Tenable Reviews

Company culture allows managers, Directors, and VPs to pursue whatever goals they wish. This company doesn't fire employees, they fire departments. Ask them if they have a QA department this month. Documentation, compliance, procedures, and planning are non-existent across organizational boundaries. Could be a problem if they were ever acquired or attempted to IPO. Inter-department cooperation can be difficult. Project Management is non-existent. Strong opinions regarding vendors and technology along with constant power grabs make simple projects more complicated than they should be at a small company. After spending millions to onboard VPs, the same amount of work is being performed, with even less coordination. Witnessed a VP in a hockey jersey spitting sunflower seeds into a red solo cup while dressing down an employee. Classy place! Lack of a designated operations department means simple business processes are scattered across multiple entities. e.g. Shipping a package, corporate cell phone administration, remote office logistics, or even shuffling employee seating can be hilariously difficult. Frustrating lack of direction in some departments, leading to some back and forth on projects. Long term-strategy is missing. Do-overs are a waste of time. Customer Feedback regarding features and usability should be taken seriously. I've never understood why Customer Support doesn't riot. Products stubbornly cling to the concept of IPs for both functionality and licensing. Host-level functionality and licensing might make more sense. I believe Sales and QA were more effective 2 years ago. Both concern me. Any information pointing out a negative is publicly refuted, then quietly handled afterwards. Company suffers from extreme paranoia - this affects vendor selection, and calls employee loyalty into question needlessly. Company throws itself at unproven non-performers with well written resumes. Hiring is about quantity, not quality. Repackaging lesser products over and over isn't a strategy. It feels like turnover is increasing, with some notable members of staff beginning to vacate. Taught others; Learned very little.

Realistically, I wouldn't consider any review that is more than 6 months old to be accurate. Upper management has had a ton of changes recently, and the company is not what it used to be. Most departments are running short-handed, and in many teams, overtime is an expectation. The company "culture" that remains is superficial, and just to try and get newcomers to believe that it's still an awesome place to work that has all the typical benefits and amenities of a start-up company. Recently, the company has been "letting go" of a good number of people. It started in marketing, but a few days ago the whole QA team was either let go or given new roles. This means that the only QA that occurs is done within the development teams, which is not ideal for a security product that customers have come to rely on. Of course, since these aren't "lay offs" in the classical sense, the expected severance of such an event has not been given to the employees impacted. The most recent group was given two weeks to find something else internally, but of the roles available, many of them are at a significant pay cut. Most teams have been overworked for some time. The Support team is particularly impacted. They have been running short staffed for over a year now, and as work expectations have increased twofold or more, the amount of pay they're offering has decreased. Managers are freaking out and micromanaging the staff there. Where once Support was a stepping stone into other teams at Tenable, it has turned into something to endure for a year so your resume looks good enough for you to make more money elsewhere. Based on what I've heard from friends on that team, that's literally the only reason to accept an offer. HR is a nightmare. Don't go to them with anything expecting them to help you out. Tips to success: keep your head down, do what you're told, and avoid showing any signs of weakness. The company is clearly aiming to sell as much as possible with no plan to support or maintain it. The large majority of new hires are in sales, and that's already an enormous percentage of the staff. They used to want to hire the best people to make the best product; now they're riding on reputation and after the subscriber numbers.