Category: Rapid7 Culture

7 Rapid Questions on our Belfast Placement Programme: Orla Magee and Paddy McDermott

Ever wonder what it’s like to be an intern at Rapid7 in Belfast?

Software Engineers Orla Magee and Paddy McDermott share what the interview process looked like for them, along with impactful projects and advice for others exploring Rapid7’s Placement Programme.

What was the interview process like for the Placement Programme?

Paddy: The interview process for Rapid7’s Placement Programme was well structured and welcoming. It consisted of two parts, a one-on-one chat focusing on cultural alignment, and a technical interview with programming questions and a puzzle to solve. The interviewers were approachable, which helped me feel at ease. I felt as though they struck a good balance, assessing my skills without overwhelming me with information and questions. It felt like a genuine attempt to get to know me as a person and assess my skills, rather than just ticking boxes.

Orla: From the start, the talent acquisition team was friendly and communicative, keeping me well-informed about each stage. The interviewers seemed genuinely interested in getting to know me as a person, highlighting that being yourself is crucial in this process. Overall, the interview experience reflected positively on Rapid7's commitment to finding well-rounded individuals who can contribute both technically and culturally to their team, which made me feel at ease and excited for an opportunity to work at Rapid7.

What initially stood out to you about Rapid7?

Paddy: What stood out to me about Rapid7 was the genuine connection I felt with the people I met during the interview process. The interviewers were engaging and approachable, which gave me a strong sense of the company’s collaborative culture. Another thing that caught my attention was Rapid7’s commitment to growing new talent. This became clear when I attended an event specifically for intern applicants, where I got to experience the company’s welcoming atmosphere firsthand. A mix of friendly people, a learning-focused environment and the opportunity for significant professional growth really made Rapid7 stand out as an ideal place to begin my career.

What was the learning curve like coming into Rapid7 as a student, and what resources or tools did you have to navigate that?

Orla: Transitioning from university to working at Rapid7 as a student came with a significant learning curve. In university, I was used to working independently on projects. At Rapid7, I had to adapt to collaborating as part of a team. This shift required developing my communication skills and learning to work effectively with others. Additionally, the codebase was much bigger and more complex than the smaller-scale projects I had worked on in university. To help navigate these challenges, I was paired with a mentor at the start of my internship, who was instrumental in developing my technical abilities and helping me adjust to working in a professional environment. Alongside my mentor, my team members were always willing to offer assistance and guidance, creating a supportive atmosphere that facilitated my learning and growth. This combination of mentorship and team support was crucial in helping me overcome the learning curve and successfully adapt to a new work environment.

Can you share a memorable project or experience?

Paddy: One of my most memorable achievements during my placement was developing a full-stack status page. This project was particularly significant as it served a real, practical purpose within the company. The status page I created was designed to alert on outages and display the health of various components of our team's pipeline. This tool was used beyond our team, and was shared internally across different parts of the company. This project allowed me to greatly expand my full-stack development skills in a meaningful way. It was rewarding to see something I built from the ground up being actively used to improve monitoring and communication about our pipeline's status.

What advice would you give someone looking to land a Placement with Rapid7?

Orla: Take advantage of intern nights, held at the office, as these events offer a unique glimpse into Rapid7's culture and team dynamics. These events are great opportunities to network and build connections with current staff members, potentially giving you an insider's perspective on the company.

Paddy: My main advice would be to be yourself throughout the whole process as this will really   help you connect with the interviewers and showcase your true potential. Also, make sure to demonstrate a strong willingness to learn, as Rapid7 values candidates who are eager to grow and take on new challenges.

What were some of your biggest fears coming in, And how did that compare to reality?

Orla: When I started my internship at Rapid7, my main concern was that my technical skills might not measure up to those of my peers. I worried about potentially struggling to contribute meaningfully to the team, but my real experience showed that these worries were unnecessary. From day one, I was met with a welcoming and supportive environment. My colleagues were not only understanding of my position as an intern but were also genuinely enthusiastic about helping me develop my skills. They took the time to walk me through their current projects, providing valuable context and insights that helped me quickly get up to speed. My initial uncertainty was replaced with excitement for the opportunity to learn and contribute, and the reality of the internship far exceeded my expectations.

How has your placement experience prepared you for a successful career?

Paddy: Overall, the placement has given me a mix of technical growth, hands-on experience and professional development creating a strong foundation for my future in tech. I've learned many new programming languages with guidance from experienced colleagues. Working in a live production environment has equipped me with real-world skills and experiences. Presenting demos has boosted my confidence in public speaking and taught me how to communicate technical concepts effectively. I've built connections and friendships with coworkers which has made the work environment enjoyable and allowed me to start to form a professional network that will be valuable in my career.

Interested in learning more about the Placement Programme, or additional emerging talent programmes at Rapid7? Click here to explore our offerings and view open jobs.

Test Driving a New Benefit Programme in Belfast

When most people think about benefits packages at work, what typically comes to mind are things like healthcare programmes, financial stipends, or wellbeing incentives. For Stephen, one benefit he uses on a daily basis comes on four wheels.

Rapid7’s electric vehicle scheme was rolled out in late 2023 for Belfast employees. The programme enables employees to lease an electric car via their employer and pay for it on a salary sacrifice basis, offering substantial tax and national insurance savings.

