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INTERNET | Internet Software & Services / Monitoring & Security
opendns.com

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Founded Year

2006

Stage

Acquired | Acquired

Total Raised

$51.26M

Valuation

$0000 

About OpenDNS

OpenDNS is a provider of Internet security and DNS services, enabling the world to connect to the Internet with confidence on any device, anywhere, anytime. OpenDNS provides businesses, schools and households with a safer, faster and more intelligent Internet experience by protecting them from malicious Web threats and providing them control over how users navigate the Internet, while increasing the network's overall performance and reliability. The company's Umbrella cloud security service protects enterprise users from malware, botnets and phishing regardless of location or device. At the heart of all OpenDNS services is the OpenDNS Global Network, the world's largest Internet-wide security network, securing 50 million active users daily through 12 data centers worldwide.

OpenDNS Headquarter Location

135 Bluxome Street

San Francisco, California, 94107,

United States

415-344-3200

Latest OpenDNS News

Should Remote Work Pay Be Based On Location?

Oct 18, 2021

CartEgg Posted byby CartEgg 2 hours Ago 15 Min Read Last Updated:October 18, 2021 – Advertisement – For the previous 12 years, Brian Hartvigsen has labored remotely from Boise, Idaho. Now an engineering director for the analytics platform ChartHop, he first started working remotely shortly out of school for OpenDNS in 2009. At first, he didn’t understand that the place he lived performed a think about his compensation. He figured he was doing a job and was going to be paid appropriately for that job. “A little naive on my part,” he stated. But as he took on administration roles at OpenDNS and later for Cisco, which acquired it, “it was very apparent that there was this idea that one of the benefits of hiring remote people was cheaper labor,” he stated. Hartvigsen ultimately realized that he was being paid lower than his friends as a result of he was working in Boise. “It was a major letdown,” he stated. “For some reason, my geography meant that I was of less value. And that sucked. It can be very demotivating too.” As a supervisor, Hartvigsen may view the geography-based pay bands for each place that would probably report back to him. Having direct experiences making extra money than he did didn’t trouble him, Hartvigsen stated, however having location be the rationale for the totally different compensation packages did. “When the only reason that they’re making more money than me is where they live, not the work that they’re doing, that is a problem to me,” he stated. “Knowing that if I extended an offer for the exact same position to someone in San Francisco versus someone in Austin, Texas, versus someone in Boise, Idaho, that was going to be three different pay scales, and on top of that, three different sign-on bonuses. … Entire compensation packages were dramatically changed based on where you were. It just never felt right.” Hartvigsen stated it wasn’t simply wage that was primarily based on the place folks lived. “The minimum stock allocation for someone in Boise was one-sixth of the minimum stock allocation of someone in the [San Francisco] Bay Area,” he stated. “That’s a lot.” A Cisco spokesperson declined to element how the corporate bases salaries and inventory allocations on geography. “We design our compensation packages to be competitive with local talent markets and assess each employee individually to determine the right pay level for their role, experience, and performance,” they instructed HuffPost. “We also regularly review compensation levels to ensure employees are paid fairly and competitively among the respective market and Cisco colleagues, regardless of if the person works in an office or remotely.” Hartvigsen stated he explored transferring to the San Francisco space for OpenDNS, however he had already constructed his life in Boise. After rising up in a navy household, he didn’t wish to transfer his personal 4 youngsters round. “I live a decent life, but I could not have moved my family to the Bay Area and bought a home,” he stated, including that even when different job presents included relocation help, “I’d still have been behind in terms of financial stability compared to someone else who was my age, my time in career and had been in those markets the whole time.” Although Hartvigsen stated location-based pay bands weren’t a direct purpose he left Cisco this summer time, it was one thing he requested potential new employers about in job interviews. “I didn’t want to continue in that cycle ― not just for me, but also for people that I hire,” he stated. “If I hire someone in Boise who is doing the same work as someone in the Bay Area, to me they should be compensated equally.” Some firms are eliminating pay scales by location. The coronavirus pandemic was a wake-up name for a lot of employers and workers that the previous manner of doing work wasn’t working ― a minimum of for everybody. One July survey of Americans who started working remotely in the course of the pandemic discovered that 65% stated they’d be prepared to take a 5% pay reduce in an effort to hold doing so full time. Companies together with accounting agency PwC and massive tech companies together with Facebook , Microsoft and Google took notice of this demand. They’re now permitting workers the chance to proceed working from residence the place they like, however have made potential wage changes a situation of doing so in cheaper markets. But a rising variety of firms are additionally taking a location-agnostic strategy to pay. Last 12 months, Reddit eliminated geographic compensation zones for U.S. workers, asserting it might as an alternative tie pay ranges to high-cost areas akin to San Francisco and New York, no matter the place U.S. employees members dwell. The cloud software program agency Okta determined in April to cease making wage changes when workers transfer, except the transfer is to a brand new nation or leads to a brand new place. And final month, Zillow’s chief folks officer, Dan Spaulding, introduced that the corporate’s compensation packages would now be tied to “role, responsibilities and performance” and that workers can relocate throughout the U.S. and Canada with no wage penalty. “When you work for Zillow, your long-term earning potential is determined by how you perform, and will not be limited by where you live,” Spaulding wrote in a LinkedIn publish. Many firms are rethinking their technique for compensating distant workers after the onset of the pandemic. Daniel Zhao, senior Glassdoor economist, stated most employees mistakenly imagine firms alter pay geographically primarily based on price of dwelling, however that it’s truly adjusted primarily based on price of labor. Companies “benchmark