Expedia Group is a major online travel company headquartered in Bellevue, Washington, operating a family of travel brands and marketplaces that include Expedia, Hotels.com, Vrbo, Orbitz, and more. The organization provides booking services for flight...
People who have worked at Expedia Group often describe their experience in straightforward terms: good teams, interesting problems, and solid perks. You will hear praise for collaborative teammates and the ability to work on products that millions of travelers use. Some employees say they loved the travel discounts and flexible schedules — you’ll see that mentioned a lot. Others note frustrations with bureaucracy in larger teams or slower internal processes. Overall, testimonials give a mixed but generally positive picture for those who value impact and flexibility.
The company culture at Expedia Group leans toward innovation with a customer-first focus. Teams are data-driven and results-oriented, but many groups also prioritize empathy and inclusivity. There are strong pockets of supportive, mission-driven people who enjoy solving travel industry problems. If you are hunting for a place where collaboration and experimentation are encouraged, you will likely find it here. For job seekers researching company culture at Expedia Group, expect a mix of startup energy and enterprise structure.
Work-life balance at Expedia Group varies by team and role. Many employees report a reasonable balance with the ability to set flexible hours or use remote days. Customer-facing roles and some product launches can create busier periods, and you might put in longer stretches during peak projects. If balancing family or personal time is a priority, many teams are accommodating and managers will often work with you to find a schedule that fits.
Job security at Expedia Group depends on business conditions and the unit in which you work. The company has undergone restructuring during industry slowdowns in the past, so there is potential for change. For most positions, job security is stable when business performance is strong and when employees deliver consistent results. It is advisable to maintain strong cross-team visibility and keep your skills current.
Leadership at Expedia Group is generally experienced and focused on long-term strategy. Senior leaders communicate big-picture goals clearly, but some employees find the speed of decision-making uneven across the organization. Management quality varies by level and function; some managers are praised for mentorship and clarity, while others are described as more process-driven. Overall, the executive team sets a clear travel-focused vision, and middle managers have room to demonstrate strong team leadership.
Managers tend to be evaluated as a mixed bag. Many managers are supportive, approachable, and invested in career growth. They provide regular feedback and help with professional development. However, there are also reports of micromanagement or inconsistent expectations in certain teams. When interviewing, it is wise to ask behavioral questions that reveal a manager’s style and to seek peers’ honest perspectives on day-to-day leadership.
The company invests in learning and development through online courses, internal training, mentorship programs, and occasional external tuition support. Employees will find opportunities for formal training and informal knowledge-sharing sessions. There is also emphasis on internal mobility as a path to develop new skills. If personal growth is a priority, you will likely be able to chart a development plan with your manager and take advantage of curated learning resources.
Promotion opportunities exist but can be competitive. The company encourages internal mobility and cross-functional moves, which is a practical route to advancement. Promotions are based on performance, impact, and demonstrated leadership. Employees who proactively seek stretch assignments and visibility tend to have faster progression. The timeline for promotion will depend on team size, budget, and organizational needs.
Salaries at Expedia Group vary significantly by role, seniority, and location. Approximate ranges (USD) are:
These figures are indicative and will vary by market, equity, and total compensation packages. Compensation is generally competitive with major tech and travel companies.
There are annual bonus programs and variable incentives tied to performance metrics. Stock awards (RSUs) or long-term incentives are commonly part of total compensation for mid and senior-level roles. Sales and revenue-facing teams often have commission structures or performance-based bonuses. Bonuses are typically linked to both individual and company performance.
Health benefits are comprehensive and include medical, dental, and vision coverage in most locations. Mental health resources, employee assistance programs, and wellness benefits are commonly offered. The company also provides family-friendly benefits like parental leave and flexible spending accounts or health savings accounts where applicable.
Employee engagement is fostered through hackathons, team offsites, volunteer days, and diversity and inclusion events. There are social channels, interest groups, and regular town halls to keep people connected. These events help build camaraderie and create spaces for cross-team collaboration outside of day-to-day work.
Remote work support is robust and varies by role. Many teams operate hybrid schedules, and some roles allow fully remote arrangements. The company provides tools, collaboration platforms, and often stipends for home office setup. Remote onboarding and team rituals are in place to integrate distributed employees.
Typical working hours are around 40 per week for most roles. During high-intensity periods, product launches, or customer crises, hours can rise to 50–60 per week temporarily. Standard expectations are reasonable, and overtime is generally situational rather than constant.
Attrition reflects broader industry trends and varies by function. The company has experienced layoffs during major travel downturns and periodic restructurings. Employee churn can be moderate in fast-growing or high-pressure teams, while more stable teams see lower turnover. Candidates should consider market cycles and team stability when evaluating risk.
Overall, Expedia Group earns a solid rating for those who value impactful work, flexible arrangements, and a collaborative environment. There are trade-offs in terms of bureaucracy and occasional restructuring risk. If you are mindful of team fit and proactive about career development, working at Expedia Group can be rewarding. Overall rating: 3.8 out of 5 — a strong option for people who want to contribute to travel technology while balancing stability and growth.
Read authentic experiences from current and former employees at Expedia Group
Design autonomy, collaborative product teams and a clear focus on user research. Colleagues are helpful and empathetic.
Compensation in this location is average and processes can be slow when coordinating across regions.
Very talented team, great mentorship and a lot of ownership. Tech stack is modern and projects have real impact on customers.
Occasional bureaucracy and too many meetings during cross-functional initiatives.
Friendly teammates and steady schedule. Training was helpful when I joined.
Low pay for the workload, repetitive tasks and difficult shifts during peak travel seasons.
Great exposure to large datasets, supportive analytics community and plenty of learning resources.
Long hours during product launches and limited promotion slots in some teams.
Interesting product problems and supportive leadership. Good exposure to cross-market initiatives and customer research.
Decision-making can be slow at times and compensation is a bit behind similar roles in fintech.
Nice benefits while on contract and some colleagues were very knowledgeable about HR ops.
Bureaucratic processes, slow hiring decisions and little career progression for contractors.
