October 10, 2026
7 mins
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October 10, 2026
Fireblocks builds digital-asset security infrastructure for financial institutions. Its About page describes a platform that uses MPC and chip-isolation technology to protect private keys and API credentials. That gives applicants a concrete starting point: assess your fit for the product and its customers, rather than treating this as a generic crypto employer.
This guide to Fireblocks careers covers jobs, reported pay, the hiring process, location expectations and application preparation, and says so wherever a detail could not be verified. The aim is to help you decide whether to apply and what you still need to establish before committing your time.
Pay comparisons need particular care. Levels.fyi, as of August 26, 2026, reports median yearly total compensation of $135,043 across the Fireblocks job families it lists. That is a cross-family benchmark, not a salary promise for your target role.
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Fireblocks describes itself on its regulated-entities page as a digital-asset and stablecoin infrastructure company. Its About page describes a security platform for financial institutions that uses MPC and chip-isolation technology to protect private keys and API credentials. For your application, the relevant commercial context is infrastructure and security, rather than a generic interest in crypto.
Fireblocks’s buyer-information document, dated March 2, 2026, reports that the company was founded in 2018, has approximately 900 employees, and maintains offices across ten countries, with headquarters in New York. LinkedIn, as of September 22, 2026, also identifies New York as headquarters and lists offices in the United States, United Kingdom, Israel, Hong Kong, Singapore, Germany, France and Switzerland.
The workforce snapshots differ in precision: LinkedIn displayed 969 employees on July 3, 2026, and a company-size band of 501-1,000 employees on September 22, 2026, versus Fireblocks’s approximate figure in its March document. Those are differently dated measurements, not a basis for calculating hiring growth or averaging headcount.
The regulated-entities page also identifies Fireblocks Trust Company, LLC as a New York limited-purpose trust company and Fireblocks LLC as a FinCEN-registered money-services business. This gives you institutional and regulated-business context, but does not establish which departments are expanding. The defensible hiring takeaway is an internationally distributed employer serving financial institutions; confirm the actual team, location and employing entity before treating any opportunity as a fit.
This guide only prints figures it can attribute to a named, dated source, and has no usable hiring-function evidence for this section; check the official Fireblocks careers page and individual job descriptions for the live picture.
Treat this as application guidance, not a reported description of Fireblocks’s current recruitment. Start with the responsibilities rather than the title: record the work you would own, the experience requested, the location and any stated reporting relationship. Separate requirements you can demonstrate from those you would need to discuss with the recruiter.
Do not substitute the company’s infrastructure business for evidence about a particular opening. A security-focused product does not, by itself, tell you which team is hiring or what that team expects from a candidate. Likewise, the company’s international footprint does not establish that a posting accepts applicants from your country.
For each relevant description, write a short explanation of why your previous work matches its stated responsibilities. If that explanation depends mostly on enthusiasm for digital assets, keep looking for a clearer connection between your experience and the advertised work.
Save the description you actually apply against so you can prepare from the same requirements later. Where ownership, seniority or location remains unclear, flag it for the recruiter instead of filling the gap yourself. You can also use CryptoJob to discover opportunities, while checking Fireblocks’s own listing before relying on the details.
Levels.fyi, as of August 26, 2026, with its page updated October 8, 2026, reports total annual compensation ranging from $70,650 for a Data Analyst in Israel to $278,888 for Sales in the United States. Treat these as employee-submitted compensation observations, not an offer, a base-salary range or a promise about your package. The endpoints span different functions and countries.
The following function medians come from Levels.fyi’s August 26, 2026 snapshot, on the page updated October 8, 2026; they are reference points within the reported compensation spread, not advertised hiring ranges.
| Function | Reported median total compensation |
|---|---|
| Business Development | $101,331 |
| Corporate Development | $198,990 |
| Customer Service | $110,299 |
| Customer Service Operations | $94,470 |
| Customer Success | $135,641 |
| Information Technologist / IT | $193,631 |
| Product Manager | $142,800 |
| Project Manager | $90,826 |
| Sales Engineer | $134,445 |
| Cybersecurity Analyst | $134,037 |
Levels.fyi also reports an overall median of $135,043 across its listed Fireblocks job families as of August 26, 2026. That aggregate is less useful for negotiation than a comparison matched to your function and location.
