Staff Handbook — PortSwigger Careers

Working hours

Our "normal" hours are based on 9am until 5pm with an hour's break for lunch. You can flex your day to start any time between 8am and 9:30am without needing to notify anyone.

We are happy to support additional flexibility if this works for your team and the people you work with. For example, some people prefer to start later and finish later to accommodate the school run. We don't impose hard and fast rules, because arrangements that work for some teams might not work for others. If you would like additional flexibility, please discuss this with your team leader.

When arranging regular team catch-ups, such as daily standups, please be mindful that people on the team might have different preferences on start and end times. When a new person joins a team, be aware that they won't automatically have the same routine as the rest of you.

You are encouraged to take breaks during the working day when you need them. In our Knutsford office, lunch is provided free of charge in our restaurant between 12 and 1:30 PM.

Working location

Our default place of work is in the office. Whether you're based in Knutsford, London, or Atlanta, we believe that working together in person fosters the best collaboration, creativity, and problem solving. While we support occasional remote working when needed, we encourage teams to make the most of our vibrant office environments.

We are flexible in supporting people in working elsewhere from time to time as the need arises. Examples of this would include staying at home to let in a plumber, receive a delivery, or look after a sick child at short notice. It is hard to codify rules for every situation and we prefer to trust people to do the right thing for their team and for PortSwigger. If in doubt about any planned working arrangements, please speak to your Team Leader.

Our workplace philosophy

We have a clear vision for how our offices should feel, not just how they should function. That vision is built around six principles: welcoming, feeling valued, fun, empowering, high quality, and a force for good. It was shaped by Swiggers and it guides every decision the Workplace team makes, from how spaces are designed to how feedback is acted on. The Workplace Team is based in Knutsford HQ; they are on hand to support this vision in practice. Every Swigger is responsible for how we uphold the Workplace Vision and office standards to create a fantastic working environment.

You can read more about the Workplace Vision and Standards and what it means in practice on Confluence, our intranet site.

Traveling to work

Swiggers travel to work in various ways. Each of our offices offers different commuting options and amenities to support your commute to work:

Knutsford: Shuttle service to the train station, bicycle storage, car parking, and scenic walking routes.
London: Excellent public transport links, close to Kings Cross, cycling facilities, and easy access to key business areas.
Atlanta: Well connected to the city's business district with parking, bicycle storage, and convenient access to MARTA, the Atlanta BeltLine, I-75/85, and in-town Atlanta to suit your commute.

Parking (Knutsford)

Our office has 200 free parking spaces, these are allocated on a first-come, first-served basis. The site uses automatic number plate recognition (ANPR), so to avoid fines please register your car registration number via Jeeves (jeeves.portswigger.net) on your first day or contact your Team Leader with this info so we can get you registered on our system. Park within marked bays, as vehicles outside lines may be flagged by the system. Disabled blue badges must be displayed if parking in a disabled bay too. If you change vehicle or drive a different car, raise a Jeeves ticket so the Workplace team can update your registration. If you are being dropped off by a taxi, Uber or someone giving you a lift, you don't need to register a vehicle.

If you feel unsafe traveling due to extreme weather or any other reason, please work at home and let your Team Leader know.

Out of hours access to office

Knutsford office: The building is secured overnight by site security and is open on weekdays from 7 AM to 6 PM. It remains closed on weekends. For access outside of these hours, please contact the Workplace team.
London office: The office is accessible 24/7, with serviced support available from 7 AM to 5 PM on weekdays.
Atlanta office: Our office space is available to your team 24/7, 365 days a year. Staffed services are provided Monday to Friday from 8 AM to 5 PM, excluding public holidays.

Quiet and collaborative spaces

Each of our offices provides quiet spaces for focused work, relaxation, or reflection. If you need a distraction-free environment, you'll find dedicated areas designed for peace and concentration.

We encourage collaboration across teams, this is where our great ideas happen. We have plenty of spaces for team activities, break out spaces and a library.

A quiet room for meditation or prayer is available in each office, ensuring a space for personal reflection. These rooms are not intended for meetings, conversations, or work.

We also have a private space available for nursing mothers or if you are feeling unwell.

If you prefer to take a break during lunch — whether to unwind, read, or watch something — you are welcome to do so in our breakout spaces or anywhere around Booths Park. There are lots of nice walking routes.

