Companies DNSFilter

DNSFilter

Tampa, Florida, USA

Total Offices: 2

160 Total Employees

55 Product + Tech Employees

Year Founded: 2015

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DNSFilter Company Culture & Values

Updated on October 14, 2025

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about DNSFilter and has not been reviewed or approved by DNSFilter.

What's the company culture like at DNSFilter?

Strengths in empowering, people‑first practices and work‑life policies are accompanied by tensions around micromanagement, leadership instability, and inconsistent execution of stated perks. Together, these dynamics suggest a supportive yet uneven culture where employee experience can vary significantly by team and leadership context.

Positive Themes About DNSFilter

Empowering & Trusting Leadership: Managers are described as hands-off and trusting, giving employees freedom to accomplish work without micromanagement. This autonomy fosters ownership and a drive to excel in their craft.
People-First Culture: The company emphasizes a People First approach, treating employees as individuals and valuing diverse perspectives across a global team. Comprehensive benefits and trust-based policies aim to make employees feel supported and respected.
Healthy Workload & Retention: Policies include unlimited PTO, a rotating 4‑day work week with every other Friday off, and a company‑wide vacation period between Christmas and New Year’s Day. These practices are framed to support work‑life balance and well‑being in a remote‑first environment.

Considerations About DNSFilter

High-Pressure & Micromanaging Culture: Some teams are described as experiencing micromanagement, office politics, and a fear‑based environment that erodes trust. These dynamics can undermine psychological safety and diminish the sense of being valued.
Change Fatigue & Ineffective Decision-Making: Frequent senior leadership turnover, disorganized management, and random layoffs are described as destabilizing. Spending choices perceived as misaligned further contribute to uncertainty and frustration.
Inauthentic or Inconsistent Values: A gap between stated cultural promises and day‑to‑day experience is described, including inconsistent delivery of benefits such as rotating Fridays off and unlimited PTO norms. This perceived mismatch raises questions about the reliability of policies across teams.

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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.