Frequently Asked Candidate Questions

Company Information

We create demand, build trust and influence buying decisions for our clients through Relationship Marketing, which is the process of driving revenue by systematically building the right relationships at scale.

We partner with complex B2B organizations with long consultative sales cycles and we focus on niche technology enabled industries. Our team is skilled at digging into and understanding complex business models and sales cycles, and developing strategies that create real business impact.

Specifically, we focus on the below three sectors:
  • Software (SaaS)
  • High Tech manufacturing (e.g.: Medical Device Companies)
  • Tech-Enabled Professional Services (e.g.: Engineering Firms, Contract Manufacturing firms, Software Development Firms)

There are a few places to go for answers to this question. First, peruse our website and make sure to download our Culture Book. Second, check out our LinkedIn page. We post a lot of information about our culture and what culture means to us. Next, be sure to check out the videos on our YouTube channel. Last but not least, connect with our Proofpointers! Reach out to any one of them on LinkedIn or via email and feel free to have an open conversation about our Culture.

Benefits are listed here on our website. We also put together a very detailed Benefits Guidebook, and we encourage you to check it out to learn more about our benefits and why we offer them.


No, we do not hire candidates outside the US at this time. While we know there’s a whole world of talented marketers out there, we’re just not set-up to manage the complexities in hiring and managing staff internationally, and it’s not something we anticipate pursuing anytime soon.

No, we do not offer visas or work permits. You must be authorized to work in the US and must not require a visa or work permit in the future, in order to be considered for employment with Proofpoint Marketing.

No, we currently do not offer entry-level positions at Proofpoint. We’re focused on hiring experienced marketers, with a minimum of 3+ years of experience for some of our more junior positions. 

No, we do not. We are focused on building a team of full-time staff and don’t anticipate needing part-time hires for the foreseeable future.

No, currently we do not. At some point, we hope to have more internal bandwidth and resources to put together thoughtful training and infrastructure for students, interns and new graduates. We feel in order to set those hires up for success, they need more resources than what we can offer at this time. And many of us here at Proofpoint have had poor experiences in our first jobs out of college, working for companies that didn’t have the right training and mentorship in place. So we want to avoid that here!

Yes, Proofpoint Marketing operates as a fully remote, distributed and flexible workplace! We look at overall output—not time spent in front of a computer. Being flexible means this is a place to thrive—not a place to hide. Being flexible means for the most part, you can work the hours and the schedule that is right for you—barring team or client meetings. You can also work in any location that allows you to have high-speed internet and a professional work-setting (like an AirBnB in Florida, for example). You can read more about our Flexible Work Policy in our Benefits Guidebook.

The application process is the same for all candidates, in order to create a fair, transparent and equitable experience for everyone.

We are committed to cultivating an environment of mutual respect—free of discrimination and harassment—where equal employment opportunities are available to all applicants and teammates. All aspects of employment, including the decision to hire, promote, discipline or discharge, are based on merit, qualifications, experience, competence, performance and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other protected status under federal, state or local law.

Hiring Process

Yes, reach out to Gaby Israel Grinberg. She’s our Co-Founder and Chief Experience Officer and oversees the People Operations at Proofpoint. She can help answer questions or point you in the right direction! 

Connect with Gaby: 


We also include the name and contact information of each hiring manager on our job descriptions, so you should absolutely feel free to reach out to them, as well.

We promise to be upfront and transparent with you throughout the process, and we ask that you do the same with us. We promise to respect your time and we’ll be candid if there’s a delay or if we decide to move in a different direction. And if at any time you decide this isn’t the right fit for you, or you’ve received another job offer, please let us know. 

And remember: you’re evaluating us just as much as we’re evaluating you. We built this process to allow the maximum amount of time and information to be shared both ways so that both parties can make an informed decision based on multiple inputs, and by removing as much bias as possible along the way. 

For more details on the entire hiring process at Proofpoint, we highly recommend you download and read our Hiring Experience Guidebook.

Roughly 3-4 weeks from start to finish, if you go through the entire hiring process. And ​​between 5-7 hours; this may vary and depends whether you continue through the entire hiring process.

Things like volume of applications submitted; how quickly we need to hire and fill the role; the amount of work or client deadlines that may be coinciding with our time to hire; and/or unforeseen life or work events that come up during the hiring process may all impact our timeline during the hiring process. We promised to be transparent and foster open communication so you always know where things stand at any given point during the hiring process.

First and foremost always know you’re awesome, and your career doesn’t define who you are. You are the sum total of so much more than your job. And while it sucks, rejection is the not-so-fun, but sometimes necessary part of the job candidate’s experience.

If it’s any consolation, it sucks for us, too, especially when an awesome candidate journeys through the entire hiring process with us. You are not alone. Everyone—we mean EVERYONE—at Proofpoint Marketing has been in your shoes before.

