Companies Palo Alto Networks

Palo Alto Networks

Singapore, Singapore, SGP

16,068 Total Employees

Year Founded: 2005

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Palo Alto Networks Company Culture & Values

Updated on January 14, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the company culture like at Palo Alto Networks?

Strengths in collaboration, innovation, and trusted autonomy are accompanied by pressures from rapid growth, workload intensity, and inconsistent management and change practices. Together, these dynamics suggest a high-impact culture where experiences vary by team, with fit depending on tolerance for pace and organizational flux.

Positive Themes About Palo Alto Networks

Collaborative & Supportive Culture: Teams are often described as smart, friendly, and collaborative, with cross-functional work and colleagues willing to help. A welcoming, mission-aligned atmosphere and strong onboarding create a “homey” feel despite scale.
Innovation & Creativity: Work centers on cutting-edge cybersecurity products and continuous innovation leveraging AI, analytics, automation, and orchestration. The fast-moving, mission-driven context offers meaningful problem-solving and career growth.
Empowering & Trusting Leadership: Managers often trust individuals to own projects and respect work-life choices in many teams. Openness to ideas, mentorship programs, and learning resources support autonomy and professional development.

Considerations About Palo Alto Networks

Workload & Burnout: A hyper-growth, “pressure cooker” environment with aggressive demands and expectations to be an expert across areas strains work-life balance. Long hours, high quotas in some roles, and calls to balance pace and workload are recurring themes.
High-Pressure & Micromanaging Culture: Instances of micromanagement, toxicity, and ego-driven behaviors appear in certain groups. Uneven PTO application, politics, and isolated cases of discrimination can undermine trust on some teams.
Change Fatigue & Ineffective Decision-Making: Frequent restructuring, shifting policies, and organizational silos create uncertainty and reduce clarity. Concerns include poor communication, unclear strategy in places, and busy work that adds limited business value.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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