“I kept reading about the program and thinking - is it really this simple? What’s the catch?” said Stephen Gallagher, a Lead Product Manager who received his new electric BMW this past May. “The more I learned about the process and understood what that pre-tax payment would be vs. paying for a vehicle on my own, it was really a no brainer.”

The unique offering also contributes to the company’s sustainability goals by making electric vehicles more accessible, thanks to the pre-tax salary sacrifice. “I’ve worked for some other big tech companies in Belfast, but I’ve never seen this as a company offering. It definitely gives me a great sense of pride to work for Rapid7, and I feel motivated to do well for a company that takes care of employees in such a unique way.”

Test Driving a New Benefit Programme in Belfast

“The program provides employees with make and model options based on different salary levels to ensure the monthly payment is reasonable. Once an employee enrolls and selects a vehicle, our vendor sources it and coordinates delivery. Employees don’t pay anything until the vehicle is delivered.” Says Karen Hendry, Senior Benefits Manager. “I’ve watched employees go through the process, and I’m excited to have just taken ownership of a car myself through the programme!”

In addition to a competitive monthly payment, the program also eliminates the need for down payments, dealer fees, maintenance, or separate insurance fees as the offering is all inclusive. Stephen shared more on his recent experience by adding “I recently got a scratch on the car, so it’s been in the shop to get repaired. All I had to do was reach out to our vendor, and they got me in touch with a repair shop and coordinated everything for me”.

“As a benefits team, we are always evaluating our offerings and looking for ways to bring value to our employees through unique programmes. It’s exciting to see something new like this take off successfully in Belfast”

Learn more about Rapid7 in Belfast here.

Boston Business Journal Names Rapid7 as a Best Place to Work in Boston

On June 13th, 2024, Rapid7 was recognized by The Boston Business Journal as a Best Place to Work in Boston. This marks the 13th consecutive year Rapid7 has made the list, this time coming in at #8 in the extra large company category. Best Places to Work rankings are based on anonymous employee surveys where workers rank how they feel about their employer. Questions range from employee engagement and impactful work, to career growth opportunities and having the support of their managers and leaders.

Christina Luconi, Chief People Officer at Rapid7, credits the recognition to the company’s ability to attract, develop, and support exceptionally talented team members across all areas of the business.

“When you are able to get a group of talented people aligned to a shared vision and mission, and you invest in resources to support them in learning and growing their careers, you’re able to create the foundation for both a successful business, and an incredible workplace that people are really proud of,” she said.

Boston is home to Rapid7’s global headquarters, which sits at 120 Causeway Street adjacent to TD Garden and North Station. The location was chosen due to a variety of factors, including easy access to public transportation for employees. The company operates on a hybrid model with employees spending 3 days a week in the office and 2 days working remotely. Inside, employees have access to a variety of working spaces and zones. Designated quiet areas and private meeting rooms equipped with Zoom technology and whiteboards support more focused or heads-down work, while community spaces like their Barista Bar, speakeasy, and living room seating areas foster collaboration and cross-functional interactions.

Rapid7’s Boston site is occupied by all business functions, including engineering, sales, people strategy, marketing, and finance.

To learn more about working at Rapid7, click here.

7 Rapid Questions with #77 Ray Bourque

We couldn’t pass up the opportunity to bring Boston Bruins legend Ray Bourque into the herd as we continue to expand our Bruins jersey sponsorship.

Ray is an absolute hero to Bruins fans everywhere. He has cemented his status in the annals of Boston sports history through 21 seasons in the black and gold and completely reinvented the game. He holds NHL records for goals, assists, and more for a defenseman. Ray’s relentless offense and tireless defense helped the Bruins command the attack surface. To top it off, he’s worn numbers 7 and 77, making this partnership feel like kismet.

In the spirit of our shared numeric connection, we’ve asked Ray to answer seven rapid questions about his time on the ice, his work off the ice, and his partnership with Rapid7.

What is your favorite memory of your days on the ice for the Bruins? (Maybe your top 3?)

Playing in Boston for 21 years, it’s hard to narrow it down to just one. There are a few moments from my time playing in Boston that really stand out. One of those being my first game. That was the most surreal feeling, realizing that I had made it to the NHL, which had been a dream of mine for as long as I can remember.

Another night that stands out is the night the Bruin’s surprised Phil Esposito with the retirement of his #7 jersey and we revealed my new number, 77. That was such a special moment.

An evening I will hold on to forever is the closing of The Garden. So many amazing alumni came out onto the ice after the game and took their last skate on The Garden ice. The last player they announced was Normand Leveille, who had suffered a brain aneurysm that ended his career. His dream was to skate one more time. Normand and I had a special relationship, as he did not speak English when coming to Boston. We would be roommates, sit next to each other at dinner, he would order the same meals as me because he couldn’t understand the menu. Being able to take him on his final skate around The Garden ice was one of my favorite moments as a Boston Bruin.

It's the Bruins Centennial Year. What does 100 years of hockey history in Boston mean to you?

Anyone who has had the opportunity to play for one of the Original 6 teams understands how much of an impact that history and energy has on a team. Making it 100 years is an incredible feat, and having such an incredible city support a team for that long is impressive. It speaks so much to the dedication of the fans, ownership, management, and the culture built around the Boston Bruins. I am grateful for the opportunity to have played for an Original 6 team for 21 years of my career and be a part of such a unique and inspiring culture for so much of my career.

