Workiva Careers Guide: Culture, Roles & Benefits

Choosing your next role is a big decision—especially when you want flexibility, meaningful impact, and growth. This Workiva careers blog guide brings together culture, teams, benefits, the hiring process, early-career programs, and application tips so you can confidently decide your next step and apply. Along the way, we connect Workiva’s mission to market context, like the SEC’s 2018 Inline XBRL rule that phased in through 2021, which helped standardize digital financial reporting in the U.S.

Overview

If you’re exploring Workiva jobs and want a clear picture—what the company does, how teams work, and what to expect from interviews—you’re in the right place.

In the next sections, you’ll learn how skills map to roles, how remote/hybrid collaboration works, what benefits typically include, and how to apply and stand out. By the end, you’ll have a practical path to assess fit and move forward with confidence.

A few context clues explain why Workiva’s work matters now: the EU’s Corporate Sustainability Reporting Directive (CSRD) will expand sustainability reporting to an estimated 50,000 companies across the EU economy (https://finance.ec.europa.eu/sustainable-finance/corporate-sustainability-reporting_en).

Remote work remains durable, with roughly 28–30% of U.S. paid days worked from home in 2024, according to recent research.

And for ESG roles, the Greenhouse Gas Protocol is the backbone for emissions measurement and target-setting used by thousands of organizations worldwide. Keep these trends in mind as you evaluate fit and growth potential at Workiva.

Why Workiva: Culture, Mission, and Impact

Candidates often ask, “What real-world problem will I help solve at Workiva?” In short: Workiva helps organizations simplify complex, regulated reporting and orchestrate high-stakes collaboration across finance, risk, audit, and sustainability.

Demand is reinforced by regulatory standards such as Inline XBRL in the U.S. and the EU’s CSRD/ESRS—creating resilient, purpose-driven work that blends compliance, data, and storytelling. If you like connecting details to outcomes under real constraints, this environment rewards clarity, rigor, and empathy.

At a glance, Workiva’s mission pillars can be summarized as:

1. Simplify complex reporting and risk work with connected data and workflows
2. Build trust through accuracy, transparency, and auditability
3. Empower people to work where they work best, with clarity and autonomy

These pillars show up in daily decisions—from product design to cross-functional collaboration—so people can focus on insight, not rework. As you read the team overviews below, consider which pillar aligns most with your strengths.

What Workiva does in the market (and why it matters)

Workiva provides a connected platform to manage complex reporting cycles—financial and SEC reporting, ESG disclosures, audit and internal controls, and risk management—so teams can link source data, maintain version control, and collaborate securely. This reduces the risk of manual errors and the time spent reconciling versions across spreadsheets and slide decks.

In practice, that means finance teams can generate Inline XBRL-ready filings for the SEC while ESG teams prepare CSRD-aligned reports with consistent, traceable data.

Two examples highlight long-term relevance: the SEC’s inline XBRL mandate modernized digital filing formats (https://www.sec.gov/rules/final/2018/33-10514.pdf), and the EU’s CSRD expands mandatory sustainability reporting across large swaths of the economy (https://finance.ec.europa.eu/sustainable-finance/corporate-sustainability-reporting_en). Together, these trends create stable demand for experts who can connect data, controls, and narrative. If you enjoy solving high-stakes, cross-functional reporting problems, Workiva offers a direct path to impact.

Teams and Roles at Workiva

The fastest way to assess fit is to map your skills to Workiva’s core teams. Below, you’ll find focus areas, typical responsibilities, and collaboration patterns to help you target the right openings.

Clear mapping also helps you tailor your application: when you can explain how your experience meets the team’s outcomes—time-to-compliance, accuracy at scale, reduced manual effort—you’ll stand out in the hiring process. As you explore, note which problem spaces energize you—controls and closing the books, scalable software and integrations, customer outcomes and enablement, or ESG data and frameworks.

