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      Infoblox

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      Infoblox reviews

      Toxic Culture, Long Hours & Manipulative Management - Product Security Engineer Infoblox Employee Review

      1.0
      Apr 30, 2025
      Product security engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      1.The Offensive Security team is a compact and focused unit consisting of around 7 members, including the manager. While the team size is small, it directly translates to greater ownership, broader responsibilities, and deeper technical exposure. 2.End-to-End Product Security Involvement You'll gain high-level visibility into the entire Software Development Life Cycle (SDLC) — from development to QA to security testing. This offers a comprehensive understanding of how real-world products are built and secured. 4.Opportunity to Discover & Test Zero-Days The role offers hands-on opportunities to identify and test zero-day vulnerabilities within core products. This significantly enhances your knowledge of the product's internal services, components, and architecture. 5.Freedom to Innovate Unlike rigid, process-heavy environments, this team gives you the freedom to explore ideas, experiment, and innovate without bureaucratic blockers. 6.Cross-Vertical Learning in Cybersecurity The team encourages and supports learning across multiple cybersecurity domains, enabling continuous professional development beyond just offensive security. 7.Involvement in SOC Activities The offensive team is also involved in weekly SOC-related tasks, offering broader exposure to incident response and defensive operations.

      Cons

      1.Extremely Long and Redundant Interview Process Expect six rounds, with multiple stakeholders from India and the U.S. interviewing you back-to-back. The process is exhaustive and poorly structured. 2.No Work-Life Balance There are no fixed working hours. You may be expected to be active from 10 AM to 10 PM, with frequent last-minute tasks and meetings extending beyond normal hours. 3.Toxic Senior Team Culture Senior team members are judgmental, unhelpful, and create confusion instead of providing guidance. This seems intentional, likely to maintain control over new hires. 4.Manipulative Management Style The manager does not provide direct feedback and instead uses the Technical Lead to deliver criticism — often in harsh, demoralizing ways. Feedback is never constructive and feels orchestrated. 5.Linguistic Favoritism There is a noticeable bias in favor of those who speak the manager's native language (Kannada). Support and mentorship are often withheld from others, leading to team division. 6.Targeted Terminations Team members, including interns and core contributors, have been let go without proper support or explanation, under the pretext of not meeting "technical standards." 7.Abuse of Performance Improvement Plans (PIPs) If you're not aligned with the manager or TL, expect to be sidelined, excluded from meetings, and eventually placed on a PIP as part of a calculated exit strategy. 8.Indian Team Bears the Brunt Most of the heavy lifting is done by the India team. They're expected to work longer hours with minimal recognition or support, while other regions are comparatively relaxed.

      avatar
      Infoblox Response
      1y
      Thank you for sharing such a thoughtful and candid review. We’re glad you experienced the opportunities for end-to-end product security work, deep technical ownership, and freedom to innovate. We’re equally concerned by the issues you raise around work–life balance, psychological safety, fairness, and feedback culture. These are areas that sit at the heart of our No Jerks, Respect, Collaboration, and Transparency values. We take allegations of toxic behavior, favoritism, and misuse of performance processes very seriously. Your comments have been shared with senior engineering leadership, HR, and our executive team, and they will inform our ongoing reviews of people manager practices, interview experience, and employee listening channels. We’re committed to ensuring every Bloxer, regardless of location or language, has clear expectations, constructive feedback, and a safe environment in which to thrive. Your perspective helps us build the inclusive, healthy culture we strive for. Thank you again for helping us improve.

      Explore other reviews about Infoblox

      5.0
      May 7, 2026
      Executive assistant
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Culture: they have lots of fun events, and also focus on giveback events which is really nice to see - Focus on growth: my manager seems open to giving me opportunities to learn and develop. - People: everyone is so nice and helpful, if you ever have any questions people are ready to answer or point you in the right direction - Hybrid: appreciate that my position is hybrid (2 days onsite) so gives me flexibility!

      Cons

      I haven't come across too many drawbacks, it is a global company so dealing with the time change when working through a problem can make the resolution longer.

      avatar
      Infoblox Response
      1w
      We appreciate you sharing your experience. It’s great to hear that your time at Infoblox has been defined by a strong sense of culture, opportunities to learn, and colleagues who are ready to help. Knowing that those things have stood out to you so early on is especially meaningful. Thank you as well for calling out one of the practical challenges of working in a global business. Feedback like this gives us a better understanding of where the Bloxer experience is strong and where there may still be opportunities to make day-to-day collaboration easier. If you have suggestions to share, we encourage you to speak with your manager or the People Team directly.
      2.0
      Feb 4, 2026
      Software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Depending on the team, you could work with amazing people - It's a fast growing company

      Cons

      - Heavily integrated with India and other parts of the world so the working hours are intense - They secretly had layoffs but refused to announce it. They say they are transparent but really, they just use it so everyone else is transparent - Engineering and Product Management lack clear direction and long-term vision. Priorities change constantly, often driven by the “flavor of the week,” which leaves teams scrambling and abandoning work before it’s finished or properly thought through. It creates an environment where no one knows what actually matters. - There is little to no effective project management. Everything is treated as urgent, regardless of scope or feasibility, with very little concern for doing things correctly or sustainably. This leads to rushed decisions, technical debt, and unnecessary stress for engineers. - Employees are severely overworked. Burnout is normalized. Many teammates feel pressured to work excessive hours out of fear for their job security, which creates a tense and unhealthy work culture. The on-call schedule is brutal and poorly managed. Issues are well known, but leadership shows little interest in fixing or improving the system, despite the ongoing toll it takes on employees. - People management is weak at best. Many managers are ineffective and treat their direct reports poorly, yet they are rewarded for being agreeable to upper management. Being a “yes person” seems to matter more than actually supporting or developing your team. - They try to convince you AI won't take over your job but constantly demands you to use AI for every aspect of your job...

      4
      avatar
      Infoblox Response
      3mo
      Thank you for taking the time to share this perspective and for your decade of contributions to Infoblox. We are glad you were able to work with talented teammates and that you experienced the pace and growth of the business firsthand. We also hear the seriousness of the concerns you've described. While we cannot comment on specific personnel matters or internal decisions in a public forum, we take these themes seriously. Creating a healthier operating rhythm requires clear strategy, stable prioritization, realistic planning, improved resourcing, and leaders who are accountable for how work is delivered and how teams are supported. We are continuing to focus on strengthening our people leadership, improving cross team coordination, and making on call more sustainable. Thank you again for sharing candid feedback, and we wish you success in your next chapter.
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