How important is the work the Bruins are doing in the community to engage youth from all backgrounds to grow the sport of hockey?

The NHL as a whole has done a great job at working on inclusivity, and this initiative wouldn’t be possible without the support of each team and their supporters who expand upon these efforts like Rapid7. So many people from so many different backgrounds have flourished in the sport and it is becoming something that is available to everyone. Having new teams and expanding the game has opened hockey to so many new regions. That has allowed kids to grow up with hockey in their community and give them the opportunity to dream of playing in the NHL.

Doors are wide open for anyone that wants to get involved and enjoy the game of hockey, at any level, and I think that is so important because there is so much to learn and take away from the sport at all levels.

It's probably hard for you to imagine, but just go with us for a minute here: If professional hockey had never worked out, what sort of career would you have liked to have?

I don’t know what I would do, you’re right, it’s hard to imagine. I never thought about doing anything else. At 13 years old, I started separating myself from my teammates. I found another gear in my development that allowed me to advance my skills, and at 15 years old I started playing up, joining a Junior’s team of 16-20 year old’s. That is when it became realistic to me that I could make it to the NHL.

If I wasn’t a professional hockey player, I think I would still be involved in sports in some way. Sports were a huge part of my youth, playing hockey and baseball, and I would want to have the same impact on young athletes that my coaches and trainers had on me. I am not sure where that would have taken me, but it is something I am passionate about and would have enjoyed spending my time on.

As a legend in the sport, you've had your pick of organizations to align yourself with. What about Rapid7 speaks to you?

From the beginning of our conversations, Rapid7 has come across with a great energy that stuck out to me. It is clear that this team is pulling in the same direction, and it just feels like a team you want to be on and a part of. Their positive and inclusive culture makes it an environment you are excited to be a part of. On top of that, what they are doing is so important to today’s world and their work can truly make a difference.

What are the most important aspects of the Bourque Family Foundation you would like people to understand? How can they get involved?

Giving back is something that has been a significant part of my family since we moved to Boston when I was 18. The Boston Bruins are an extremely charitable team, and as a young player I quickly became involved in the community through the charitable efforts we did as a team.

Raising our family, my wife and I instilled the same values in our children, and all of us have played our own part in giving back to our community. The Bourque Family Foundation is a way for us to come together and combine our charitable efforts. My family and I are truly passionate about the work we do, from supporting individuals with spinal cord injuries to having an ongoing initiative to support the fight against ALS. We are able to touch so many different parts of our community and so many causes. Being able to bring our grandchildren into this as well is just a very special feeling, and I look forward to seeing the continued impact we can all make together with the amount of passion and love for this work that exists in my family.

We have 3 core events that are a great way to get involved; the 7.7K Road Race, Bourque Golf, and The Captain’s Ball in honor of Pete Frates. On top of that, there are some 3rd party initiatives as well that we are a part of that allow our community to raise funds. If you’re getting involved with any of the Bourque Family Foundation events, we can promise you’ll have fun and we’ll raise good money while doing it.

As the sport of hockey continues to spread further around North America and the world, any advice for those talented youngsters who dream of taking up the sport and making it to the NHL someday?

The most important thing I can say is work hard and have fun. Believe in yourself and in your dream. Being dedicated in terms of your work ethic and preparation will get you far and so will doing so with open eyes and open ears. There is so much value to be learned by everything that is happening around you. Hockey is a great game to be a part of, regardless of where it takes you. You can learn a lot of lessons about teamwork, leadership, work ethic, and everything that comes with being a part of a team. Approaching the game being willing to work hard, learn, and dedication will get you far, no matter where you end up.

And there you have it, NHL great and Boston sports legend Ray Bourque answering seven rapid questions from Rapid7. If you’d like, you can also learn more about how Ray and Rapid7 are working together to support hockey and continue icing out cyber threats everywhere.

Rapid7 Sales Director Devin Poulter On Building a Career as an Account Executive

Devin Poulter is a Sales Director with over 20 years of experience in the tech industry. Recently, we asked him a few questions to learn more about how he built his career, what it’s like to lead a team at Rapid7, and more.

You’ve been in software sales for most of your career, what can you tell us about being successful as an Account Executive?

I’d say building your personal brand is really important for success as an Account Executive. Being able to have open and honest conversations with customers and really focus on where you can (or sometimes, where you can not) add value is something people will remember you by.

Years down the line, when you are either introducing a new product, or representing a different company, that decision maker you are reaching out to will probably remember how you treated them previously. If you took the time to create a positive relationship, they are more likely to take your call and listen because you’ve built that foundation of trust. I’ve seen that play out time and time again, and I think it’s important for people building their career to equally focus on their personal brand as well as the product or company brand you’re representing.

What stands out to you about Rapid7 when it comes to building a sales career?

Well, the cybersecurity market is white hot as threats and bad actors continue to find new ways of exposing vulnerable organizations. It’s a market that is attracting a lot of competition as new companies and startups emerge—but where I see the most value and sustainability is with organizations like Rapid7 that can meet customers where they are—and grow with them.

