Create a Future Without Compromise
Help us solve the cybersecurity problem. We’re tackling the industry’s most interesting and challenging issues, with its best talent.
Our Hiring Process
The success of our company is the direct result of our amazing team. We understand that looking for a new position is hard and we are grateful that you have chosen to invest your time in our hiring process.
While we work to make our hiring process as simple as possible, it is thorough by design. Our hiring philosophy encompasses four principles. In order of relative importance, they are: values alignment, passion for security, cognitive capabilities and task relevant experience.
Once you have submitted your application, you can anticipate a response within 48 hours. While our process can vary by role, generally you can anticipate five interview stages:
1. Discovery Call + Culture
The discovery call typically lasts 30 minutes. This initial call allows us to get to know more about you, your passions, and your career goals. We’ll spend about 15 minutes asking questions to understand your interests and skills, followed by time for you to ask questions about Praetorian. In keeping with our value of "Default to Open," you are encouraged to ask anything during this conversation. Once reviewed by the hiring team we will dive deeper into culture alignment with our Culture Video and DISC assessment.
2. Problem Solving
At Praetorian, we opt to do logic puzzles because we want to test outside of what you already know or more accurately, what you tried to memorize right before the interview - nothing for you to prepare for! We are more interested in seeing how you approach novel and complex problems. We ask logic puzzles because it's a blank slate. A lot of the other challenges require prerequisite knowledge of some technology. Logic puzzles are a chance for us to see how a stellar candidate handles being challenged with something they're unfamiliar with.
3. Virtual Onsites
The duration of virtual onsite interviews varies depending on the role. This stage dives deeper into your task-relevant experience and skills. It includes technical stations led by specialty pod engineers to assess your technical expertise in real-world scenarios. You may also be asked to showcase your abilities through work samples or scenario-based tasks. Additionally, you will have the chance to meet and engage with more team members to understand how we collaborate. The goal of this stage is to ensure mutual fit and provide a transparent view into our technical and team dynamics.
4. Hiring Manager Interview
The hiring manager interview is a call that provides an opportunity for you to speak with the Hiring Manager. This call is designed to help you understand what a typical day might look like in your position and learn more about your potential team. The interview follows a 50/50 structure, where half the time is allocated for us to ask questions and the other half is reserved for your questions.
5. CEO Call
The final step in the process is a 30-minute call with Nathan Sportsman, Praetorian’s CEO. As a champion of our People First culture, Nathan makes it a priority to personally connect with every candidate joining our team. This call is a unique opportunity to discuss our shared vision and values.
There are a few pieces that will happen behind the scenes. We use Predictive Index to gather additional behavioral insights into who you are and how we can best support your growth in the future. We work to close out a hiring loop within two weeks, depending on your availability. Following the successful completion of the interview process, PeopleOps will begin the due diligence process.
Are you a college student? Read our blog post for tips on how to get hired!