Finance, Reporting, and GRC

These roles sit at the intersection of external reporting, SOX, internal audit, and enterprise risk. You’ll translate policy and controls into practical workflows—think month-end close, evidence collection, testing, and reporting—while partnering with product teams to shape features that auditors and filers love.

Familiarity with XBRL concepts, materiality, control design, and filing timelines helps you anticipate downstream impacts and keep cross-functional work on track.

Profiles that stand out often pair practitioner depth (e.g., CPA, CIA, or CISA) with an eye for process improvement and change management. For example, a SOX manager might lead a controls rationalization initiative to reduce testing hours without sacrificing assurance. The takeaway: show how you’ve made complex reporting simpler, faster, and more reliable.

Engineering and Product

Engineering and Product teams design and deliver secure, scalable software that integrates with customers’ data and workflows. Product managers craft strategy and roadmaps from discovery through delivery. Engineers build services, APIs, and interfaces that must perform under tight deadlines and strict compliance standards.

Expect to collaborate with design, security, and compliance SMEs to prioritize features that reduce risk and increase user confidence.

Experience with modern cloud architectures, front-end frameworks, and secure SDLC practices is valuable, as is empathy for regulated users who need auditability as much as usability. Strong candidates connect product decisions to measurable customer outcomes—reduced cycle time, fewer manual steps, or improved data lineage. If you can explain trade-offs clearly and ship iteratively with high quality, you’ll fit right in.

Customer Success, Sales, and Marketing

Go-to-market teams help customers realize value fast, especially in regulated industries. Customer Success builds adoption plans and governance with champions across finance, audit, and sustainability. Sales and Solutions Consulting quantify ROI, time-to-compliance, and risk reduction. Marketing turns complex regulation into clear narratives and enablement that resonate with multiple stakeholders.

For example, a solutions consultant might quantify the hours saved preparing an Inline XBRL filing and model the risk avoided by connecting controls evidence to reporting outputs. Candidates who excel in these roles translate features into business outcomes and guide executives and practitioners to the fastest path to value.

ESG and Sustainability Roles

ESG and sustainability roles partner with finance and operations to collect data, apply frameworks, and communicate impact with rigor. Knowledge of the GHG Protocol for Scope 1, 2, and 3 emissions (https://ghgprotocol.org/) and familiarity with CSRD/ESRS concepts are strong differentiators, as are skills in data management and stakeholder engagement.

You’ll often own processes for data collection, assurance readiness, and narrative alignment across sustainability and financial reporting. Standout candidates show how they’ve built credible, repeatable ESG processes—think materiality assessments, supplier data strategies, or audit-ready emissions calculations. If you can explain framework choices and trade-offs to both sustainability and finance leaders, you’ll add immediate value.

Remote Work and Flexibility at Workiva

Flexibility is a top decision driver—candidates want to know how remote and hybrid work in real life. Workiva is known for a “Work Where You Work Best” approach that sets clear expectations for collaboration while supporting different lifestyles and time zones.

You’ll find autonomy balanced with team norms, so you can do focused work and still stay connected. Remote work is here to stay, with roughly 28–30% of paid days in the U.S. worked from home in 2024 per WFH Research (https://wfhresearch.com/).

In practice, teams use intentional rituals—written briefs, async updates, and time-boxed meetings—to keep projects moving across geographies. The takeaway: expect flexibility with structure.

Work Where You Work Best explained

“Work Where You Work Best” means your location is driven by role requirements and team norms rather than a one-size-fits-all mandate. Teams establish shared windows for synchronous collaboration, documented expectations for response times, and strong async habits so work isn’t blocked by time zones.

Managers coach for outcomes, not online hours.

You’ll see this in things like weekly planning docs, office-hour blocks for cross-functional partners, and clear SLAs for reviews. The result is fewer interruptions and more thoughtful collaboration—especially critical for complex reporting and product work.

Collaboration, travel, and meetups

Distributed teams still benefit from in-person time to align, plan, and celebrate wins. Most teams schedule periodic meetups aligned to product milestones or planning cycles, allowing deeper workshops and relationship-building.