When we think about our customers, particularly the CISO, their role has become increasingly challenging, and will continue to be so. Between an evolving threat landscape, a struggle to find talent for in-house security teams, and a volatile economic landscape that puts pressure on budgets—they need partners who can help them do more with less resources. At Rapid7, we’re making it everyone's mission to think about these customer challenges and ensure we’re bringing the best and most impactful solutions to the table so we can help customers build a more secure digital future.

Additionally, Rapid7 isn’t a one trick pony for a CISO. Our Account Executives can sell across the full platform of our offerings, enabling them to be a true partner to customers and add value based on their unique needs and challenges. When it comes to building a successful career in sales (and especially in building your personal brand), this is something that helps our reps deliver the utmost value to customers with solutions that can grow and scale with them.

Finally, Rapid7’s mission is inspiring. The need for our products is something that is never going to go away. All around the world, there are bad actors who are constantly trying to take advantage of individuals and businesses to make a quick profit. When you think of the impact a hacker or vulnerability can have, it’s everything from financial losses to entire infrastructure systems and communities getting disrupted. We’re giving organizations the tools and resources to protect themselves from the bad guys, and helping their security teams work more efficiently and keep their data—and more importantly, people, safe from harm.

What’s it like to lead a team at Rapid7?

As a leader, I’m excited for the opportunity to help mature my team and see them succeed. That’s always been a big motivator for me—and it still is today. As I’ve progressed through my career, I’d say it’s equally rewarding to see the growth and success of the business, and the impact we’re making on our customers.

Today, my motivation goes far beyond hitting our numbers and going to Club. Being part of a company that’s creating real impact every day, whether it’s through our products, our open source communities, or our work in public policy and governance, it’s fulfilling to be part of a journey that's being recognized and giving us a reputation in the market for being really innovative.

When people are proactively approaching you at a conference or a show, and commenting on the work Rapid7 is doing, it instills a lot of pride in your work and reminds you of how important our mission is. A company that gives you that kind of fulfillment, along with opportunities to grow, is the real difference between finding your next job and finding a career home.

What do you look for in an Account Executive?

What I look for is genuine curiosity, and the ability to critically think about challenges. I don’t need someone to tell me what they think I want to hear or give a generic answer. In order to uncover this in an interview, I’ll often share a real world situation and ask their opinion on how they would approach it. This gives me an opportunity to see what kind of follow up questions they have, how they think, and how they might approach challenges on the job. As far as their answer, I’m not looking for a right or wrong response, it’s more about learning how they think. Sometimes, I’ll even help coach or give the person feedback to help them understand the context or maybe frame it in a way they weren't thinking about originally. The candidates that stand out the most are the ones who are able to ask the right questions, can articulate their opinion, and who are also coachable and open to feedback. Knowledge of our products and industry can always be taught, but having the right mindset is critical to be able to help them grow and be successful in the role.

At Rapid7, when we say we are open to ideas and encourage people to challenge convention—we really do mean it, and we respect the different perspectives that are brought to the table. This kind of culture is what helps sustain the business and enables you to do some really cool things in your field.

Looking to find your career home as an Account Executive?

Explore what it’s like to work as part of our sales team here: https://careers.rapid7.com/sales

Rapid7 Data Engineers Inspire Future Tech Talent at Summer Search Career Fest

We are thrilled to share some exciting news from our data engineering team at Rapid7. Earlier this month, our very own data engineers had the honor of being panelists at the technology panel organized by Summer Search, a fantastic organization that our CEO, Corey Thomas, is on the Leadership Council for.

The event, known as the Summer Search Career Fest, aimed to empower and support 100-150 high school and college students from low-income backgrounds. It provided them with invaluable opportunities such as professional mentoring, summer experiences, and post-secondary support. Our team was elated to contribute to this inspiring initiative and connect with these talented young minds.

Rapid7 Data Engineers Inspire Future Tech Talent at Summer Search Career Fest

As panelists, we had the privilege of sharing our experiences, insights, and expertise in the field of data engineering. We discussed various topics related to technology, career paths, and the impact of data-driven decision-making. Our goal was to inspire these aspiring individuals and showcase the incredible possibilities that lie within the tech industry.

Being able to guide and mentor young talent aligns perfectly with our company values and our commitment to fostering growth within the community. We firmly believe that by investing in the next generation of professionals, we can collectively shape a brighter future.

We would like to express our heartfelt gratitude to Summer Search for organizing this remarkable event and for providing us with the opportunity to contribute. We would also like to extend our appreciation to Corey Thomas for his involvement in the Leadership Council, which made our participation possible.

We encourage all of you to join us in celebrating this achievement and the positive impact we are making together. Stay tuned for future updates on our community engagement initiatives and ways you can get involved.

Once again, thank you to everyone involved in making this event a success, and we look forward to continuing to make a difference in the lives of young talent within our community.

Rapid7 Data Engineers Inspire Future Tech Talent at Summer Search Career Fest
Starting a Career in Tech? Learn How Rapid7’s Emerging Talent Programmes Foster Long-Term Success

Rapid7’s Emerging Talent Programmes pave the way for early career professionals to have a successful career in tech. In Belfast, we offer both an Apprentice Programme and a Placement Programme to support new talent coming into the tech field.

