Black Knight is a leading provider of software, data, and analytics to the mortgage, real estate, and capital markets industries, headquartered in Jacksonville, Florida. The company supplies end-to-end technology solutions that support loan originati...
"I enjoy the team spirit — folks are helpful and outcomes matter more than titles," says one senior engineer. Another reviewer notes, "You get interesting technical problems and a clear mission. Managers give you space to solve them." A mid-level product person shared, "I like that they trust you to prioritize. There are occasional long weeks, but the work is rewarding." Overall, voices on working at Black Knight often highlight supportive peers, meaningful projects, and a pragmatic atmosphere where practical solutions win over bureaucracy.
The company culture at Black Knight is practical and mission-driven. Teams emphasize getting things done and delivering value for clients. Collaboration and peer mentorship are common, and you will often see engineers, product people, and analysts pairing up to solve problems. The culture leans toward results rather than rigid process, which suits people who prefer autonomy and impact. There is also a steady push for improving test coverage and code quality, which attracts professionals who care about craftsmanship. At the same time, there are pockets that feel more corporate — depending on the team, processes and approvals may slow things down.
Work-life balance at Black Knight is generally reasonable but will depend on role and team. Many employees report predictable schedules and supportive managers who respect personal time. At peak product launches or quarter-ends, you will encounter longer hours. Overall, the organization does try to avoid chronic burnout and promotes flexible schedules and time-off policies that help recharge. If you value a role with occasional intensity balanced by generous PTO and remote flexibility, this environment may be a good fit.
Job security at Black Knight is solid for most core business functions. The company serves an established market and maintains recurring revenue streams, which supports stability. There is ongoing effort to modernize products and retire legacy systems, which can create shifts in team composition. Reorganizations occur from time to time to align resources with strategic priorities. Employees in roles tied directly to product modernization and client delivery will find stronger job continuity.
Executive leadership presents a clear strategic focus on product modernization and customer retention. Managers are typically pragmatic and metrics-oriented. There is emphasis on accountability and continuous improvement. Communication from senior leaders is steady, with regular town halls and updates about company performance. Leaders encourage data-informed decisions, and investments in key platforms are visible. At times, the pace of strategic change can cause temporary uncertainty, but leadership tends to follow through on stated priorities.
Managers vary by team but share a common emphasis on employee development and measurable goals. Strong managers provide clear expectations, regular one-on-ones, and career coaching. There are reports of exceptional managers who advocate for their teams and remove blockers effectively. Conversely, weaker manager experiences involve slower feedback cycles and less clarity during reorganizations. Overall, managers who prioritize transparency and skill development tend to retain talent and build high-performing teams.
Learning and development resources are accessible and practical. There is a mix of internal training, technical workshops, and reimbursement for external courses. Engineers can engage in architecture reviews, brown-bag sessions, and mentorship programs. Product and business staff have access to role-specific learning paths. The company encourages continuous learning and provides time and budget for professional growth, especially when tied to current business needs.
Career progression is available but may require active effort. Promotions are based on demonstrated impact, scope expansion, and leadership readiness. Time-to-promotion can vary by function; high performers who take on cross-functional initiatives and visible projects accelerate faster. Formal promotion cycles exist, and clear criteria are often shared, although the path is not entirely uniform across departments.
Salary ranges vary by experience, location, and role. Typical base ranges (approximate) are:
Compensation is competitive for the industry and is adjusted for market and geography. Exact packages will depend on level, skills, and negotiation.
Bonuses and incentives are offered and tied to individual, team, and company performance. Sales roles include commission structures with clear targets. Many employees receive annual performance bonuses and may be eligible for spot awards or recognition bonuses. Equity or long-term incentive programs are part of compensation for some levels, which aligns employee rewards with company performance.
Health and insurance benefits are comprehensive. Medical, dental, and vision plans are offered, with multiple tiers to choose from. The company provides health savings account contributions and competitive employer coverage. Disability and life insurance are included, and there are wellness programs and employee assistance resources available. Overall benefits are designed to support a range of employee needs and family situations.
Employee engagement includes regular town halls, team offsites, hackathons, and social events. There are internal communities and affinity groups that host meetups and volunteer efforts. Engagement is often higher in product-centric teams where collaboration and creative problem solving are daily norms. Virtual events and recognition programs help remote and distributed teams stay connected.
Remote work support is well established. The company provides tools, collaboration platforms, and stipends for home office setup in many cases. Hybrid models are common, and fully remote roles exist depending on function and business needs. Managers generally support flexible arrangements when work aligns with team objectives. Infrastructure for remote onboarding and communication is robust enough for distributed teams to function smoothly.
Average working hours tend to range from 40 to 45 hours per week for most roles. Variability increases around project deadlines and quarter-end activities. Teams that support live client systems may experience on-call rotations or occasional off-hours work. The company encourages use of PTO and work flexibility to maintain balance.
Attrition is moderate and aligns with industry norms. Turnover spikes have occurred during business pivots and after structural reorganizations, but layoffs are not a frequent occurrence. The company manages workforce changes with notice and offers support where possible. Employees considering long-term stints should be mindful of organizational changes tied to strategic initiatives.
Overall, the company earns a favorable rating for professionals seeking meaningful work, solid benefits, and predictable stability. The organization will appeal to people who value technical challenges, collaborative teams, and a pragmatic culture focused on product delivery. Career growth is attainable for those who actively seek responsibility and visibility. If you are evaluating opportunities, weigh the team fit and manager quality carefully, as those aspects shape the day-to-day experience significantly.
Read authentic experiences from current and former employees at Black Knight
Nice coworkers, decent benefits.
Very busy shifts, not much upward mobility right now.
Great commission plan and leadership that trusts the field. Strong brand in mortgage tech and steady pipeline.
Occasional internal process overhead, but manageable.
Supportive team, interesting product problems, lots of learning and mentorship.
Compensation could be better and decision-making can be slow at times.
Hands-on testing work, solid processes for critical releases.
Long hours around release time, limited pay increases.
Clear product vision, good cross-functional collaboration.
Promotion path is unclear; sometimes product priorities shift too often.
Challenging data problems, modern tooling, helpful teammates.
Promotion cycles are slow. Hiring freezes impacted morale.
