GreyNoise culture is rooted in transparency, communication, and community. We believe these core tenets enable diversity, equity, and inclusion.
We also believe in leadership by example and delivering impact to the communities of which we are a part. As we grow and learn, we are focused on creating and maintaining an inclusive environment through our hiring, retention, and recognition processes for all GreyNoise employees. To learn more about our culture and the work we’re doing, we encourage you to check out our principles.
Initial conversation with a member of the talent team to talk about our company, the role, and expectations
Mix of fit and technical questions, if applicable
No brainteasers or abstract questions
Time Guidance: No more than 2 hours
Should be returned within a week
Snapshot of a real-life problem you’d encounter on the job
Case Challenge presentation (if applicable)
3 x 45 minute chats with GreyNoise employees, a mix of fit and technical questions at their discretion
Interview with an executive team member
Here at GreyNoise, we pride ourselves in offering an exceptional candidate experience from the moment you first learn about us. One integral part of that experience is a healthy discussion around salary/compensation, which is addressed in the first conversation you have with us.
While we always strive to ensure our salary/compensation ranges are within, or exceed, market expectations for our company's size and stage, to be honest -- we don't always get it right. And that's where we invite you to know that negotiating salary/compensation is absolutely on the table at the time we extend an offer, if necessary. Here are some resources you can utilize to help prepare for these conversations:
At the end of the day, we are always looking for dedicated, passionate folks with exceptional talent, good hearts and an interest in building a fantastic, sustainable company. If that sounds exciting and is something you want to be a part of, we encourage you to apply today!