What is the hiring process like at KnowBe4?

Amazing people, benefits, fun and motivating environment

Tried to apply for a full-time position after internship and the process was not kind of organized

- The local people ops team is great, providing lots of support. - Above average market rate salary package *might change* - 30 days leave - cohesive working environment * used to be* - forward-looking company with strong product development foresight - Lots of policies in place to guide newcomers and seasoned employees - The office is centrally located

If you are new to the company, you may not experience it initially. Here is a little summary. - The process is messy, despite having documented policies to follow; however, it appears that management is either unaware or uninformed about it, resulting in a significant amount of time being wasted on trivial matters, which in turn delays the initial sales development process. - Go through the motions: QBR, business planning, etc. Yes, these activities are necessary and integral to building a successful business. However, only if management reads it, understands it, and decides to provide support whenever needed to move the business forward, - Weak management: Management appears detached at times when making executive decisions, even though many details were prepared months beforehand, it seems as though meeting or exceeding numbers is not their key priority. - Eroding team cohesion: Sometimes, it seems that management is not interested in working with people on the ground when critical and objective feedback was given.

Great onboarding process and culture for non-managers.

You can see that most of the recent high reviews are from employees who have been here within the last 6 months from the onboarding process. KnowBe4 has a wonderful training program for new hires to give them promise, after that things get a little fuzzy. I know the organization pushes us to make positive reviews, especially as a new hire from not only seeing a good onboarding program, but once you are “on the floor”, things are much different. It would be a great company to work for if they gave an annual pay raise for tenured employees, didn’t give false promises, and didn’t talk to Customer Success Managers pay in relation to the industry. If you are not an Enterprise Customer Success Manager, expect having a book of customers over 200 accounts, all of which will have 1-5 highly technical products you are expected to manage. It’s not the “industry norm” based on what they tell you and the pay on top of it proves it as well.

The culture and people are great, bonding through struggle. The training as a new hire was decent, and open pto which is becoming the standard anyway, and which I havent taken much of, but the 2 times I have I fell way behind on work for a bit. It seems like leadership try to care about work life balance, but actions would be louder than what they say.

The Pay. If you are just getting started out of college, it might be ok, but apprx $40k per year is not livable wages in florida. The bonus game we do equates to $150 to maybe $700 at most for the month based on sales goals, if you reach them. It was $0 in november, even though there were less days because of the holiday, they didnt adjust the sales goals for the bonuses that month. Assuming the company reached $700 every month for a year, that is only $8400 extra on the year, bringing your gross income still to less than $50k before taxes...once taxes and deductions do hit it's no wonder people get their experience and then leave. It is significantly less than what MANY other companies pay for a remote csm role. Forcing people to drive to the office for "hybrid" work. countless CSM roles across industries are remote jobs, this one is not because I'm sure they want to use the real estate they have. The problem is they dont even have new hires with their teams because there arent enough seats. You are driving to the office to do remote work, meet and communicate with your team remotely through slack and google meet/zoom, and run meetings with clients remotely. There is no gas reimbursement or extra pay for your commute time, which if you know how bad traffic is throughout tampa bay, is ridiculous. Some people are commuting 1-2 hours each way, and managers or leadership say to move closer...where the pay doesnt make it possible to afford to do. Ultimately this could be a great place to work, could even maybe put up with the commute to be honest, but the company is under paying entry level csm's by 25 to 45 THOUSAND dollars a year. I personally know people that started their entry level csm role at $80k...so while many of us are here, the good thing about being in office is that we are helping each other find and apply elsewhere after we get through venting to one another about our commutes and how we are struggling to pay bills.

Anyone who is Director level and below is amazing to work with. Snacks in breakroom

Owned by Vista Equity Reviews on Glassdoor are made part of the onboarding and training period and do not represent actual culture - look for reviews from employees that have been here longer. They say they are only looking for interview or hiring process responses, but that's untrue. Take a look at the end of April where every executive posted on Glassdoor to boost numbers and ratings (some of them twice). - No pay raise or costs of living increase in 2 years (since Vista) IN FACT my teams received a pay decrease with a literal 100% increase in accounts. CEO answered one of the filtered AMA questions about account load saying it was lowered except TT, which is yet another lie. Bonuses are basically non-existent anymore but they are dangled in front of us in morning meetings as a carrot on a stick. CEO lied about layoffs Pay is not in linewith role and stratification This company has turned into a Vista pump-and-dump. The only goal is to get to 1 billion ARR without regard to customer experience or employees. We've stopped sending out customer satisfaction surveys after onboarding. NPS surveys had abysmal responses from customersbecuse of constantly shifting CSMs Management has stopped sending out "Best places to work" surveys and the last survey had horrible participation because everyone is scared and surveys are not truly anonymous. We used to have "AMA"s and those now have to be submitted and we receive rose coloured, filtered answers. 1 hour AMA with CRO resulted in him talking for 40 minutes and only a handful of questions being answered, and the rest "tabled". With lower pay, layoffs, and non-anonymous surveys - everyone is too afraid to tie their name to good questions in AMA's or calling out the B.S. No longer hiring remotely New commission structure is impossible to comprehend with their answer being a horrible excel spreadsheet we need to fill out to figure out our pay. (yes, really) Except the teams doesn't have access to reports (and haven't for 3 months), so it's useless. Commission structure now will result in zero commission dollars if a single opportunity is lost by a CSM. All cross sell and upsell opportunities have been taken from CSM and handed to sales. They now have a only a 30 day window out of a 1 or 3 year contract to boost theircommission. We have lost all visibility to reports that directly affect our pay - we feel it's being made impossible to understand on purpose. People "promoted" from TT to SMB received zero pay increase. CEO is asking us to proofread his book. (yes, really) Morning meetings consist of the CEO flouting his cash showing us his "real wood" bookcase, videos of his mansion, and his cyber truck - or another executive's Ferrari. This.... while our team gets pay decreases or laid off. Completely tone deaf.