Customer-facing roles may travel for implementations, executive briefings, and industry events. Travel expectations vary by role and region, so check job descriptions for specifics.

As a rule of thumb, Workiva prioritizes high-value, well-planned in-person time—so when you travel, it’s purposeful.

Benefits and Total Rewards

Benefits should support your life, not just your work. Workiva offers competitive health and wellness coverage, generous time off approaches, mobility options tailored to role and region, and learning programs that keep you growing.

Because benefits vary globally, always review region-specific details in each job posting or with your recruiter. The throughline is simple: support that meets people where they are.

Investing in people drives performance: organizations with highly engaged employees see stronger outcomes across productivity and retention, according to Gallup’s workplace research (https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx). That’s why learning budgets, clear growth paths, and inclusive policies matter as much as core medical benefits.

Health, wellness, and time off

Health and wellness typically include comprehensive medical coverage, mental health resources, and employee assistance programs, with regional differences based on local regulations and market norms.

Time off approaches are designed to support focused work and real rest—expect paid holidays plus vacation and leave policies that vary by location and level. Managers work with team members to plan coverage during peak reporting periods, so rest and delivery both get protected.

For specifics, consult the benefits overview for your country and role. Your recruiter can also walk you through how time off works during busy seasons like quarter-end or implementation go-lives.

Mobility, relocation, and work abroad

For eligible roles, Workiva may support relocation to approved hubs or regions based on business needs. Short-term work abroad is sometimes possible with proper tax, payroll, and immigration reviews.

Approvals typically require lead time to ensure compliance and employee support. In the U.S., certain roles may be eligible for work-visa sponsorship under categories like H-1B, subject to role requirements and legal criteria (general reference: https://www.uscis.gov/working-in-the-united-states/h-1b-specialty-occupations).

Always check each job posting for location eligibility, sponsorship availability, and relocation details. Your recruiter can outline the typical steps and documentation required for mobility requests.

Learning and career growth

Workiva invests in learning through budgets for courses, conferences, and certifications aligned to your role—think CPA/CIA/CISA for finance/audit paths or ESG-focused credentials for sustainability practitioners. You’ll also find mentorship opportunities, career frameworks with documented competencies, and internal mobility pathways for moving across teams or functions.

Performance reviews center on impact, competencies, and growth, reinforced by regular check-ins with your manager and cross-functional feedback. The goal is clarity: what good looks like, how you’re tracking, and what support you need to reach the next level.

Hiring Process and Interview Tips

Clarity reduces candidate stress—so here’s what to expect from application to offer. Processes can vary by role, but most involve initial recruiter screens, role-aligned interviews (technical, case, or portfolio), and a final set of cross-functional conversations focused on collaboration and values.

Workiva’s onboarding mindset mirrors best practices recommended by SHRM—structured ramp plans, clear expectations, and early wins set you up for success (https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/onboardingnewemployeesmaximizing-success.aspx). Your recruiter will outline the steps so you can prepare effectively.

Come prepared to connect your experience to Workiva’s customer problems. Interviewers want to see how you structure ambiguous work, collaborate across disciplines, and deliver outcomes under real-world constraints. Use examples with measurable impact to make your story memorable and credible.

Application to offer timeline

While timelines vary, many candidates move from application to offer in roughly 2–5 weeks, depending on role complexity and scheduling. Typically you’ll see a recruiter screen within 1–2 weeks of applying, followed by a hiring manager interview and a panel or onsite-style loop.

Technical or case exercises can add a week for preparation and review, and final decisions often land within a few business days after the last interview. Stay engaged by sharing availability early, confirming logistics promptly, and asking your recruiter about expected next steps.

If you receive another offer, let the team know—they’ll do their best to align timelines.

How to prepare for Workiva interviews

Your goal is to show you can deliver outcomes in Workiva’s context. Use this checklist to focus your prep.

