Infoblox is a network control and security company headquartered in Santa Clara, California, specializing in core services such as DNS, DHCP and IP Address Management (DDI), as well as cloud-native network automation and threat protection. The compan...
"I enjoy the team collaboration and the mission-oriented work," says one network engineer. "You will get challenged, but you will grow," adds a recent hire in product management. Others mention supportive peers and thoughtful onboarding: "My mentor helped me through the first 90 days and I felt welcomed." A few employees note occasional process friction, especially between teams that have recently been reorganized. Overall, testimonials paint a picture of practical, mission-driven work with room for improvement in cross-functional coordination.
The company culture at Infoblox is best described as technical, pragmatic, and focused on customer outcomes. There is a strong emphasis on product reliability and security, and people who like working in a detail-oriented environment tend to thrive. The atmosphere mixes startup energy with enterprise discipline — you will find engineers and salespeople who are driven but also willing to help each other. Diversity initiatives are present but many employees feel there is still progress to be made. If you are researching company culture at Infoblox, expect a balance of autonomy and accountability.
Work-life balance at Infoblox varies by role and team. In general, employees in customer-facing or on-call positions report busier weeks and occasional evenings. Many engineering and product teams maintain reasonable hours and remote flexibility, so you’ll get weekends mostly free if you plan and set boundaries. Management tends to support time off, and PTO policies are competitive. If maintaining a steady work-life balance is important to you, look closely at the specific team and its on-call or release cadence when considering working at Infoblox.
Job security at the company is generally stable, tied closely to overall business performance and market cycles. There have been periods of restructuring in response to product strategy shifts and economic conditions. Employees with in-demand skills in networking, security, and cloud integration are more likely to experience long-term stability. Compensation teams and HR typically communicate changes ahead of time when possible. Overall, the company is not immune to industry trends, but core engineering and customer-facing roles are prioritized.
Leadership focuses on product reliability and long-term customer trust. Senior leaders communicate strategy through regular town halls and written updates. There is an emphasis on measurable outcomes and technical excellence. Managers are expected to translate business goals into engineering roadmaps and customer commitments. While some employees feel leadership can be more transparent during pivots, others appreciate the clarity of priorities once decisions are made.
Manager experiences can vary widely. Many direct reports praise their managers for technical mentorship, clear expectations, and career guidance. They highlight frequent one-on-ones and constructive feedback. Where reviews are less positive, the issues often center on workload balance, slow decision-making in cross-functional scenarios, or managers being pulled into product and operational fires. Prospective hires should ask specific questions about team cadence and manager availability during interviews.
Learning and development are supported through internal training, technical brown-bags, and online course stipends. Engineers have access to resources for certifications relevant to networking and security. There are opportunities to attend conferences and engage with the broader community. Formal career development programs exist but are perceived as evolving; employees often rely on managers and mentors for tailored growth plans.
Promotions at the company follow a structured review process with clear competency expectations. Advancement is tied to impact, cross-team collaboration, and leadership in projects. High performers can progress steadily, but some employees report that promotion cycles can be slow during periods of organizational change. Documented achievements and proactive career conversations with managers will improve chances for promotion.
Salary ranges are competitive within the networking and security space and vary by role, experience, and geography. Typical ranges in the United States (approximate) are:
Bonuses and incentive programs are in place and tied to individual, team, and company performance. Sales roles have commission structures that can significantly increase total compensation. Engineering and product teams may receive performance bonuses or stock-based incentives depending on level. Bonus frequency and size depend on corporate results and personal goals.
Health and insurance benefits are comprehensive and include medical, dental, and vision plans. There are options for dependent coverage and flexible spending accounts. Mental health resources and employee assistance programs are available. Benefits packages are competitive and often cited positively by employees during onboarding.
Engagement is fostered through town halls, team offsites, hack days, and informal social events. Remote-friendly social activities have increased, with virtual lunches and interest-based groups. Local offices host regular gatherings when possible. Employees appreciate these efforts as they help build relationships across distributed teams.
Remote work support is solid, with many roles offering hybrid or fully remote arrangements. The company provides equipment stipends and collaboration tools to keep distributed teams connected. Remote onboarding and mentorship are available, though some new hires suggest adding more structured virtual onboarding content to speed ramp-up.
Average working hours vary by role but most employees report a standard full-time schedule, roughly 40–45 hours per week. During product launches or critical incidents, hours can extend beyond that temporarily. Expectations are generally reasonable outside of peak periods.
Attrition is moderate and reflects typical turnover in the tech sector. There have been periodic workforce adjustments during market downturns and strategic reorganizations. The company has aimed to manage reductions thoughtfully, offering resources to affected employees. Prospective candidates should consider market context when evaluating risk.
Overall, working at this company offers a solid mix of technical challenges, good benefits, and supportive teammates. It is a strong place for professionals focused on networking and security who want to work on reliable, mission-critical products. If you value career growth, clear technical goals, and reasonable benefits, this company is worth considering. On balance, it earns a positive rating for culture, compensation, and development opportunities, with some room for improvement in cross-team alignment and promotion speed.
Read authentic experiences from current and former employees at Infoblox
Friendly team, clear onboarding and steady work. Infoblox is improving its people processes and there is good exposure to global HR practices.
Being a contractor limits access to all benefits and there is uncertainty about long-term conversion. Some processes are region-specific and can be inconsistent.
Great product knowledge, lots of learning around network security and DNS. Remote-first culture and flexible hours helped me balance personal commitments.
Salary bands in the region are average and promotion cycles are slow. Internal mobility exists but can be bureaucratic.
Excellent mentorship, lots of training resources, clear technical roadmap. Managers trust engineers and give autonomy. Great benefits and a real sense of belonging.
Occasional long sprints during product releases, but overall manageable and infrequent.
Market-leading product makes selling easier, good compensation structure and supportive regional leadership. Team collaboration is strong and there are clear targets.
Frequent travel and end-of-quarter pressure can be intense. Some processes are still being modernized which slows down decision making.
Strong engineering culture, excellent exposure to DNS/DHCP networking tech, supportive manager and reasonable work-life balance. Infoblox invests in training and conferences which has helped my career growth.
HR paperwork can be slow and there are occasional meeting-heavy weeks. Career path is good but sometimes promotion cycles feel slow.
Smart, committed colleagues and strong technical focus. Working on real network security problems was rewarding and I learned a lot about enterprise product strategy.
Decision-making can be slow and there is a fair amount of bureaucracy. Work-life balance varied by team; some teams expected long hours during launches.
