Who we are 👋
Kentik is the network observability company. Our platform is a must-have for the network front line, whether digital business, corporate IT, or service provider. Network professionals turn to the Kentik Network Observability Cloud to plan, run, and fix any network, relying on our infinite granularity, AI-driven insights, and insanely fast search.
Kentik makes sense of network, cloud, host, and container flow, Internet routing, performance tests, and network metrics. We show network pros what they need to know about their network performance, health, and security to make their business-critical services shine. Networks power the world’s most valuable companies, and those companies trust Kentik. Market leaders like IBM, Box, and Zoom rely on Kentik for network observability. Visit us at kentik.com and follow us at @kentikinc.
At Kentik, we think it’s important to…
✔️ Wow our customers and communities
✔️ Respect others and ourselves
✔️ Give feedback and ask for help
✔️ Take action, together
✔️ Enjoy the journey
✔️ Be you
The true meaning of Kentik is visibility. We’re committed to making sure everyone feels empowered to use their voice, has a sense of belonging, and is represented at Kentik.
We don’t look for individuals who fit the culture, but those who will continue to add to the culture.
We encourage everyone to apply, especially those individuals who are underrepresented in the industry: people of color, LGBTQI+ community, women, individuals with disabilities (both seen and unseen), veterans, and people of any age or family status.
Studies have shown that some candidates tend to apply to jobs only if they meet 100% of the qualifications. We encourage you to apply if you meet most of the criteria – even if you don’t match all of the qualifications, your skills and experience could be valuable in this role!
Our commitment to diversity, equity, and inclusion 🔒
As part of the New Hire Orientation series, all employees participate in the IDEA (Inclusion, Diversity, Equity & Awareness) session. IDEA is an internal program at Kentik that includes a committee of members who strive to bring equity and awareness on DEIB initiatives. Through the committee and the actions of the team, along with Executive sponsorship, employees are encouraged to share their experiences and unique backgrounds.
Through quarterly IDEA events, employees have learned about Native Hawaiian culture, Dia de los Muertos and Vaastu Puja, and most recently, as part of National Disability Month, Rob Koch shared his experiences in Tech as a deaf individual navigating life as a Software Engineer. These events and shared experiences have brought continued commitment to Kentik’s desire to support diverse groups and bring awareness and learning to the team.
In addition, the People Managers are trained regularly with facilitated workshops on such topics as Unconscious Bias and How to run inclusive meetings. Kentik wants to bring more training to the team on topics such as these.
How we practice safety and support internally 👩🏽🚒
Kentik spends time and effort on making sure the onboarding experience is both informative and demonstrates the care we take to enable success. During new hire orientation, the new employees are introduced to our People Partners, who present Kentik’s IDEA group that showcases the company’s commitment to DEI practices and ways they can participate and learn as well. During this onboarding the People Partners also introduce themselves as their go-to HR/People team resources, as well as offering to meet them anytime if they have questions or concerns.
Kentik’s recruiters also reach out to new employees after 60 days for a check-in. The goal of these check-ins is to discuss how their overall experience has been, and take note of areas that could be improved. The recruiters will also refer employees to People Partners or people@kentik.com for issues they may want to discuss in more detail.
Finally, Kentik managers go through trainings and practice inclusivity in setting up and running meetings – ensuring timid or quiet employees are engaged in a meeting to their own level of comfort. Managers are also trained on giving feedback and checking in to make sure their reports are set up to succeed and have the tools they need. Also to promote psychological safety, Kentik’s managers often lead by example and are encouraged to share some of their own mistakes with their team members, and demonstrate that we value lessons we learn when things go wrong.
How our leadership team supports employees and builds a positive work culture 🧱
Avi Freedman, our CEO, is one of our biggest supporters of DEI initiatives and IDEA at Kentik. Avi is a proponent of DEI training throughout the entire organization, ensuring we support diverse groups and drive initiatives that stand behind our values.
Over the past two years, Kentik has invested in our employees by growing the People Partner function around the organization. People Partners work closely with the People Managers at Kentik to ensure there is consistent support to their teams to build and maintain positive culture at Kentik. Whenever employee issues or concerns arise, People Partners are there to guide and support Managers as needed.
Overview of our recruiting process 🔍
- Recruiter Interview – 30 minute phone interview
- Hiring Manager Interview – 45 minute (typically) video interview
From there, the stages may vary depending on the department and level of the role.
Most roles, we will have 2-3 stages of interviews after the hiring manager interview. Each stage is usually:
- 1-3 interviewers (separate interviews)
- 45 minutes for each interviewer.
We have structured interview plans – each interviewer has specific topics and questions that they ask for all candidates in a role, to help ensure consistency and avoid bias.
Engineering/technical roles: typically have a take-home assessment in one of the stages. This will be something that will take a few hours, but you’ll usually have a week to complete it.
Sales roles – for some sales roles, we include a presentation stage where you will have to prepare a presentation ahead of time and present it to a panel of interviewers during a 60 minute interview.
Some roles, especially more senior roles: a potential final in-person interview/conversation with the hiring manager or senior member(s) of the team.
If we move to an offer, the recruiter will also reach out for 3 references from the candidate.
What we offer ✍️
Kentik is a fully remote company that operates globally. We seek professionals that will help us thrive as an organization, and in turn, to broaden and enhance your career. We’re very thorough in the interview process to understand your skills and how they will relate to your successful growth here at Kentik. Our compensation philosophy encompasses a fair program for all in order to attract, engage and retain talented individuals who will drive our business and wow our customers.
In addition to a great career opportunity, Kentik offers stellar benefits for our employees, which include:
- 100% of premiums are paid by company for health, vision and dental coverage for you and your dependents
- Additionally, an annual Health Reimbursement Account (HRA) of $3,000 for an individual or $4,500 for a family
- Paid family & medical leave
- Open PTO, a quarterly Wellness Day, and a minimum of 10 paid holidays
- 401(k) retirement account
- Home office reimbursement
- Stock options
Note: Benefits are as listed for all US full-time employees. For compensation, international applicants will be treated equitably in relation to the laws applicable within the countries in which we operate.