Before investing in an application, ask the recruiter for the budgeted compensation range and what it includes. Keep base pay, variable compensation and any other package components separate in your notes. Do not turn a submitted total-compensation median into a base-salary expectation, and do not assume the cross-country spread describes the range available for your specific role.
An official company-wide process is not established here; the available descriptions are candidate accounts and third-party guides, not a Fireblocks commitment.
Dataford’s software-engineer guide, dated July 31, 2026, describes approximately four to six weeks and five rounds: recruiter screening, a technical deep dive, a home assignment or live interview, a team-lead interview and a manager interview. Scoutify’s October 9, 2026 guide instead describes a 30-minute recruiter screen, a 45-60-minute technical interview and a 45-minute behavioral interview, with coding or system-design questions possible. These sequences disagree; neither establishes a universal schedule.
Jointaro’s senior software-engineer candidate account, dated June 1, 2024, describes initial engagement, technical-qualification assessments, a soft-skills assessment and an offer. Dataford’s mobile-engineer guide, dated July 16, 2026, describes screening, technical deep dives, assessments and team interviews over multiple weeks.
Dataford’s account-executive guide, dated July 15, 2026, reports approximately two to four weeks, moving from screening to conversations with hiring managers, peers and sometimes leadership. Glassdoor’s April 2025 Tel Aviv candidate account reports three weeks; another account, available as of July 28, 2025, describes a bit more than a month and a half, HR and VP interviews, then at least another week and a half while other candidates were interviewed.
Ask your recruiter to confirm the sequence, assessment format and expected decision timing. Prepare for the reported pattern relevant to your role, without assuming every engineering applicant receives a take-home assignment.
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The evidence does not establish a company-wide remote-first policy. It supports role-specific arrangements, so you should distinguish a remote listing from permission to work remotely in any location.
Fireblocks’s People Operations Administrator posting, as of September 2, 2025, described an office-based position in Tel Aviv with flexibility to work remotely one to two days per week. That is first-party evidence for that posting, not a rule you can apply to every department or a confirmation of its current terms.
TryRemotely, as of October 7, 2026, classified 7% of its listed Fireblocks jobs as remote, 30% as hybrid and 61% as on-site. Those figures describe the platform’s classifications, not Fireblocks’s official company-wide policy. Built In also lists some Fireblocks roles as in-office in New York and others as remote in the United States, but that undated background cannot establish today’s availability.
Remote Fireblocks roles appear in third-party listings, but you should confirm their status and eligibility in the relevant official description. The sources show different arrangements across postings rather than a resolved company-wide policy.
Before applying, ask whether the role requires office attendance, which location it is attached to and where you must reside. If flexibility is essential, request a clear explanation of the team’s expected working pattern rather than relying on a search filter. Use the answer to decide whether the opportunity fits your circumstances before committing to interview preparation.
Glassdoor, as of July 28, 2025, reported a Fireblocks rating of 3.9 out of 5 stars based on 191 anonymous reviews, with 76% recommending the employer to a friend, 85% CEO approval and 71% positive business outlook. These are employee-platform indicators, not a prediction of your experience on a particular team.
A second Glassdoor result, dated only to 2025, displayed 195 reviews. The listings therefore disagree on review count; the precisely dated snapshot is the more defensible basis for the rating above. Do not average the counts or attach the less precisely dated count to the earlier score.
Glassdoor reviewers describe supportive leadership, collaborative colleagues, autonomy, innovation, meaningful work and strong compensation or facilities. Other reviewers describe an intense pace, limited work-life balance, internal politics, perceived favoritism or nepotism, toxic dynamics and weak promotion prospects. Those contrasting accounts make team-level diligence more useful than treating the overall rating as a verdict.
Glassdoor also lists Singapore Great Place to Work certification as of 2022 and second place in Dun’s 100 Best Centaurs to Work For as of 2022. These are historical recognition, not evidence of present conditions.
Use interviews to test the issues that matter to you. Ask how priorities change, how managers handle workload and how progression is assessed. Request concrete examples rather than broad assurances about culture, and compare the answers across the people you meet before deciding whether the trade-offs suit you.
