EPIQ Systems is a global legal services and technology provider that supports law firms, corporations and government agencies with eDiscovery, managed services, document review, court reporting and compliance solutions. Based in the United States wit...
"I enjoy the variety here — no two days feel the same," said one document reviewer after two years on the team. Another recent hire in client services mentioned, "Onboarding was fast but friendly; I felt supported by my buddy and team leads." A senior technologist who moved from a law firm commented, "The pace is brisk, and you will be challenged, but the problem-solving culture keeps it interesting." These voices reflect a mixture of enthusiasm for the work and occasional frustration with process slowdowns. Overall, people talking about working at EPIQ Systems tend to praise the real-world legal and tech exposure and the collaborative atmosphere when projects hit crunch time.
The company culture at EPIQ Systems is pragmatic and client-focused. Teams are often mission-oriented; you will notice strong norms around meeting deadlines, accuracy, and responsiveness. There is a practical, no-nonsense vibe — people value getting the job done and helping clients meet legal schedules. At the same time, there are pockets of mentorship and camaraderie, especially within specific practice groups (document services, e-discovery, technology). If you value a culture where quality matters and accountability is expected, this environment will suit you. For those looking purely for laid-back social culture, it may feel a bit transactional.
Work-life balance at EPIQ Systems varies by role. In client-facing or review-heavy positions you will encounter cyclical peaks that require longer hours, especially during discovery projects or court deadlines. Several employees appreciate flexible scheduling options and managers who try to redistribute workload during peaks. Others say that if you prioritize strict 9-to-5, you will need to choose roles that are less client-driven. Overall, the company provides tools and policies to support balance, but practical experience depends a lot on team, manager, and seasonality.
Job security at EPIQ Systems is generally solid for those in core service functions. The firm serves ongoing legal and corporate clients with recurring needs, which creates predictable demand for many roles. Contract-based projects and cyclical workloads may affect temporary positions more than permanent staff. There is less risk in client-facing or technical roles that contribute directly to billable services. Employees should keep skills current and be adaptable to process or tool changes to maintain long-term stability.
Leadership tends to be experienced in both legal services and technology operations. Executives are focused on client satisfaction and scaling service delivery. There are regular communications from senior leadership about strategy and performance, though some employees feel messaging could be more transparent in times of change. Managers generally balance operational pressure with support, but the quality of leadership is inconsistent across departments. Those who rise to leadership usually have a mix of technical competence and client-service orientation.
Managers are often rated on their ability to allocate resources and manage client expectations. Many employees report supportive managers who provide clear goals and regular feedback. Some report micromanagement in high-pressure teams, while others praise autonomy and mentorship. Performance reviews are typically structured and tied to measurable outcomes, which benefits staff who like clear targets. If you prioritize a manager who invests in career development, you will find both strong examples and areas for improvement depending on the unit.
The company invests in skill development, offering internal training, workshops, and access to industry tools. New hires receive role-specific training, and there are opportunities to cross-train in adjacent services like e-discovery tools or project management. Learning paths are more formal for technical and client-facing roles; administrative and contract positions may see less structured development. Overall, employees who are proactive about upskilling will find resources to grow.
Promotion opportunities exist, particularly for employees who consistently deliver and show initiative. Advancement tends to favor those who combine client-facing competence with process improvement or technical skills. Time-to-promotion varies by department and is often tied to business demand. Those in niche operational roles may see slower vertical movement but opportunities to move laterally into higher-growth areas.
Salary ranges at the company are competitive with industry averages but vary widely by function and geography. Approximate ranges (USD) observed across roles:
Bonuses and incentives are available, often tied to performance metrics and client project outcomes. Sales and account teams may have commission-like structures, while project teams see performance bonuses during successful large engagements. There is less emphasis on company-wide profit-sharing; incentives are more role-specific and linked to measurable targets.
Health and insurance benefits are comprehensive and align with standard mid-to-large company offerings. Medical, dental, and vision plans are available, along with basic life and disability coverage. Benefits packages vary by full-time status and location, and there are options for flexible spending accounts. Employees often cite benefits as a solid part of the total compensation mix.
Engagement initiatives include town halls, team huddles, recognition programs, and occasional social events. Cultural events vary by location; larger offices host more frequent mixers and learning sessions. Engagement is pragmatic rather than festival-like — focused on recognition, knowledge sharing, and team morale during busy periods.
Remote work support is reasonably robust. The company has invested in collaboration tools and cloud platforms to enable distributed teams. There are formal remote policies and equipment stipends in many locations. If you are interested in remote or hybrid working arrangements, you will find flexibility, although certain client-facing or on-site roles will require in-person presence.
Average working hours for many employees are within a standard 40-hour week, with periodic overtime during project peaks. Senior roles and client-facing positions can require additional hours, particularly when deadlines approach. Time management and team coordination help mitigate excessive overtime.
Attrition is moderate, with higher turnover in contract and seasonal review roles and lower turnover in core technical or long-standing client service teams. The company has had reorganizations aligned with client demand shifts, but there is not a pattern of frequent, company-wide layoffs. Career stability is strongest in roles tied to recurring client contracts.
Overall, the company rates positively for those who value hands-on experience in legal services and technology. Strengths include practical skill-building, solid benefits, and a client-focused culture. Areas for improvement include consistency in management quality and clearer communication during change. For career-minded professionals seeking exposure to legal operations and e-discovery workflows, this is a strong place to grow.
Read authentic experiences from current and former employees at EPIQ Systems
Flexible hours and supportive leadership. Good benefits and well-handled remote onboarding processes.
Internal processes can be bureaucratic sometimes.
Good client exposure and learning opportunities.
Long travel requirements and high pressure delivery timelines. Work-life balance suffered during big projects.
Smart, collaborative team. Modern tech stack and lots of autonomy on design decisions.
Compensation lags market rates; promotions are slow.
Nice coworkers.
Pay has been stagnant for a while. Leadership talks about improvements but execution is slow; felt limited growth in the later years.