The Apprentice Programme is designed for individuals with established careers that want to pivot into the cybersecurity field. In our Placement Programme, students spend a full year working as a member of one of our teams while enrolled in university, gaining valuable experience working on real projects.

Cybersecurity is constantly evolving, and we work diligently to stay ahead of attackers and create a more secure digital future for all. Emerging Talent Programme participants bring fresh and valuable perspectives to our business and are equipped with the resources and opportunities to develop valuable industry knowledge and experience.

We spoke with several team members who went through these programmes and went on to pursue full time roles at Rapid7, and invited them to share their experiences.

What was the biggest hurdle you have had to overcome when starting your career?

When I joined Rapid7, I had no prior IT experience. My background was in mechanics. I was initially very nervous that my lack of IT experience would put me at a disadvantage. However, I was fortunate to be offered an opportunity with Rapid7 and Belfast Met. Rapid7 provided me with exceptional training and a support programme with ongoing mentoring. This ensured that I never felt left behind.

In the last 2 years working with Rapid7, my knowledge and skills have grown far beyond what I had ever hoped for. This is a testament to the talented individuals I work with and their willingness to share their expertise and help others.

Mark Gottschalk, Technical Support Engineer II

Coming from university and other experiences where I would have completed projects in smaller groups, understanding how information is stored and communicated across a large company and stakeholders took some time. I look at it as a valuable learning opportunity as you gain insight into how decisions are made in software companies and how stakeholders in all areas of Rapid7’s business interact with each other.

Christopher Jennings, Assistant Product Manager, Platform

How did you know you wanted to work at Rapid7?

I was interested in the culture at Rapid7 when looking for placement opportunities. The effort by the company to look after employee welfare was very attractive, and quite unique compared to other companies.

Kate Wilson, User Experience Designer I

My software engineering placement at Rapid7 was a pivotal experience in my career journey, as it helped me to determine my desired career path and confirm my interest in the company. Rapid7 impressed me with its position as a leader in the cybersecurity industry, as well as its ownership of the highly regarded tool, Metasploit.

The company’s focus on culture and values during the hiring process, and the positive experience I had with the people I met made a strong impression on me. These factors, combined with my passion for software engineering, led me to conclude that Rapid7 would be an ideal place for me to continue my professional development and pursue my career goals.

Jonathan Hume, Software Engineer I

How has this programme helped you determine your career path?

This placement programme has been instrumental in helping me determine my career path. I now have a better understanding of what product managers do and how different stakeholders within a software business interact to progress Rapid7 forward.

Christopher Jennings, Assistant Product Manager, Platform

The apprenticeship programme at Rapid7 has been a transformative experience for me. I have a strong interest in technology and a drive to learn and grow. I am surrounded by colleagues who are supportive and inclusive, and I have the opportunity to work on real-world projects that are challenging and rewarding. The programme provides a perfect balance between work and education, allowing me to complete my degree while gaining valuable experience.

Toni Ashe, Technical Support Engineer I

What has been your proudest accomplishment at Rapid7 so far?

My proudest accomplishment within Rapid7 has been the success of the Apprentice team I started with. At the end of our first year working within the Support team, we received the top three highest average customer survey ratings globally, as well as the top team globally. This was a moment of immense pride for all of us and serves as a testament to the effectiveness of the training and development programme for Support Engineers and the Apprenticeship programme!

Mark Gottschalk, Technical Support Engineer II, Support Coordinator Apprentice

My proudest accomplishment so far has been successfully completing my first coding project, which was a command palette modal that utilized hotkeys and other actions. Despite the challenges, I have worked hard and pushed myself to learn, and the reward of completing the project was worth all the effort.

Toni Ashe, Technical Support Engineer I

What piece of advice would you give someone entering a similar position?

I would advise anyone who is thinking about applying for an internship to be confident in their ability, ask lots of questions, and build a good knowledge base on the work and environment of the company and role you are applying to.

Kate Wilson, User Experience Designer I

For anyone considering a career move, my advice is: Take advantage of the opportunities for learning and growth, be open to feedback, and don't be afraid to ask questions. Pursuing a career in this field can be challenging, but the results are rewarding if you are passionate about technology and have a drive to constantly learn and grow.

Toni Ashe, Technical Support Engineer I

Looking for a place where you can gain hands-on experience and drive real impact? Explore all our Emerging Talent programmes and opportunities here.

Secrets of a cybersecurity employer-of-choice

By Jay Prescott, Director, Global SOC Operations

While the staffing crisis is real, our global MDR SOCs are thriving with top-notch analysts, DFIR talent, and no revolving doors (they like it here). In a high-pressure, high-stakes business, these are our lessons learned.

Measure your staffing performance meticulously and publicly

In an industry plagued by burnout, churn, and open jobs everywhere, be obsessed with your metrics to retain top talent. We do.

  • Last year, we grew our global Managed Detection and Response (MDR) teams by 68%
  • Our voluntary attrition for SOC analysts is under 5%
  • Since the start of Rapid7 MDR seven years ago, we've only lost about one to two analysts per year (as competition for cybersecurity talent went white-hot)

Rapid7 recruits talent from all over the world to join us in our state-of-the-art SOC locations. Each SOC has incredibly high retention rates.

We prioritize investments in training, competitive pay, project work and extracurricular activities, and ensuring analysts are doing the work they enjoy. The leadership team is in tune with job satisfaction and directly attacks any aspect of the analyst duties that causes friction.