Dress code

There is no dress code. You can wear whatever you are comfortable with.

Names and faces

We understand that with the size we are, people find it hard to put names to faces or faces to names. Various technologies we use support profile photos, including Bamboo, Zoom, Google Workspace, and Jira. We encourage everyone to configure their profiles with a recent photo in which you are clearly recognizable. You can also view a visual org chart on Confluence.

Company organization

We firmly believe that culture is about beliefs, values, and behaviors, not organizational structure. We instinctively minimize hierarchy.

Swiggers are organized into small teams, generally up to around 8 in size. Within each team, things are fairly flat and self-organized. There is a designated Team Leader, whose role is to support the rest of the team and to act as the default go-between for other teams. But we view leadership as shared and contextual.

Teams are organized into tribes. Each tribe has a designated Tribal Elder, whose role is to support the teams and Team Leaders within their tribe and to act as the default go-between for other tribes.

Pod moves (Knutsford)

As we've grown, we've made a deliberate effort to keep connections across the company feeling natural. One way we do this is through pod moves; periodic reshuffles of where teams sit in the office, typically three or four times a year. They're not about disruption; they're about making sure you get to work alongside different people, understand what other teams are doing, and feel part of the whole organization rather than just your immediate team.

When your team is moving, you'll get advance notice, support from the Workplace team on the day, and your team decides how to organize seating within your new pod.

You can read more about pod moves on our intranet pages on Confluence.

Meetings

We work best when we're open and collaborative. There is hardly anything that any of us are working on or talking about that can't be shared. In fact, having people overhear office conversations is a good thing, as it often helps people to see off a misunderstanding or better align on something or share ideas.

We do have various meeting rooms throughout the office which can be used when needed, including bookable Zoom Rooms for dialling out to our other offices or our customers.

All-hands meetings take place every Friday at 3 PM (UK time) in the atrium of our Knutsford office and are live-streamed to our London and Atlanta offices to allow for full engagement across all locations. This is an opportunity for teams to give updates on their work, share news and other updates, meet new joiners, and ask questions.

Social events

We have social time every Friday afternoon, following the All-Hands meeting, with drinks and snacks provided.

We encourage social time during lunch, for example, in our Knutsford office where the restaurant provides a great space to connect with colleagues. Feel free to sit with anyone and join in on existing conversations.

We have regular social events that are facilitated and paid for by the company. If you have a suggestion for a social event, please let the Culture Team know.

Many Swiggers self-organize social clubs based on particular hobbies and interests. If you have an idea for a social club, you can share the idea at an all-hands meeting or with the Culture Team. We are happy for people to use the office for social clubs during lunchtime or out of hours, provided this doesn't cause any mess or disruption. Please speak to the Workplace team to arrange this.

We have a company party at Christmas where partners are welcome and in the summer where partners and children are welcome.

Gym

We support fitness and well-being across all our locations, providing access to gyms and exercise spaces either on-site or nearby.

Knutsford office: Our on-site gym is available for all Swiggers, offering a versatile space for a wide range of light exercise activities. We encourage teams to self-organize workouts, and if additional equipment is needed, the Workplace team is happy to assist. Showers and changing facilities are also available. We also run a number of classes weekly such as yoga that are free to attend. There are also gym facilities owned by Bruntwood on site that you can pay to use but with a company discount, for more information please chat to the Workplace team.
London office: Gym facilities are available, featuring a variety of equipment and fitness classes. Showers are also provided for convenience.
Atlanta office: While the office does not have an on-site gym, it is conveniently located near a variety of outside space providing plenty of options for staying active. There's a gym onsite at Ponce City Market (PCM) — please ask at the front desk for joining info. This is a paid facility. There's also the Atlanta BeltLine: a 22-mile loop of parks, trails, and green space, directly accessible from PCM. Perfect for a lunchtime walk or active commute!

Lockers

Lockers are available for those who need them. If you would like to request one in Knutsford, please speak to the Workplace team. For lockers in London or Atlanta please speak to a Leader in your office.

Reimbursement of expenses

Expenses reasonably incurred as part of your work will be reimbursed. If you are unsure whether a planned expense is reasonable, please speak to your Team Leader.

If you have a Moss payment card, please use this for all expenses and upload receipts via the Moss app. Otherwise, please make payment yourself and give your receipt to the finance team to be reimbursed.

