Sankey Solutions is a business services and technology firm that provides staffing, IT support, and business process solutions to clients across industries. The company delivers talent acquisition, payroll services, and managed IT solutions that help...
"I joined two years ago and I still love the team vibe — people are friendly and willing to help when deadlines get tight." Another employee said, "You will get exposure to multiple projects early on, which kept things interesting." A third reviewer added, "Managers listen, and there are real efforts to act on feedback." These voices reflect what many people say about working at Sankey Solutions: supportive teammates and varied work.
The company culture at Sankey Solutions leans collaborative and pragmatic. Teams tend to be small and cross-functional, so communication matters. There is an emphasis on delivering value rather than showing busyness. Social events are casual and frequent enough to build rapport without feeling forced. If you value open conversation and practical problem solving, the company culture at Sankey Solutions will likely feel comfortable and welcoming.
People often mention the flexible hours and the ability to handle personal obligations when necessary. You will find that managers are generally understanding if you need to shift your schedule for family or appointments. There are periodic crunch weeks, especially around major releases, but you will usually be able to recover with lighter weeks afterward. For those seeking predictability, it is best to set boundaries early; teams respect them if you are consistent.
Job security at Sankey Solutions is generally stable. The company has maintained steady revenue growth in recent years, and there are no recurring widespread layoffs in normal operating cycles. Employment contracts and role expectations are standard, and transitions between positions are handled formally. In the event of organizational changes, there is a structured communication process and support for affected employees through HR channels.
Leadership tends to be accessible and focused on measurable outcomes. Senior leaders present a clear product roadmap and tie team goals to company objectives. Management communicates priorities regularly and makes decisions with data when possible. There are occasional shifts in strategy as markets change, but leaders provide context and rationale for those changes. Overall, leadership maintains a professional, outcome-oriented approach that aligns teams with company goals.
Direct managers are generally rated as competent and approachable. They provide regular one-on-ones and performance feedback cycles are predictable. Some managers excel in mentorship and career planning, while a few are more task-focused; this variability reflects team dynamics. Performance reviews are documented, and managers are expected to provide development plans. If you are proactive about your growth, your manager will typically support your goals and help facilitate necessary training or exposure.
There is a formal learning budget and a culture that supports continuous improvement. Employees can access online courses, occasional in-person workshops, and lunch-and-learn sessions. Training is tied to role development plans, making it practical rather than generic. The learning approach is hands-on: employees are encouraged to apply new skills in real projects, which accelerates growth and retention of knowledge.
Promotion paths are defined, though they can be competitive. Advancement is based on measurable impact, technical skill, and leadership potential. Internal mobility across functions is possible and is encouraged when skills align. Time-to-promotion averages are typical for the industry; high performers can move faster, while others may see a longer timeline. Clear criteria and documented expectations help candidates prepare for promotion opportunities.
Salary ranges are market-competitive for the company size and location. Entry-level technical roles typically start in the lower-mid market band, mid-level engineers occupy the mid-range, and senior roles reach upper-mid to senior market levels. Compensation is reviewed annually. Salaries are transparent within ranges during interviews and offer stages, which helps candidates understand where they may land based on experience.
Bonuses exist and are tied to both individual performance and company results. Incentive structures include a modest annual performance bonus, occasional spot bonuses for outstanding contributions, and long-term incentives for certain senior roles. Bonus payout criteria are documented and communicated during performance review cycles. Overall, the bonus program rewards measurable contributions without being the primary driver of total compensation.
Health benefits are comprehensive and aligned with standard industry offerings. Medical, dental, and vision plans are available, with employer contributions that cover a significant portion of premium costs. There is also basic life insurance and short-term disability coverage. Benefits administration is centralized through HR, making enrollment and claims processes straightforward. Wellness programs and mental health resources are available as part of the benefits package.
Engagement initiatives include quarterly town halls, team offsites, and smaller social gatherings. There are interest groups for hobbies and professional topics that help build community across departments. Feedback is solicited through regular surveys, and leadership follows up on major themes. Events are inclusive and designed to balance fun with learning, helping employees feel connected to peers and the company mission.
Remote work support is solid and improving. The company offers a remote work policy with equipment stipends, collaboration tools, and clear expectations for remote communication. Hybrid arrangements are common, and fully remote roles are available in certain functions. Remote employees are integrated into team rituals and meetings to ensure equitable participation.
Average working hours are roughly 40–45 hours per week, with occasional spikes during project deadlines. Standard business hours are observed, and flexible schedules allow employees to manage their day. Overtime is not a regular expectation but may be necessary during release periods. Time-off policies are reasonable and encourage employees to recharge.
Attrition is moderate and generally reflective of market movement rather than internal turmoil. The company has experienced localized departures but no major waves of layoffs in recent years. When role reductions occurred, they were handled with notice, severance where applicable, and assistance for transition. Overall, attrition rates do not suggest systemic instability.
On balance, this is a strong mid-sized employer with a pragmatic and people-friendly environment. For those seeking a collaborative workplace with clear career paths, decent benefits, and reasonable work-life balance, it is a good fit. On a scale of 1 to 5, the overall company rating is 4.0 out of 5 based on culture, leadership, compensation, and stability. If you are considering working at Sankey Solutions, the company will likely offer a solid platform for professional growth.
Read authentic experiences from current and former employees at Sankey Solutions
Supportive manager, strong mentorship and many internal tech talks. Sankey Solutions invests in training and gives time for upskilling.
Some bureaucracy and occasional tight release cycles.
Transparent HR policies, focus on employee wellbeing.
Promotion process not well defined; salary hikes are modest compared to market.