Peter Drucker said it best:  “Culture eats strategy for breakfast.”

According to a survey by Mimecast, 84% of security professionals are experiencing burnout due to the constant barrage of threats, the  talent shortage, and other employees’ mistakes (as a result of burnout).  And, while everyone battles “The Great Resignation” and our collective 5-year skills crisis, ZDNet reports it’s going to get worse. Nearly a third of the global cybersecurity workforce plans to leave the industry—not their jobs, but the entire industry—within two years.

To prevent burnout, we encourage a culture of friendship and after-hours socialization. People who work alongside friends help more and perform better. They trust one another.  Like just about anyone in our line of work, Rapid7 MDR employees know they can go anywhere and do what they do. They also know we greatly appreciate the fact they choose to do it here.

A member of one of our SOC had his car in the shop for far too long due to a supply chain shortage of the missing part.  There was only one thing to do for April Fool’s day:

Secrets of a cybersecurity employer-of-choice


As one member of the team stated, “we work at a place that crowdsourced a $700 prank!”

You don’t need budget for team-building consultants and “trust exercises.”  Camaraderie is created in Slack channels and karaoke nights at the bar on the first floor of the Rapid7 Arlington , VA office.

Create a learning organization

We’ve heard it called “alphabet soup after your name.” While certifications are important, real-world experience and constant learning trumps a course any day of the week. And the best way for the SOC to learn? By doing first-hand and sharing those learnings with everyone. Here’s some of the lessons learned:

First, eliminate silos. Each of our MDR SOCs are  composed of three tiers of analysts, working together on customer environments. There’s complete threat detection coverage, multiple layers of escalation and validation, and redundant knowledge. Additionally, the technology used by the SOC captures relevant details of the environment, detected threats, and analysis notes which are available to all analysts.

Second, train constantly. Rapid7 has a robust training program: a combination of external live training (SANS, Chris Sanders courses), self-paced learning (TCM malware analysis & forensics courses), as well as a robust internal security training program (modeled after specific incidents Rapid7 MDR has handled) to train our analysts quickly and effectively. All training is heavily focused on endpoint forensics, incident response, threat hunting, coding/scripting, and foundational security concepts. All analysts have the chance to attend external training every year. Internally, analysts learn from each other with weekly “lunch n’ learns” to level up their stills by learning from others around them and show off the latest threat they were able to thwart for our customers.

Third, we organized around learning in new ways. Over a year ago, Rapid7 merged our Incident Response Consulting Team with our MDR SOC to create an integrated team of Detection and Response experts. If an incident investigation appears to be major, analysts simply (and literally) swivel their chairs and tap Senior IR consultants and DFIR practitioners on the shoulder.

For major incidents, Rapid7’s TIDE Team (Threat Intelligence and Detections Engineering) is right there too. “We ride along with them and are watching what they're discovering and we develop new detections,” says Eoin Miller, Manager of Detection and Response Services. “It helps not only that customer but any other customer that may be a current or future victim of that same attacker.”

Rapid7 MDR  also created a "Tactical Operations" (TacOps) team, which is primarily used as a “farm system” for analyst development. Typically, Associate Analysts at other Security Operation Centers are relegated to Tier 1 roles, focusing on low severity alert triage with little exposure to actual malicious activity or complex investigations. Rapid7 takes a different approach by throwing these Associate Analysts into the deep end to deal with real, high priority threats (the things we know are evil), which accelerates their learning curve. They’re actually looking at malicious activity all day, not just hundreds of benign alerts.

Our Associate level analysts have even gone on to publish their work and were tapped to lead a technical malware deep dive on one of the most popular security webinars in the world (Ultimate IT Security). Not too shabby for "entry level" folks to be presenting to a broad audience after only a year working in our SOC. Not surprisingly, we focus on promoting from within, with many analysts taking on advanced roles in forensic analysis and IR.

Finally, we’ve reorganized our services organization to bring our penetration testing team SOC analysts under one roof. We feel the best way to learn (and improve our ability to detect and respond effectively) is to encourage collaboration and knowledge sharing between both our offensive-minded and defensive-minded security practitioners. Iron sharpens iron.

Never compromise your standards

MDR analyst candidates go through an initial technical assessment (live on phone responses) with our Talent Acquisition partners in order to pre-screen candidates before the live technical interview panel.

During the interview Technical Panel, our interviewers' goal is to push the candidate to the edge of their knowledge. We ask a series of questions which are progressively more difficult using real-world scenarios: "If you see XYZ behavior, walk me through the process from start to finish:

  • What technology and methodology would you use?
  • What data are you looking for?
  • Deep dive into why and how you're looking at it?
  • How do you come to the determination that the behavior is malicious or benign?

This allows us to question various tools and techniques used in the course of an investigation. We then hire based on the candidate's knowledge, skill set, and culture fit.

More questions like these and other best practices we use can be found in our guide, the 13 Tips for Overcoming the Cybersecurity Talent Shortage.