AI tools

We provide access to the latest AI tools to help you do your best work — available to everyone, with no hard limits on usage. We want you to use them and explore what they can do for you.

All AI tool usage is billed, so please keep your use work-related and use the tools smartly.

Using AI tools for your work, and for developmental learning and skill-building, is actively encouraged — that curiosity benefits everyone. What isn't appropriate is using company AI access to run a personal commercial project. If you're not sure which side your use falls on, just ask.

You are responsible for reviewing and standing behind any output AI produces before it reaches colleagues or customers, like you would your other work. Be particularly careful when using AI tools that have access to PortSwigger systems or data, as mistakes can have a real impact. If you find a workflow that works well, share it with your team.

If you're unsure about what counts as appropriate use, please ask — asking is actively encouraged, and a sign of good judgement, not uncertainty. Your Team Leader, the Culture Team, or the Minions Team are all happy to help. You can also find more guidance on the AI Tools page on Confluence.

Holidays

Please use Bamboo to book holiday requests. For some operational roles (for example, customer support or if you work in the Workplace team), it is desirable to avoid having too many people on a team taking holidays at the same time. When this applies, Team Leaders will discuss with the team the best approach to arranging holidays.

We also enable all Swiggers to buy and sell up to 5 days annual leave each year.

Sickness

If you are not well enough to work, take time off until you are better. Wherever possible, please let your Team Leader know that you are unwell and record your absence in Bamboo as soon as you are able to.

UK Swiggers can take up to 7 consecutive days off sick (including weekends) without needing any documentation. After 7 days, we ask for a doctor's note.

On some occasions, you might feel you are well enough to work some or all of the day at home, but not well enough to travel to work. We would encourage you to prioritize recovering properly, but in this situation it is fine to work at home. Please let your Team Leader know what is happening.

U.S. Swiggers: What to know

We offer paid sick leave, with a few light-touch controls to help us stay fair, consistent, and compliant.

If you're off for fewer than 5 working days: Let your Team Leader know and record the absence in Bamboo. If you're off for 5 consecutive working days or more: We'll ask you to provide a doctor's note or equivalent medical certificate.

If you're dealing with a longer-term condition, our teams and TriNet together can guide you through next steps, including access to job-protected leave (under the Family and Medical Leave Act – FMLA) and short-term disability insurance.

We trust Swiggers to use sick leave responsibly. If we spot patterns that suggest burnout or unclear expectations, we'll check in early and supportively.

Performance and conduct

We set ourselves high standards for our performance, and we actively support everyone in striving to deliver the best they can. Everyone at PortSwigger is expected to conduct themselves professionally and in line with our values.

If there is evidence that your performance or conduct consistently falls below the bar we have set for ourselves, we will first work with you to understand and address the issues identified. However, if this is unsuccessful, we may conclude that PortSwigger is no longer the right fit. In those circumstances, we may discuss alternative options with you, and ultimately, your employment with PortSwigger may come to an end.

Grievances

At PortSwigger, we believe that most workplace concerns are best resolved through open, honest, and respectful conversations. We encourage you to raise issues directly with the person or people involved wherever you feel comfortable doing so. In many cases, a straightforward conversation can resolve misunderstandings quickly and effectively, without the need for a formal process.

If you would like support in having those conversations, or if you do not feel comfortable addressing the issue directly, you can speak to your team lead, any other team lead or Tribal Elder, or a Swigger Success Champion (SSC). They can help you think through the situation, facilitate discussions where appropriate, and explore informal ways of resolving the concern.

Where informal resolution is not appropriate, has been unsuccessful, or the nature of the concern warrants it, you may choose to raise a formal grievance. The formal process is as follows:

A Swigger submits their grievance in writing to their team lead, a Tribal Elder, or a SSC.
PortSwigger appoints an appropriate person to hear and manage the grievance.
The grievance hearer carries out any necessary inquiries, which may include reviewing relevant documents and speaking with individuals involved to understand their perspective.
The Swigger is invited to a grievance meeting. They may choose to be accompanied by another Swigger or other suitable companion. If they wish to be accompanied, they should let the grievance hearer know in writing at least 24 hours before the meeting. The purpose of the meeting is to discuss the grievance in detail, review any supporting information, and allow the grievance hearer to ask questions. A note-taker may also be present.
The grievance hearer investigates any additional matters arising from the meeting and gathers any further information required.
Once the investigation is complete, the grievance hearer prepares a written outcome setting out their findings and any conclusions reached.
The Swigger who raised the grievance has the right to appeal the outcome. Any appeal should be submitted in writing and will be reviewed by a different, appropriate person wherever possible.