I love my team and our recruitment process.

Fast-paced work environment, so be prepared to be quick on your feet

Great onboarding process and culture for non-managers.

You can see that most of the recent high reviews are from employees who have been here within the last 6 months from the onboarding process. KnowBe4 has a wonderful training program for new hires to give them promise, after that things get a little fuzzy. I know the organization pushes us to make positive reviews, especially as a new hire from not only seeing a good onboarding program, but once you are “on the floor”, things are much different. It would be a great company to work for if they gave an annual pay raise for tenured employees, didn’t give false promises, and didn’t talk to Customer Success Managers pay in relation to the industry. If you are not an Enterprise Customer Success Manager, expect having a book of customers over 200 accounts, all of which will have 1-5 highly technical products you are expected to manage. It’s not the “industry norm” based on what they tell you and the pay on top of it proves it as well.

Above average salary (even more than you expect) Great team Full remote (depends on the country) Great benefits and bonus Extended maternal leave Amazing HR team Transparent interview process Excellent incentives for a good work/life balance Clear paths for growth

None I can think of

Anyone who is Director level and below is amazing to work with. Snacks in breakroom

Owned by Vista Equity Reviews on Glassdoor are made part of the onboarding and training period and do not represent actual culture - look for reviews from employees that have been here longer. They say they are only looking for interview or hiring process responses, but that's untrue. Take a look at the end of April where every executive posted on Glassdoor to boost numbers and ratings (some of them twice). - No pay raise or costs of living increase in 2 years (since Vista) IN FACT my teams received a pay decrease with a literal 100% increase in accounts. CEO answered one of the filtered AMA questions about account load saying it was lowered except TT, which is yet another lie. Bonuses are basically non-existent anymore but they are dangled in front of us in morning meetings as a carrot on a stick. CEO lied about layoffs Pay is not in linewith role and stratification This company has turned into a Vista pump-and-dump. The only goal is to get to 1 billion ARR without regard to customer experience or employees. We've stopped sending out customer satisfaction surveys after onboarding. NPS surveys had abysmal responses from customersbecuse of constantly shifting CSMs Management has stopped sending out "Best places to work" surveys and the last survey had horrible participation because everyone is scared and surveys are not truly anonymous. We used to have "AMA"s and those now have to be submitted and we receive rose coloured, filtered answers. 1 hour AMA with CRO resulted in him talking for 40 minutes and only a handful of questions being answered, and the rest "tabled". With lower pay, layoffs, and non-anonymous surveys - everyone is too afraid to tie their name to good questions in AMA's or calling out the B.S. No longer hiring remotely New commission structure is impossible to comprehend with their answer being a horrible excel spreadsheet we need to fill out to figure out our pay. (yes, really) Except the teams doesn't have access to reports (and haven't for 3 months), so it's useless. Commission structure now will result in zero commission dollars if a single opportunity is lost by a CSM. All cross sell and upsell opportunities have been taken from CSM and handed to sales. They now have a only a 30 day window out of a 1 or 3 year contract to boost theircommission. We have lost all visibility to reports that directly affect our pay - we feel it's being made impossible to understand on purpose. People "promoted" from TT to SMB received zero pay increase. CEO is asking us to proofread his book. (yes, really) Morning meetings consist of the CEO flouting his cash showing us his "real wood" bookcase, videos of his mansion, and his cyber truck - or another executive's Ferrari. This.... while our team gets pay decreases or laid off. Completely tone deaf.

Great onboarding process and culture for non-managers.

You can see that most of the recent high reviews are from employees who have been here within the last 6 months from the onboarding process. KnowBe4 has a wonderful training program for new hires to give them promise, after that things get a little fuzzy. I know the organization pushes us to make positive reviews, especially as a new hire from not only seeing a good onboarding program, but once you are “on the floor”, things are much different. It would be a great company to work for if they gave an annual pay raise for tenured employees, didn’t give false promises, and didn’t talk to Customer Success Managers pay in relation to the industry. If you are not an Enterprise Customer Success Manager, expect having a book of customers over 200 accounts, all of which will have 1-5 highly technical products you are expected to manage. It’s not the “industry norm” based on what they tell you and the pay on top of it proves it as well.