This guide only prints figures it can attribute to a named, dated source; check the official Fireblocks careers page, your recruiter’s instructions and the relevant job description for requirements that are not established here.
The following is general career advice, not a reported Fireblocks selection policy. Base your preparation on the company’s established infrastructure and security context, then narrow it to the actual description. Avoid presenting enthusiasm for crypto as a substitute for evidence that you can perform the advertised work.
Choose examples that directly match the responsibilities in your target posting. Explain the problem, your contribution, the trade-offs you considered and the result, while keeping confidential information out of your application. Make the connection explicit rather than expecting the reviewer to infer it from an employer name or job title.
For an engineering application, use the reported technical-assessment possibilities to plan preparation, but ask which format applies before investing heavily in a take-home exercise. For a commercial application, prepare relevant examples for the deeper conversations described in the account-executive guide.
Check location expectations and discuss compensation scope before the process becomes demanding. The earlier sections establish that work arrangements and compensation observations differ by role, so avoid carrying assumptions from an unrelated listing into your application.
Keep questions about workload, management and progression ready throughout interviews. Your objective is a credible application and an informed decision, not merely reaching an offer regardless of fit.
This guide only prints figures it can attribute to a named, dated source; check Fireblocks’s official careers page, the relevant posting and your recruiter for the live details needed to judge a particular opportunity.
This conclusion is career guidance based on the earlier sections, not a new factual assessment or a prediction of hiring success. Fireblocks is worth investigating if its digital-asset infrastructure work connects directly to your experience and interests. Treat that connection as a reason to examine a role, not as a reason to overlook its practical terms.
The strongest application decision rests on responsibilities you want, requirements you can demonstrate and an arrangement you can sustain. The compensation observations provide reference points, but they do not establish your offer. The interview accounts provide preparation clues, but their disagreement means you still need a recruiter-confirmed plan.
The employer reviews also supply counterweights to the appeal of meaningful work, autonomy and supportive colleagues. Take concerns about pace, work-life balance, workplace dynamics and progression seriously enough to ask specific questions. Equally, do not assume that an anonymous review describes the team you would join.
Set your decision criteria before spending the weekend tailoring an application: scope, location, compensation expectations, management and progression. Proceed when the posting and conversations support those criteria. If essential details remain unclear, seek clarification rather than converting missing information into optimism; a worthwhile opportunity should be evaluated on terms you understand.
Fireblocks pay varies by role and location: Levels.fyi reported median annual total compensation of $135,043 across its listed job families as of August 26, 2026. Fireblocks’s own job postings, as of June 28, 2026, advertised $141,000-$194,500 in base salary for a New York Sales Engineer and €80,000-€110,000 for a Sales Engineer in Germany. Total compensation and base salary are different measures; Levels.fyi figures can include stock and bonuses.
Yes, Fireblocks advertised roles in both the United States and Germany in its job postings as of June 28, 2026. LinkedIn also listed offices in the United States, United Kingdom, Israel, Hong Kong, Singapore, Germany, France and Switzerland as of September 22, 2026. An office presence does not establish that every role can be performed from any of those locations.
Reported timelines vary by role: Dataford’s guides estimated four to six weeks for software engineers as of July 31, 2026, and two to four weeks for account executives as of July 15, 2026. The software-engineer guide described recruiter screening, technical evaluation, a home assignment or live interview, and team-lead and manager interviews. These are third-party estimates, not guaranteed Fireblocks timelines.
Yes, Fireblocks states in its job postings that some roles may include equity as part of total compensation. Its Technology Alliances Director posting, as of June 28, 2026, specifically identified equity, bonus and benefits as potentially additional to base salary. That wording does not establish an equity entitlement for every role.
Yes, Fireblocks’s job postings documented recruitment during 2026, including Sales Engineer, Sales Director and Front Line Support Engineer roles as of June 28, 2026. The Sales Engineer posting for New York was subsequently updated on October 8, 2026. These dated postings show hiring activity, but do not guarantee that a particular vacancy remains available when you apply.
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Figures move. Check the company's own careers page before you rely on anything time-sensitive here.