Say what your values are

Rapid7 has company core values. We’ve added to it with our “Culture Code for the MDR SOC.” Every organization and each SOC’s values are different. These are ours:

  • Ownership: Know what you’re responsible for and own it. We expect you to own your mission fully. Don’t make excuses, and don’t point fingers at others.
  • Customer-Centric: We are here for one reason—to deliver the managed security services our customers expect and deserve.
  • Passion and Purpose: Love what you do. While not everything you do every day is exciting, our team members genuinely enjoy their work and understand the importance of it.
  • Don’t Just ‘Turn The Wheel’: We’re not here just to handle alerts, run scans, perform hunts, or throw alerts over the fence for our customers to handle. We’re here to bring our security expertise to bear in the most effective way to better protect our customers at scale.
  • Risk Taking: Choosing not to take a risk is often the biggest risk. We will never fault someone for taking a well informed risk in order to better serve our customers.
  • Integrity: We never mislead customers or prospects or act against their best interests, and we are open and honest with our fellow Moose.
  • Never Done: This is not a clock-in / clock-out kind of job. While many days are predictable, others are not. Our North Star is customer outcomes, not time-based.
  • Glass Half Full: Security operations can be unforgiving—but we will remain positive and optimistic.
  • Have Fun: Get your job done, but have fun doing it.

We’re always looking for great security professionals to join our team. If the above piques your interest and you’re looking to join a part of something special, come check out our open Career opportunities.

7 Rapid Questions: Lindsey Searle

Welcome back to 7 Rapid Questions, our blog series where we ask passionate leaders at Rapid7 to give us an inside look at what it’s like to work on their team, and how they’re creating an impact every day.

In this installment, we talk to Lindsey Searle, Senior Manager, Customer Advisors on how her team helps solve customer challenges, and how candidates can stand out in the interview process.

What kind of challenges are you/your team responsible for solving for customers?

The security space is evolving every day as hackers continue to advance. Many customer teams find themselves overwhelmed and in need of more customized services to stay ahead, and that’s where we can help support.

Our team is the face of Rapid7 for Managed Services customers. We provide advisory services for clients of all shapes and sizes and at all levels of their security maturity journeys. The Customer Advisor team works closely with the Security Operations Center (SOC) to monitor customers’ in-scope environments and provide custom tailored guidance to enhance their security posture. Many of our customers consider us an extension of their in-house security team, and we strive to build close knit working relationships and trust with each and every one of them.

In addition to day to day monitoring, our Customer Advisors work with our clients to understand their security goals, make recommendations to achieve those goals, and are personally invested in seeing those initiatives through to completion.

What does your team look like (team size, types of teams etc.), what growth has there been?

The Customer Advisor organization at Rapid7 grew by 30% last year—we added 35 new people to the team in 2022, including Advisors at all levels, four new managers, and a Vice President.

Our team is composed of all levels of security professionals, from associate CAs at the start of their career to tenured Lead and Principal Advisors. We have CAs supporting all three branches of Managed Services, and our teams are blended across Managed Detection and Response (MDR), Managed Vulnerability Management (MVM), and Managed Application Security (MAS) to allow for cross functional collaboration and learning.

We are fortunately in a position where as our Managed Services business grows, our Customer Advisor team has continued to expand, as it is a standard part of the service offering.

What makes the culture at R7 different from other tech / cyber security companies?

I always find it difficult to describe the Rapid7 culture when I interview candidates because it’s something that you really have to see to understand and believe. The underlying fact is that all Rapid7 employees are passionate about security—we are here because we want to help our customers succeed, and we truly enjoy working together for that common goal.

At the same time, every single person is unapologetically unique and does not hesitate to bring their own perspective to the table. We have a great balance of external hires bringing in fresh ideas, as well as internal hires that provide a different approach to a situation when you’ve worked on the other side of the curtain.

What 3 biggest things have you learned in your time at Rapid7?

One: Take the time to thank people for helping you out! We do ‘guitar picks’ at Rapid7—it’s an internal website where you can give fellow moose a virtual kudos and recognition, whether it be for a great presentation they gave, or for filling in for you on an assignment, or for just being awesome. Everyone in the company can see it, and the recipient gets a notification that they’ve received one. Sending a pick takes minutes but can make someone’s day! Our Chief People Officer selects a guitar pick submission and sends it out to the whole company every morning. It’s a quick and meaningful way to thank those around us.

Two: Don’t be afraid to ask questions—we are all constantly learning and there is definitely someone out there who can help.

Three: There is a Slack emoji for just about every situation, and if it doesn’t exist—make one! In fact, our recent Slack migration took longer than expected due to the 10,000+ custom emojis that Rapid7 employees have created. One of our core values is ‘Bring You’ so this is just one example of how people are getting creative to express themselves in different ways and build camaraderie in a globally distributed organization.

How does Rapid7 set you up for success in your role?

I was incredibly impressed with the corporate onboarding provided by Rapid7 when I went through it myself in late 2021. You attend your onboarding sessions with all new hires starting at the company that week and already start to build a network within your first few hours here.

Rapid7 is big on encouraging Insight Coffees—an informal 30 minute meeting with another Rapid7 employee to get to know them on a personal and professional level. Those connections stick with you throughout your time here and only strengthen your ability to work together down the road.

Our company culture is built around helping each other and working together as a team, which puts you in a great spot to be successful in your role.

What can a candidate do to stand out in the interview process?