1. Study Workiva’s product domains (SEC reporting, GRC, ESG) and how regulations shape customer needs.
2. Map your experience to the role’s outcomes (e.g., reduce time-to-compliance, improve data lineage, strengthen controls).
3. Prepare 3–4 impact stories using the STAR format that show cross-functional collaboration and measurable results.
4. Practice the specific exercise for your role (coding, system design, product case, analytics, writing, or presentation).
5. Bring thoughtful questions about team rituals, success metrics, and how work gets prioritized.
6. Confirm logistics early: interview format, tools, time zones, and any accommodations you need.

A day before your interviews, rehearse concise, data-backed stories. During interviews, narrate trade-offs and invite feedback to demonstrate collaboration.

Portfolio and case expectations

Work samples help hiring teams see how you think. Product and Design candidates may complete discovery or prioritization cases and walk through artifacts such as PRDs, roadmaps, or flows.

Engineers may do a coding exercise and a system design discussion focused on scale, security, and reliability. Finance/GRC candidates might work through a controls scenario or testing plan, and ESG candidates could outline a data collection approach aligned to the GHG Protocol or CSRD concepts.

Aim for clarity over perfection: define the problem, state assumptions, structure your approach, and tie outcomes to business impact. If you can show how you reduce risk and complexity while improving speed and quality, you’ll resonate with Workiva’s mission.

Early Careers: Internships and New Grads

Students and new grads want timelines, expectations, and real projects—not guesswork. Use the quick points below to plan your search and prepare.

1. Recruiting windows: Many internships are posted in late summer to early fall for the following summer; interviews often run through fall.
2. Program length: Cohorts commonly run 10–12 weeks in the summer, with some regions offering semester or co-op options.
3. Eligibility: Roles specify degree programs, graduation windows, work authorization, and location/time-zone requirements.
4. Work: Interns contribute to production code, deliver research or audit-ready analyses, and ship marketing or customer assets with clear mentorship.
5. Conversion: High-performing interns are strong candidates for return offers or new-grad roles; performance, scope, and collaboration all matter.

As openings go live, review each posting for location, timeline, and eligibility specifics. Prepare a concise portfolio or project list that highlights your role, impact, and what you learned. Aim to tell a crisp story about how you solved a real problem, what you shipped, and how it was measured.

Internship program structure and timing

Expect structured onboarding, a defined project or set of tickets with clear success criteria, and regular touchpoints with a mentor and manager. Most interns join in May–June, attend cohort learning sessions, and demo work to their teams or leadership by the end of the program.

If you’re targeting Workiva internship roles, apply early, tailor your resume to the job, and include links to repositories or writing samples where relevant.

Because timing varies by region and team, set alerts on the careers site and stay in touch with your recruiter about upcoming cohorts. The earlier you engage, the more options you’ll have.

Conversion and return offers

Conversion hinges on impact, initiative, and collaboration. Interns who scope problems well, communicate clearly, and deliver quality work with minimal rework tend to receive return offers.

Demonstrate growth by sharing how feedback improved your approach, and document outcomes—performance metrics, shipped features, or validated research—so your manager can advocate for you. Ask your mentor about conversion criteria mid-program and calibrate your goals accordingly. Transparency helps you focus on the highest-leverage work.

Diversity, Equity, and Inclusion

Inclusive teams build better products and stronger careers. At Workiva, inclusion shows up in how people are hired, how decisions get made, and how growth opportunities are distributed.

That means structured interviews, consistent evaluation criteria, and clear accommodations for candidates and employees who need them. The intent is simple: equitable access to opportunities and support.

You’ll also see ERGs and ally communities that create space for connection and feedback, and that partner with leadership on programs and policies. For candidates, the signal is simple: you can ask for what you need to show your best work.

ERGs, inclusive hiring, and accessibility

Employee Resource Groups help shape culture, celebrate communities, and provide career mentorship and sponsorship. Inclusive hiring practices include trained interviewers, rubric-based evaluation, and accommodations upon request—such as extended time for exercises, alternative formats, or accessible interview platforms.

