What is the hiring process like at Verkada?

A great interview process led by a great recruitment team of made the whole process smooth and efficient. Alex Tindall leading the JAPAC recruitment team has been amazing to work with and is a brilliant recruiter that will fully support you throughout the process. A very exciting company with an amazing product. Having just started I have got my hands on the the platform and believe it’s a brilliant product. From a sales perspective all the tools to use are top tier and you’re fully set up for success. Onboarding is well organised and im loving my experience at Verkada. I would fully recommend the company and it’s defiantly worth applying for. The benefits are also amazing, with little to no expenses in the working week. Verkada values its employees.

Process has been great. No negative comments

As a smaller-sized company in development, it offers a great interview process.

I have heard that the interview is not that strict on similar formats.

The process was efficient process

There wasn’t a clear reason for no offer. They said they don’t give feedback, but asked for me to give them feedback on the process.

Sales enablement, product training, financial support for territory trips, treating customers, many BDR/SDRs (aka Associate Account Executive, Marketing Development Representative), plenty of demo opportunities, highlight wins across the whole org, great for people who are hungry to be promoted to an AE. SLED is crushing it, Corp is okay if you walk into a built-out territory. Hit your first several quarters to be safe for a few more quarters. Easy to play the corporate kiss-ass role if you can stomach it.

bro culture, clicks (feels like high school all over again), favoritism, internal relationships, junior management (no real training for managers who don't care and understand how to support the team), most managers answer to improving sales are to increase the number of dials and emails as the best way to coach and support their teams, managers openly discuss/share their thoughts about their reps, HR is only there to support the company so don't go to them for support, if you need to whistleblow then don't go through their internal process because you will be targeted, performance-based sales culture and cutthroat (expect reps taking and working deals that should be yours so don't be afraid to go after what's yours), rules of engagement is constantly changing, PIPs performance is as follows: if you're at 60% or less for 2 consecutive quarters then the manager and an HR member is suppose to schedule a formal meeting with you to confirm and set expectations, if rep is 3 consecutive quarters 70% or less then on their fourth quarter they need to hit 80%+ or they will be terminated. Also, they constantly deny unemployment and often do not offer severance. Everything you read online and on Reddit is true.

None at all. Absolute joke of a company. My manager the sales leader in New York for channels sales is terrible, lazy and doesn’t know anything .

Too many to name. Please don’t join this scam awful sales company. Technology is fine but strategy and overall sales strategy and culture worst I have ever seen

Structured interview process with clear expectations at each stage. Communication was timely, transparent, and most importantly, consistent! The team was prepared and respectful throughout and i felt they are in the culture of going above and beyond.

nothing to be classified as "con" even time zone scheduling was happening smooth and fast !

-Cloud-first vision for physical security is directionally correct, and the platform is well positioned for long-term enterprise adoption. -The product portfolio is modern, differentiated, and compelling once trust is established within large organizations. -There are talented, thoughtful people across Product, Sales, and Engineering who genuinely understand how global enterprises operate.

-Momentum repeatedly stalls due to high turnover. Frequent attrition across Sales, Sales Engineering, and leadership causes global accounts to reset repeatedly. When people leave or are terminated, progress stalls, relationships cool, and trust must be rebuilt—often multiple times within the same account. -Inherited accounts suffer from poor data quality. Many global accounts are filled with incomplete, outdated, or inaccurate CRM data. Prior ownership often lacked proper documentation, making it difficult to understand historical context, past objections, or previous engagement strategy. New reps are forced to re-discover information rather than build forward. -Prior execution debt impacts current reps. Some accounts reflect years of minimal stewardship, inconsistent outreach, or checkbox selling. New Global AEs inherit this execution debt and are still held accountable for near-term results without adequate time or context to repair relationships. -Portfolio assignment heavily influences outcomes. Leadership acknowledges that without existing revenue-generating global parent accounts, penetrating enterprises that have historically rejected Verkada over the past decade is extremely difficult. However, expectations and evaluation criteria do not always reflect this reality. Try to negotiate current customers during our interview process. -Mid-market sales methodology applied to global motion. Verkada’s sales process works well for transactional and mid-market sales, but global enterprise selling is relationship-based and long-cycle. Applying rigid deal criteria too early obscures real momentum. -Support shifted as scrutiny increased. Early collaboration gradually shifted to reduced involvement once revenue pressure increased, leaving execution, international logistics, and strategy fully on the rep. -Work-life balance is skewed early in the role. Until repeatable revenue is established, the workload is unsustainable. Balance improves significantly only after accounts mature. -Enablement gaps persist. There isn’t any training for global reps - it’s all for mid-market. Reps are expected to sell VerkadaOne aggressively, yet not all Global AEs attend the event themselves. Making VerkadaOne mandatory for new hires would materially improve alignment. -Turnover compounds customer frustration. Customers notice the churn. Frequent rep and SE changes undermine credibility and delay buying decisions.

None, looks ok on resume

Where do I start? The management is insane and have no respect for feedback. If you provide your thoughts you’re shun and fired. I have seen the company let go people with no notice. They have favorites and help specific reps. The quotas are unattainable and unreal even for sled. The metrics are also spam 200 calls a week and 300 emails. It’s spamming and harassing clients. I saw partners getting screwed over because reps are trying to hit half there quota. Please do not accept this job. They lie about absolutely everything during interview process.

Great product and a company that has nice facilities.

You are expected to jump in on day one and perform flawlessly without feedback or guidelines. Frankly, there is no mentorship for new hires; the only guidance I received on my first day was to learn the platform by a specific date. After that, the expectation is to be fully independent with zero oversight or guidance. If you end up not meeting these non-communicated expectations, then get comfortable with the stick and start looking for a new job.

Great product, very competent sales leaders, great path for anyone without sales experience

During the interview and hiring process I mentioned what my current compensation was and what I would need to get in order to make the jump over worthwhile. The recruiter told me that with bonuses we would be able to got to the number I needed. Considering this was a sales development role I assumed that the base salary was only part of the whole comp package. Come to onboarding and it is finally disclosed that the AAEs do not make any commission whatsoever. Based on the lie of the recruiter I walked away from a very lucrative and successful position to be payed significantly less and in a significantly worse working environment. I brought up my frustration during onboarding and they tried to spin the blatant lie by saying with the promotional structure, the first 6 months would be at 50k but after making it to an AE position the pay would be around 100k. They used this structure to say that over the course of the year I would make 75k and tried gaslighting me and the other associates that were promised a certain pay that they did not lie to us. I asked my would-be manager about the compensation and benefits during the recruiting phase, and they told me to refer to my recruiter as they did not have the information. There is a convenient disconnect from managers and knowing the comp that allows the frustration to be redirected. If you have any sales experience, avoid the AAE program at all costs. The pay is terrible for the job. They do not offer commission or bonuses. There is no financial incentive to book better meetings or source lucrative business. This position title should be "Sales Intern" if we are being honest.