Honestly, just be yourself—Bring You is a core value at Rapid7 and something that truly sets us apart from other companies. Finding people who embrace our collaborative culture and partner well to share ideas is a major piece of the Rapid7 interview process. These soft skills weigh as heavily as prior work experience and technical competency. Your individuality will set you apart from other candidates—so let your true self shine!

What advice would you give someone thinking about coming to work here?

Bring energy and enthusiasm, and take the time to build meaningful relationships with the people you work with. It is much easier to wake up and log on for the day when you are looking forward to interacting with your team members and your customers. At Rapid7 we live by the core value of ‘Impact Together’—teamwork makes the dream work! We have a far greater chance at success when working together than we do when trying to climb the ladder individually.

To learn more about Rapid7 Managed Services:

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Rapid7 Podcast Explores Hybrid-First Workplace Learnings

As the world continues to navigate the post-pandemic shift in work environments, Rapid7 is operating on a hybrid-first approach that balances flexibility and productivity with collaboration and optimizing for customer success.

In the spirit of cross-collaboration, the People Development and Workplace Experience teams partnered with managers across the company to record an internal podcast series. The series, dubbed “Have You Herd? Navigating Our Hybrid-First World!,” captures the stories and experiences of our managers adapting to hybrid work and how they support their teams. ‘Herd’ is a nod to our moose, the term we use to describe our people. Since the word ‘moose’ is both singular and plural, it means that we respect everyone’s individuality while working together as one team towards a common goal.

Chatting with our host, Senior Director of UX for the Detection and Response practice Gwen Betts, managers shared tips and tricks for building strong cross-functional teams, staying connected to the Rapid7 community, and most importantly, creating impact for our customers. Throughout these episodes, three key themes emerged: building strong team relationships, cross-team collaboration, and employee engagement. Take a look below to see how our managers are navigating these areas, and hear directly from some of them via the audio clips!

Strong Team Relationships

Whether you’re working together in person or virtually, it’s important to consciously create a dynamic and supportive team environment to help people drive impact. Balancing both environments in a hybrid workplace can often feel challenging. In Episode One, Director of Talent Acquisition Caroline Galvin and Senior Director of Software Engineering Neville O’Neill discussed how they foster team relationships for creating impact. Some tips they shared include:“Anchor your team around a common mission.” When team members are accountable to each other in pursuit of a common goal, the bonds of trust and respect are strengthened.

“Find ways to come together for the moments that matter.” There are many ways to celebrate wins virtually, but don't lose sight of the value of coming together in person to celebrate the big milestones or especially noteworthy occasions. This can create a solid foundation that helps those virtual celebrations and events become even more meaningful because of what you've spent time to build intentionally.

“Connect as humans! Be more relational, less transactional.” Encouraging your team members to bring their full selves to work (like we emphasize with our Bring You core value) and connecting on a personal level improves communication and trust for working through tough situations.

The Magic of Cross-Team Connections

Not only are our Moose moving between home and office work environments, but our managers often have direct reports and cross-functional stakeholders working across different locations and time zones as well. Ensuring they have a solid communication plan is fundamental to their team’s success.

In Episode Two, Jan Krijgsman, Senior Sales Manager and Aniket Menon, Vice President of Product Management shared their tips for developing clear and consistent communication channels:

“Be clear with Slack message/email intentions.” Let the recipient know whether a question or request is urgent, or can wait for a response. Respecting people’s time and helping them prioritize their work makes for better collaboration.

“Engage in regular check-ins with your direct reports.” Build a connection based on trust so that difficult conversations are not avoided and feedback exchanges can be prioritized.

“Empower team members to connect cross-functionally.” Encourage them to develop their internal networks. Every day, Rapid7’s InsightCoffee program empowers our people to develop cross functional relationships that otherwise would not have been possible.  We’re intentional in making sure all of our Moose feel encouraged to reach out and chat with anyone, at any level, on any team.

Employee Engagement

A major focus of the podcast has been employee engagement in a hybrid world. With reduced face-to-face time and the ever-present threat of Zoom fatigue, how do managers help their teammates stay engaged with the Rapid7 community? All of our podcast guests had fantastic solutions that they use to consistently boost team morale:

“Utilize the concept of ‘first’ and ‘second’ teams (or, regional and functional teams).” If you have team members who are geographically separated from the rest of the team, work with them to develop a regional team with those who work in the same location. This helps balance creating a strong global team culture with strengthening the micro-cultures that form locally, establishing a strong foundation for people to feel even more connected.

“Slack is the new water cooler!” Have a few minutes in between Zoom meetings, or taking a coffee break? This is the best time to drop into those ‘fun’ Slack channels to engage with others around personal interests. Some favorites at Rapid7 include the #puppies and #cooking channels!

“Celebrate ‘wins’!” Make an effort to acknowledge and celebrate the incredible work that your team does. Show that what they accomplish makes a real impact on the success of the team and the business!

Conclusion

Our work environments look quite different than they did three years ago. While we have largely settled into this new way of working, we embrace our core value of Never Done by continuing to ask ourselves how we can continue to improve. At Rapid7, we truly believe that our managers are impact multipliers, with a direct hand in optimizing our teams and creating impact for our customers. This podcast series has given our managers another way to learn from each other and collaborate on best practices for building strong team relationships, improving cross-team collaboration, and encouraging robust employee engagement.