pay against other competitors in that area, so if they see other competitors raising wages, then they need to raise wages as well,” he stated. Since the pandemic started, there’s been an uptick in firms figuring out geography-based pay primarily based on the place workers reside, slightly than the place the corporate maintains workplaces. Before the pandemic, 32% of firms had been utilizing the situation of their headquarters to set pay for distant workers, in line with a summer time Payscale survey of human assets leaders and compensation professionals who labored largely in tech but additionally in fields together with manufacturing, nonprofits and finance. That quantity dropped to 17% after the pandemic started. Amy Stewart, creator of Payscale’s ensuing “State of Remote Work” report, instructed HuffPost that firms usually calculate regional pay scales by making use of a “geo differential” ― a share variation that adjusts pay for the distinction in the price of labor between areas. She famous that though paying distant employees primarily based on the employer’s location could make that employer aggressive when the employer is predicated in an costly space, it doesn’t work the opposite manner round. But lots of the firms which have publicly sworn off geographic-based pay variations are primarily based in costly areas, and cite the need to remain aggressive as a purpose. In a weblog publish concerning the change, Reddit said it might “attract top talent by not requiring people to relocate and increase the diversity of our workforce in the process.” Is it honest to undergo a wage adjustment for transferring or working remotely? When the pandemic hit, Hartvigsen’s CEO at ChartHop, Ian White, thought-about whether or not there needs to be a location-based wage adjustment as a few of his employees moved away from firm headquarters in New York City. But finally, White stated it was a “no-brainer” to not. “It’s clearer and more consistent for everybody if people can trust that they’re paid the same for the same work, and then they can make choices accordingly,” he stated. White stated if he had gone ahead with a location-based pay reduce, it might have put him within the “weird” state of affairs of policing workers’ areas. Some firms, he added, must measure whether or not persons are dwelling shut sufficient to a metro area that the metro price of dwelling applies. “I didn’t want to deal with any of that,” he stated. Geographic-based wage cuts may also perpetuate inequity for ladies and folks of coloration who already face pay gaps in comparison with their white male friends, stated Nadia De Ala, a profession coach. According to a Pew Research Center analysis , 1 in 4 working ladies stated they’ve earned much less a person doing the identical job, whereas simply 5% of working males stated they’ve realized lower than a lady doing their similar job. “More often than not, my clients get heartbroken because they find out, ‘Wow, compared to my counterparts’ ― typically white male counterparts ― ‘I am getting thousands of dollars less for the same work,’” De Ala stated. Those 1000’s of {dollars} add up. Black and Latina ladies are the most likely group to be single heads of family and the one breadwinner for his or her households. Women of coloration are additionally the group that’s least possible to have the ability to cover an earnings loss akin to a pay reduce for transferring or working remotely. One of De Ala’s purchasers who was going through a wage discount for transferring heard by means of informational interviews that she was already being underpaid primarily based on her unique, present location. “I imagine for my client, it was very hard for her to trust, ‘Is this fair? Is everyone getting this?’” De Ala stated. When folks work remotely, they’ll additionally shoulder a monetary burden on the similar time the choice helps a enterprise’s backside line. People working at residence can incur prices like organising and sustaining an workplace and paying for high-speed web and electrical energy that their employer used to cowl. Danelle Clark, a utility administrative skilled, beforehand instructed HuffPost that selecting to remain distant in the course of the pandemic resulted in a ten% pay reduce that outweighed what she saves from forgoing her brief commute. “I personally don’t think you need to take a pay cut to work from home. I’m just as productive as I am in the office, if not more so,” Clarke stated. “I did not get any extra equipment. I was provided a laptop and a monitor, but no sort of desk or workstation.” Companies that do enact geographic wage changes could also be weighing how a lot it impacts worker morale and betting in opposition to the way forward for distant work, Zhao steered. “If five years from now, remote work is only 5% of the labor market, there might not be enough competition to drive local cost of labor up to the rates you would see in the Bay Area and New York City,” he stated. White thought equally: “A lot of companies that are doing location-based pay or location-based pay cuts sort of figure they are going back to an office again. And they almost want to motivate employees to come back to the office.” The benefit of not doing such pay cuts and calculations, he stated, is that it sends a greater message. “We are going to trust people as adults to make decisions that make the most sense for themselves and their families,” he stated. – Advertisement –

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Expert Collections containing OpenDNS

Expert Collections are analyst-curated lists that highlight the companies you need to know in the most important technology spaces.

OpenDNS is included in 4 Expert Collections, including Smart Money VCs (2017-2019).

S

Smart Money VCs (2017-2019)

6,297 items

We crunched the data to identify the 24 VC firms with the best combination of portfolio valuations and investment outcomes.

E

Enterprise SaaS

2,452 items

Software-as-a-service (SaaS) – internet based software offered as a subscription – continues to become the de facto standard for software distribution and consumption. Enterprise SaaS continues to show particular promise, emerging as one of the most well-funded categories. Startu

b

big data

1,068 items

C

Cybersecurity

4,724 items

OpenDNS Patents

OpenDNS has filed 17 patents.

The 3 most popular patent topics include:

  • Country code top-level domains
  • DNSSEC
  • Domain name system
patents chart

Application Date

Grant Date

Title

Related Topics

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2/18/2016

10/8/2019

Domain name system, DNSSEC, Country code top-level domains, Email, Network protocols

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10/8/2019

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Domain name system, DNSSEC, Country code top-level domains, Email, Network protocols

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