This is Hoxhunt

We are on a mission to reduce your human risk by putting Hoxhunt into the inboxes of employees worldwide.

2M
users worldwide
0.5M
simulations/week
10M+
analyzed threats
30+
languages
A collage of hoxhunt employees
People at Hoxfest

Hoxhunt origins

It started with a question over sushi (no, we’re not making that up): “Why does security awareness and phishing training always suck?”

Then-Nokia CISO, Petri was tired of watching social engineers tricking people with tactics that were smarter than the SAT tools were engaging or effective. If hackers focused on people, why couldn’t security training, too?

The whole model needed a redesign. So co-founders Mika and Pyry started coding. They pioneered the AI-enabled Hoxhunt Human Risk Management platform. It was smart, fun and effective everywhere that the old SAT model was dumb, miserable and stagnant. Petri and his colleagues rejoiced: “Security awareness that doesn’t suck! It measurably changes behavior!”

Changing cybersecurity behavior since 2016

Hoxhunt quickly ascended from scrappy startup, to G2’s SAT category leader, to award-winning pioneers of an emerging category: Security Behavior Change and Human Risk Management.

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2016
Hoxhunt founded
2018
$3 million Series A with Dawn Capital, with participation with Icebreaker
2019
Enterprise customer wins: DocuSign, Airbus, AES, Schindler, Nokia
2021
Deloitte Fast50:  4284% growth over four years
2022
Series B: $40 million with New York-based Level Equity Management
2023
Named a Gartner Representative Provider of the SBCP category, G2 category leader
2024
Multiple awards: CSO50 with AES; Globee Cyber Awards; Trust Radius; InfoSec Awards

Hoxhunt Human Risk Management Principles

Human risk reduction must start with people.

We succeed together

Risk-first strategies over compliance

We're hungry for feedback

Human first approaches over command and control

We have courage to take initiative

Continuous skill development over  scheduled activities

Psychological safety is a must.

We welcome failure and missteps as a part of the learning process and meet it with positive skill development (rather than punishment) to build secure habits

We meet employees where they are

We meet employees where they are on their individual development paths and give guidance based on their current skill and knowledge levels.

Employees must be prepared for the real world.

Practice should mimic the latest tactics used by cybercriminals and take into consideration the user’s role, language, and location.

Humans are sophisticated and require sophisticated learning paths to grow.

Development strategies must incorporate the best that behavioral and data science disciplines have to offer.

Reward is essential to motivation, and motivation is essential to behavior change.

All activities should favor celebration over shaming, and fun over tedium.

Two-way (rather than top-down) communication

Two-way (rather than top-down) communication facilitates the sharing and collection of information. In a noisy corporate landscape, communication channels must be monitored to prevent overuse and apathy.

Our investors

Icebreaker logoDawn logoLevel Equity logoFirst Fellow Partners logo

selected Awards and recognitions

G2 Top 50 EMEA Companies, Best Software Companies 2024G2 Leader badgeG2 Momentum Leader badgeG2 Best Results - Enterprise badgeG2 Best Usability BadgeG2 Best Meets Requirements Badge
Gartner Peer Insights Customers' Choice badgeSourceForge 5 star user reviews badgeSlashdot Users Love Us badgeTrustRadius Best of 2023 badgeGlobal Infosec Awards Winner badgeGlobee Awards Gold Winner badge

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