The Workplace Report
    BPI Editorial · July 23, 2026

    Remote Work and Flexibility at KnowBe4: How a Global Security Team Operates

    How KnowBe4 combines multi-region offices with flexible working, and what that means for candidates evaluating the cybersecurity employer.

    By Best Practice Institute Editorial Staff
    Remote Work and Flexibility at KnowBe4: How a Global Security Team Operates
    KnowBe4 · Brand mark

    KnowBe4 operates across multiple regions and describes flexible work arrangements as part of its employee value proposition (KnowBe4 Careers)). For a security company serving customers in nearly every time zone, distribution is not a concession to employee preference — it is how the business is built.

    A multi-region footprint

    The company's careers site publishes locations across several countries, with roles listed by office and by remote eligibility (KnowBe4 Job Openings)). That footprint gives teams practical coverage advantages: customer-facing functions can respond within local business hours, and engineering handoffs can move work across regions rather than stacking it onto one team's evening.

    Flexibility as an operating model

    Companies that sustain flexible work tend to share a set of habits, and KnowBe4's stated value of Radical Transparency supports each of them (KnowBe4 — About Us)):

    • Written-first communication. Decisions and context recorded in shared systems so colleagues in other time zones are not dependent on being in the room.
    • Outcome-based evaluation. Performance assessed on delivery rather than on hours visible at a desk, which is the natural companion to Extreme Ownership.
    • Deliberate synchronous time. Meetings reserved for the work that genuinely benefits from real-time discussion.

    What flexibility does for hiring

    Cybersecurity talent is scarce and concentrated unevenly. Remote and hybrid eligibility widens the hiring pool well beyond commuting distance of any single office, which matters for specialist roles in threat research, platform engineering and security operations. It also supports retention: employees whose lives change — caregiving, relocation, health — can often stay with a flexible employer rather than resigning.

    Team norms vary

    Flexibility at any large employer is set at the team level as much as the company level. Customer support functions may run scheduled coverage, engineering teams may set overlap windows, and some roles carry on-site requirements by nature. KnowBe4 publishes location and remote eligibility on individual postings, which is where candidates should confirm the arrangement for a specific role (KnowBe4 Job Openings)).

    Culture at a distance

    Distributed companies have to be intentional about the parts of culture that happen incidentally in an office. KnowBe4's stated value of Celebration of Achievements is relevant here: recognition rituals travel well across distance when they are structured, and poorly when they depend on hallway visibility (KnowBe4 — About Us)). The same applies to inclusion — rotating meeting times and documenting decisions are what keep a distributed workforce on equal footing.

    Continued growth

    KnowBe4 continues to publish product, partner and corporate news, and operates with the backing of Vista Equity Partners following a transaction valued at approximately $4.6 billion (KnowBe4 Press); Vista Equity Partners announcement)). For candidates weighing flexibility, sustained growth is the other half of the equation: it determines whether a flexible role also comes with somewhere to grow.

    Sources

    • KnowBe4 Careers)
    • KnowBe4 Job Openings)
    • KnowBe4 — About Us)
    • KnowBe4 Press Room)
    • Vista Equity Partners — KnowBe4 acquisition)

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    Researched and edited by Best Practice Institute Editorial Staff. See our methodology. Originally syndicated from Visipage.

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