EagleView is a leader in aerial imagery and geospatial analytics headquartered in Bothell, Washington, offering high-resolution imagery, automated roof measurement, property intelligence, and analytics for insurance, construction, government, and uti...
I spoke with current and former employees across product, engineering, sales, and field operations. People often say they appreciate the technical challenge and the chance to work with unique aerial imagery datasets — you will hear comments like “you learn fast” and “the problems feel meaningful.” There are candid notes too: some teams move quickly and that can be exciting, while others felt stretched during busy delivery windows. Overall, testimonials paint a picture of a company where you will grow if you are proactive and collaborative. Keywords people used repeatedly were company culture at Eagleview, work-life balance at Eagleview, and working at Eagleview.
The vibe leans toward pragmatic and mission-driven. You’ll find teams that value accuracy, data integrity, and customer focus. Cross-functional collaboration is common, and there is an emphasis on shipping useful products rather than chasing buzzwords. At the same time, there are pockets where legacy processes slow things down; these quieter corners may resist change. In short, you will find a blend of startup energy and mature operational practices.
If you value predictable hours most roles offer a reasonable balance, but there are spikes around product launches or seasonal fieldwork. You’ll notice that individual manager styles heavily influence day-to-day balance: some managers push for clear boundaries, while others expect flexibility during crunch periods. For many employees, work-life balance at Eagleview is good but requires communication and setting expectations early.
Job stability varies by business unit and market cycles. The core data and mapping services are steady because they serve essential clients in construction, insurance, and government. Support and customer-facing teams are usually more secure due to recurring revenue ties. There are occasional restructurings tied to strategic shifts, but there is not a pattern of frequent large-scale layoffs over time. Employees should expect normal business risks and plan accordingly.
Leadership is generally competent and technically literate. Senior leaders articulate the company’s mission and long-term product direction with clarity. There is room for improvement in change communication and consistency across departments. Leaders will often solicit feedback, but they will need to act on that feedback more consistently to build trust across all levels.
Managers are a mixed bag: many are strong mentors who prioritize career growth and team cohesion, while a minority focus heavily on metrics and short-term delivery. When a manager invests in coaching and removes blockers, teams thrive. Where managers are more transactional, employees report lower morale and quicker burnout. Prospective hires should ask about manager style during interviews.
The company supports skill growth through on-the-job learning, access to conferences, and occasional internal training. Formal L&D programs exist but will vary by budget and team priorities. Employees who proactively seek stretch assignments or cross-team collaborations tend to have the best development trajectories. Expect more informal mentoring than structured classroom training in many teams.
Promotion paths exist and are achievable, particularly for technical contributors and individual contributors who deliver consistent results. Career ladders are present but can be opaque at times; employees who document achievements and discuss career plans with managers tend to move up faster. There is reasonable mobility between teams for people who want to pivot roles.
Compensation is competitive by regional standards. Typical ranges for individual contributor roles might start around $60,000–$90,000 for mid-level technical roles, $90,000–$140,000 for senior technical roles, and $50,000–$120,000 for business and operations roles depending on function and location. Executive and specialized roles will be above these bands. Salaries will vary based on geography, experience, and market conditions.
There are performance bonuses for many roles, and sales roles have standard commission structures. Company-wide incentive programs exist and are tied to both individual and company performance metrics. Bonus amounts are generally in line with industry norms, and equity or long-term incentive grants may be offered to key hires and senior staff.
Health benefits are comprehensive and include medical, dental, and vision plans. There are standard employee assistance programs and some wellness perks. The company will typically cover a meaningful portion of premiums, with choices of plan tiers to fit different needs.
The company organizes regular town halls, team offsites, and informal social events. Engagement is strongest within teams that have active leadership and a culture of recognition. Remote-friendly social activities and periodic in-person gatherings help maintain cohesion across distributed teams.
Remote work is supported with flexible policies in many roles, though some field and lab positions require on-site presence. The company provides tools and stipends for home office setups in approved roles. Hybrid models are common and managers will generally discuss expectations up front.
Typical workdays are in the 40–45 hour range, with periodic overtime during launches or busy seasons. Some teams will require occasional weekend or evening availability depending on time-sensitive customer needs or field operations. Overall workload is manageable if priorities are clear.
Turnover is moderate and aligns with industry averages. There have been targeted reductions in specific teams in response to strategic pivots rather than frequent company-wide layoffs. Attrition is higher in pressured customer-support and sales roles, while core engineering and data teams retain talent more consistently.
Overall, this organization is a solid place to build a career if you appreciate technical products, data-driven work, and a collaborative environment. Strengths include meaningful work, competitive benefits, and supportive managers in many teams. Areas to watch are communication consistency from leadership and variability in manager styles. On a 5-point scale, a balanced rating would be 3.8 out of 5 — a company with clear positives and some predictable trade-offs depending on team and role.
Read authentic experiences from current and former employees at Eagleview
Supportive engineering leadership, flexible hours, strong benefits and interesting mapping/imagery challenges.
Occasional long sprints and meetings. Promotion cycles can feel slow compared to peers.
Great product and very smart colleagues.
Compensation lags the market and quotas are high. Multiple leadership changes created uncertainty and inconsistent direction for the sales team.
Remote-first approach, modern tools and access to large datasets.
Limited promotion opportunities.
