiter Screen

   Phone or video · 30 min

   What it testsBasic qualification and logistics
   Usually run byRecruiter or HR
2. 2

   Hiring Manager Interview

   Video call · 45 min

   What it testsRole fit and experience deep-dive
   Usually run byHiring manager
3. 3

   Technical/Functional Round

   Video call · 60 min

   What it testsSkills assessment and problem-solving
   Usually run byTeam members
4. 4

   Final Round

   In-person or video · 60 min

   What it testsCulture fit and cross-functional alignment
   Usually run bySenior leadership