If you need an accommodation, let your recruiter know early. The team will coordinate the right adjustments so you can focus on delivering your best.

FAQs for Candidates

You want direct answers fast; here are the topics candidates ask about most. Use the quick hits below, then dive into the detailed answers that follow.

1. Visa sponsorship and long-term immigration support
2. Remote-first expectations and collaboration norms
3. Offices and hubs for meetups and travel
4. Global roles and time-zone requirements

Does Workiva sponsor visas?

Workiva sponsors visas for select roles and locations based on business needs and legal eligibility; each job posting will state whether sponsorship is available. In the U.S., categories such as H-1B may apply for specialty occupations, subject to role qualifications and regulatory requirements (general reference: https://www.uscis.gov/working-in-the-united-states/h-1b-specialty-occupations).

If sponsorship is needed, discuss timelines and documentation with your recruiter early. For long-term immigration pathways, eligibility depends on role, performance, and local regulations. Your talent partner can outline options during the process.

Is Workiva remote-first?

Workiva operates with a flexible, remote-friendly model—many roles are remote-first, with hybrid and in-office options depending on team and region. Collaboration norms balance async work with scheduled windows for live meetings, aligned to time zones and deliverables.

Check each job description for location requirements, travel expectations, and equipment support. Your manager will set team-specific rhythms so you can do deep work and still stay connected. If you need flexibility for your situation, raise it early in the process so expectations are clear.

Where are Workiva offices and hubs?

Workiva maintains offices and collaboration hubs in multiple regions to support team meetups, customer events, and onboarding. The current list of hubs and locations is published on the careers site and may change as the company grows.

If in-person time is important to you, ask your recruiter which hubs your team uses for planning sessions or workshops. Travel cadence varies by role, program, and region.

Are roles open globally?

Workiva hires across multiple countries and time zones, with eligibility and working hours determined by the team’s needs and local employment regulations. Job descriptions specify eligible locations and whether remote, hybrid, or on-site is required.

If your location isn’t listed, ask your recruiter about near-time-zone options or future openings. Time-zone alignment is often the deciding factor for cross-functional collaboration.

How to Apply and Get Noticed

When you apply, you’re telling a story about fit—make it obvious and easy to say yes. Use these steps to put your best work forward.

1. Target roles where your impact aligns with the outcomes (e.g., time-to-compliance, risk reduction, usability, or scalability).
2. Mirror the job description’s keywords in your resume and quantify results with metrics that matter to Workiva’s customers.
3. Include links to relevant work (repos, case studies, decks) and provide context about your role and constraints.
4. Ask for a referral from someone who can speak to your skills; share a crisp blurb they can use when submitting.
5. Prepare for interviews with role-specific practice (coding, case, or portfolio), and bring thoughtful questions about team rituals and success metrics.
6. Follow up with concise notes that reinforce your fit and clarify any open questions.

The goal is signal over noise: a focused resume, a tailored story, and clear examples of how you deliver under real constraints. Your recruiter can help you calibrate along the way.

Resume keywords and ATS tips

Start by aligning language to the job description—use the same terms for frameworks, tools, and outcomes so applicant tracking systems and reviewers can quickly see fit.

Quantify impact with concrete measures like cycle time reduced, defects prevented, audit findings resolved, or customer adoption driven. Keep formatting clean and scannable with standard section headers, clear role titles, and consistent dates.

For complex projects, add a one-line problem statement and a one-line result so readers grasp scope fast. If you’re early in your career, lead with projects and internships that mirror the role’s responsibilities.

Referrals and networking

Referrals are most effective when they’re easy for the referrer. Share the specific job link, a 3–4 sentence summary of your fit, and 1–2 links to relevant work so your contact can advocate clearly. Be respectful of time—ask, don’t assume—and offer to reciprocate.

If you don’t know anyone at Workiva, connect with alumni, conference contacts, or community peers who work in similar domains. A short, specific message focused on mutual interests and a clear ask goes a long way.