
The security and stability of the company.
The diversity and experience level.
The flexible work day combined with a product that works and is valued by customers.
The pre-IPO shares are the best, but were a one-off situation. To me, the incentive-based RSUs and ESPP programs are best part of the comp plan to me.
That the salary was negotiated by the Talent Acquisition Manager and not by the hiring manager. It was a great way to keep any difficult questions from impacting the employee/manager relationship.
The Tenable leaders make decisions for Tenable. They don't do things that worked at some other company at some other time. They are hands-on, involved, engaged leaders. And when decisions are made, they are informed and relevant. Never was this more evident than during the pandemic.