Foray Software is a mid-sized software development firm specializing in custom web, mobile and cloud solutions for clients across finance, healthcare and enterprise sectors. The company provides end-to-end services including product design, applicati...
"I joined as a mid-level developer and stuck around because of the people," says one current engineer. Another reviewer notes, "You will find teammates who really help you grow, especially in cross-functional projects." Some say mornings are friendly and meetings are focused; others mention occasional sprint pressure. Overall, employees who enjoy collaborative environments report satisfaction with working at Foray Software and value the mentorship available from more experienced colleagues.
The company culture at Foray Software leans toward friendly, pragmatic, and product-focused. Teams emphasize getting things done without a lot of bureaucratic overhead. There is a healthy balance of autonomy and team collaboration: you will be trusted to make decisions, but you will also be expected to keep stakeholders informed. Social norms reward curiosity and practical solutions rather than perfect processes. If you are evaluating the company culture at Foray Software, expect a startup-meets-established-business vibe where innovation is encouraged but timelines matter.
People often say you will have reasonable hours and flexibility in most roles. Parents and caregivers appreciate flexible start times and the option to shift work around important personal events. That said, product launches and client deadlines can create short bursts of longer days, and you will sometimes need to stay late to hit a release. Overall, work-life balance at Foray Software is considered fair by many staff, with managers usually receptive when you need to adjust your schedule.
Job security at Foray Software is generally stable for those in core business functions and high-impact technical roles. The company prioritizes revenue-generating projects and product features tied directly to customer retention, which tends to protect those teams. Contractors and peripheral roles may experience more variability during restructuring. Prospective employees should inquire about long-term product roadmaps and departmental headcount plans during interviews to assess stability.
Leadership is competent and market-aware; executives often communicate strategy and quarterly goals. Management emphasizes measurable outcomes and customer impact. There are occasional gaps between strategic direction and day-to-day execution, but leaders are receptive to feedback when concerns are raised in constructive ways. Senior leaders invest in product vision and partnerships, which provides clarity about where the company is headed.
Managers are typically hands-on and focused on delivery. They provide clear priorities and expect teams to meet deadlines, while offering support for problem-solving. Performance reviews are practical and tied to measurable goals rather than vague metrics. Managers vary in coaching style; some offer regular one-on-ones with actionable feedback, while others are more task-oriented. Employees are advised to establish expectations early to align on career goals.
There is a steady commitment to learning and development. Technical teams have access to online training budgets, conference allowances, and internal knowledge-sharing sessions. Cross-functional rotations are possible in some parts of the business, which helps employees expand skill sets. Formal mentorship programs exist in pockets but are not uniformly structured across all departments. Employees who take initiative will find many informal opportunities to grow.
Promotion opportunities exist and are usually tied to clear performance milestones. Advancement tends to favor those who demonstrate impact on product metrics, customer outcomes, or revenue growth. Promotions are more frequent in expanding teams where new leadership roles are created. Time-to-promotion will depend on role, business needs, and visibility within the organization.
Salary ranges at Foray Software are competitive for the market segments it targets. Entry-level technical roles typically fall in the lower-to-mid market ranges, while senior engineers and product managers command mid-to-high market compensation. Salaries for sales and customer-facing roles often include a base plus variable components tied to targets. Candidates should request a full compensation breakdown and benchmark the offer against similar roles in the region.
Bonuses and incentives are performance-oriented and vary by function. Sales teams receive commission structures tied to quota attainment. Engineering and product teams may be eligible for performance bonuses based on team or company milestones. Equity grants are offered selectively, often used to attract senior hires. Bonus programs are generally transparent, though exact amounts can fluctuate with company performance.
Health and insurance benefits are comprehensive and aligned with industry norms. Medical, dental, and vision plans are available, often with employer contributions to premiums. There are usually options for family coverage and supplemental benefits for life and disability insurance. Employee assistance programs and wellness stipends are sometimes part of the package, depending on location and employment tier.
Engagement sits at a practical level: there are regular town halls, team offsites, and occasional social events that foster connection. Internal hack days and demo sessions encourage creative problem-solving and visibility across teams. Participation levels vary by team, but overall there is a sense that events are designed to build community and share accomplishments.
Remote work support is structured and pragmatic. The company offers work-from-home options, and many teams run effectively in hybrid models. Remote employees receive stipends for home-office setup in some regions and have access to virtual collaboration tools. Communication norms are documented to reduce ambiguity for distributed teams, and hiring for remote roles has increased to attract broader talent.
Average working hours align with a standard full-time schedule, with most employees logging 40 to 45 hours per week during steady periods. Peak times around releases or major client deliverables can push weekly hours higher temporarily. Managers are encouraged to monitor workload to prevent chronic overtime and to protect team wellbeing.
Attrition has been moderate and typically reflects normal industry churn as people move between roles and startups. There are no widely publicized mass layoffs in recent history at the time of this writing, and reductions that have occurred were usually tied to business reprioritization. Prospective hires should review recent company updates and ask about turnover during interviews to get current context.
Overall, the company offers a solid option for professionals seeking a collaborative, product-driven workplace. Strengths include a friendly company culture, reasonable work-life balance, and practical leadership. Areas to probe are consistency in manager coaching and the variability of formal learning programs. For those considering working at Foray Software, it will be a good fit if you value impact, clear goals, and a supportive team environment.
Read authentic experiences from current and former employees at Foray Software
Supportive manager, good ownership of features, frequent tech talks and training. Foray Software invests in skill development and lets engineers pick interesting problems.
Compensation lags market sometimes; occasional crunch before releases.
Good product vision and friendly teammates.
Promotions are not clear, raises are small, and there are long hours during release cycles.