If you’ve gone through the entire hiring process and did not get a job offer, we will be as transparent and forthcoming as possible. We will share as much as we can in an effort to help you understand our decision, but more importantly, so you can have a game plan for the next opportunity. If you’ve made it this far, please don’t be discouraged. As much as we can, we’ll be happy to put you in touch with others in our network or make introductions when appropriate. We would love for you to connect and follow us on LinkedIn. Stay active with us because the next role that opens up might just have your name on it.


Interviews are remote and conducted using Google Meet. We will be on video for the interviews and ask that you do the same when possible. Please show up on-time to your interview. If after 5 minutes you don’t show up and there’s no email to indicate you’re running late or unable to make it, we will assume you’re no longer interested. If something comes up and you need to reschedule, please let us know. We’re willing to be as flexible and accommodating as possible, but we need to know you’re for real.

We focus on six things: 

  1. Expertise in the requisite skills for the role
  2. Culture Fit and Culture Ad
  3. Critical thinking skills
  4. Social-Emotional Intelligence
  5. Willingness to participate in company initiatives
  6. Additional hard and soft skills, beyond the job description

Make sure you’ve done your homework! It’s really obvious when a candidate hasn’t prepared and it shows a lack of interest. Here are a few helpful tips to have a great interview with us:

  • Make sure you’ve read through the job description and you know what’s expected in the role. If you have any questions about the role, please bring them up during your interview.

  • Help us get to know you by explaining how your prior experience and successes have prepared you for the role you’re pursuing at Proofpoint. Come with a few examples in mind that demonstrate your strengths, any questions you have about the opportunity, and a healthy dose of curiosity. It’s always a good idea to get plenty of sleep and eat a good breakfast, too.

  • Spend some time reviewing our site. We have a ton of information about who we are, what we do, and what it’s like to work here. This is an easy one, and right at your fingertips!

  • Download and review our Hiring Experience Guidebook, Culture Guidebook and our Benefits Guidebook. Everything you need to know about interviewing and working at Proofpoint has been described in those guides.

  • Learn about your Hiring Manager. We make every effort to create transparency in who the Hiring Managers are for each role. It’s really important you feel aligned with the Hiring Manager, so do your due diligence.

  • Check us out on social media. We’re very active on LinkedIn and YouTube, and we’re dipping our toes on TikTok. But LinkedIn is where you’ll find our leaders and our colleagues super active. Feel free to connect with us, too.

  • If you’re reading these Candidate FAQs, you’re definitely doing your homework!

We understand things come up. If you can’t make the time you’re scheduled for, please let us know as soon as you can by reaching out to the hiring manager via email. The team will work to reschedule your interview for the soonest possible date. However, we want to be mindful and respectful of both our candidate’s and team’s time, so if you cancel last minute repeatedly, we may decide to not proceed with the interview.

Skills & Culture Assessment

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Advice to
Potential Proofpointers

Embrace the
Virtual Experience
As a remote, distributed and flexible company, the majority of our interaction will be virtual, and this begins with our hiring process. However, just because we're meeting virtually doesn’t mean you can’t make the most of the overall experience. When it comes to video calls, consider how you present yourself, the lighting, sound quality, video quality and most importantly, the salient points you want to get across.
Test Your Technology
When it comes to technology, we know things can always go sideways. But there are ways you can prevent technology blips from interfering with your interview. Check your wifi connection. Make sure your camera and audio input/output are configured correctly. Close windows/tabs that aren't needed for the interview. Silence your cell phone (and other noisy things, as much as possible). And don't forget to plug your computer in!
Come Prepared
Make sure you do your research! There's no shortage of information about us on this website, alone. Not to mention our socials (LinkedIn and YouTube, especially)! Be ready to not only answer our questions, but also "wow" us with questions you've prepared for us, as well. We’re an open book, so feel free to ask whatever you need to know to make the best informed decision for you. You're interviewing us—just as much as we're interviewing you.
The Proof is in
the Pudding
Whether during the live interview or in the assessment portion of the hiring process, don’t be afraid to show us your personality. Shine a light on who you are, what you do best and what you can bring to the table. We're all about Culture Fit and Culture Add. We look for a strong command of skills and talent; work-styles and personalities that align with the tenets of our culture, and additional flavors to add to our already tasty pudding.
is Important
In a sea of candidates and resumes, how do you want to stand out? What can you do to show us you're the obvious choice? The quickest and easiest thing to do: send a follow-up email. Connect and engage with us on LinkedIn. Be communicative. If you're moving in a different direction or no longer wish to continue with us, just let us know. We promise transparency during our hiring process—please show us the same courtesy.
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