While timescales may vary depending on the circumstances, PortSwigger will endeavor to progress the process and communicate outcomes without unreasonable delay.

U.S. Swiggers: What to know

TriNet's handbook includes standards of conduct and employment protection policies: These include anti-harassment, discrimination, retaliation protections, and workplace safety standards.

Grievances and complaints can be raised through TriNet's hotline or support center. These routes are designed to comply with U.S. employment law and include processes for formal investigation and resolution of serious concerns.

At PortSwigger, we expect you to uphold high standards of conduct. If concerns arise, we'll raise them with clarity, respect, and a focus on resolution.

If you have a concern, raise it early. Most issues are best resolved informally — talk to your Leader or someone you trust. If informal routes don't feel appropriate, you can raise a formal grievance through TriNet.

Appeals

Should a Swigger feel unclear or disagree with the outcome of a meeting or decision, we encourage you to discuss this with your team lead, a Tribal Elder or member of a SSC in the first instance. This will give an opportunity to surface and address any misunderstandings or misalignment informally.

In the event that discussing these matters informally fails to resolve the situation and a Swigger wishes to appeal a decision, the process is as follows:

A Swigger sends their appeal in writing to their team lead, a Tribal Elder, or a SSC. In this message, they should state that they wish to raise an appeal and state their full grounds of appeal, within a week of an outcome having been communicated.
PortSwigger appoints a suitable person to hear the appeal in an appeal meeting.
The appeal hearer engages in preliminary investigations (such as reviewing documents & speaking to relevant people to gather their perspective).
The Swigger is invited to an appeal meeting and may choose to be accompanied e.g. by another Swigger. If they would like to bring somebody, they should communicate this in writing at least 24 hours before the meeting.
The person hearing the appeal then reviews all of the information provided. If they feel unable to make a decision based on the information provided, they may investigate any missing information accordingly. Once satisfied that they have all the relevant information, they make a decision.
The decision is communicated to relevant parties. This is normally the end of the procedure and there is no further appeal.

While timescales of this process may vary slightly case to case, PortSwigger will endeavor to hold relevant meetings and provide outcomes without unreasonable delay.

Leave for new parents

Employees who give birth are entitled to take up to one year of leave. Provided they have been continuously employed for at least 6 months by the start date of their maternity leave:

The first 26 weeks are paid at full pay, and the following 13 weeks are paid at the statutory maternity pay rate.
For employees with two or more years' continuous employment at the start of maternity leave, an additional return-to-work support payment equal to 50% of salary will be paid monthly during the first 6 months following your return to work.

Employees who have been employed for at least six months by the time their partner gives birth are entitled to take up to 12 weeks of paid leave, depending on their length of tenure:

For employees with two or more years of tenure, you will be entitled to twelve weeks of fully paid leave.
For those with less than two years of tenure, you will be entitled to six weeks of fully paid leave.

This leave can be taken in an initial block of two to four weeks, followed by chunks of two weeks. All employees should give sufficient notice of intended leave, such as giving at least a month's notice for taking a month off. Please speak to the Finance team and your Team Leader about taking the time off.

Leave entitlements for new parents can be shared between the parents.

Other situations related to parental leave might also arise. If you have questions about specific situations, please speak to your Team Leader or an SSC.

Please discuss parental leave arrangements with your Team Leader if the need arises.

Compassionate leave

You may take a reasonable period of paid compassionate leave in the event of the death or serious illness of a close relative or other similar person. Please notify your Team Leader if this need arises, and record your absence in Bamboo.

We have a variety of resources in place to help our people look after themselves. The Culture Team are always happy to support in any way possible. A full summary of the available support, including details of our Employee Assistance Program, can be found on Confluence.

Further questions

If you have any questions that are not answered in this handbook, you can ask PortSwigger's trusty assistant Jeeves (jeeves.portswigger.net). You can also discuss anything with your Team Leader at any time.

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