Silverskills operates in the workforce development and vocational training industry, providing practical upskilling programs, certification preparation, and placement support for career changers and early-career professionals. The company combines in...
“I enjoy the learning curve here — you get real responsibility early on,” says a product designer. Another voice from engineering: “The team is friendly and you’ll have people who genuinely help when you are stuck.” Sales and customer-facing staff mention a supportive onboarding and plenty of hands-on feedback. Not every review is glowing: some junior hires felt their career path was unclear at first, and a few people said they wished for stronger documentation. Overall, when talking about working at Silverskills, most employees highlight supportive peers and practical, on-the-job learning.
The company culture at Silverskills leans toward collaborative and growth-focused. Teams celebrate small wins, code reviews are constructive rather than punitive, and cross-functional pairing is common. There is an emphasis on experimentation and learning, so you will see many pilot projects and post-mortems that focus on lessons learned. That said, the pace can be brisk, and people who prefer very rigid processes may feel out of place. The culture balances startup urgency with attention to employee wellbeing.
Work-life balance at Silverskills is generally positive for most roles. Many teams operate with flexible start and end times, and there is an unspoken respect for evenings and weekends for the majority of employees. During product launches or critical sprints there are busier stretches where you will need to put in extra hours. Managers usually communicate expectations in advance and allow compensatory time where possible.
There is reasonable job security for core product and customer-facing roles. The company appears to prioritize retaining talent that is central to its roadmap. Contract roles can be more volatile, and like many companies in tech, non-core projects may be paused or reallocated during strategic shifts. You will want to keep your skills current and be aware of company priorities if job stability is a top concern.
Leadership is accessible and open to feedback. Executives run regular town halls and share product vision and metrics. Strategic direction does shift from time to time as market feedback comes in, but leaders are usually transparent about the reasons behind changes. There is room for more consistent middle-management training, however, so execution quality can vary by team.
Managers tend to be hands-on and mentoring-focused. Many employees report that their direct managers care about career growth and provide regular one-on-ones. Some managers are stronger in technical coaching than in performance coaching, which can leave newer employees wanting more structured feedback. If you interview, try to meet your prospective manager to assess fit — manager quality can greatly affect your experience.
Learning and development is supported through a mix of internal knowledge shares, an allowance for online courses, and mentorship programs. There is a healthy culture of peer learning — demos, brown-bag sessions, and tech talks are common. Formal training budgets exist but are sometimes subject to team-level approval, so proactive planning and communication will help you access those resources.
Promotions are possible and occur regularly for high performers. The company tends to promote from within when roles align with the roadmap. That said, promotion cycles can be uneven between teams, and clear criteria are not always communicated upfront. If you want advancement, document your impact and have career conversations with your manager early and often.
Salaries vary by function and geography. As general guidance: entry-level roles may start in the lower to mid-range for the market, mid-level roles are competitive, and senior roles command above-average pay in line with responsibilities. You will find that compensation packages balance base salary with other elements like bonuses or equity. Expect variations based on local cost-of-living and experience.
Bonuses are typically performance-linked and paid annually or quarterly depending on role. Sales roles have commission structures that can materially increase total pay. There are also spot bonuses and recognition awards for notable contributions. Equity or stock options may be part of offers for mid and senior roles, providing longer-term upside.
Health benefits are provided and generally cover primary medical, with options for dental and vision in many locations. Family coverage and dependent add-ons are available, though exact plans depend on local regulations and office location. Wellness initiatives such as online counseling and gym discounts have been reported in a few regions.
Employee engagement is active: team outings, hackathons, internal demo days, and volunteer events are common. Remote-friendly social activities are organized for distributed teams, and there is a visible push to keep morale high with recognition programs. Engagement levels can vary by team, but many employees appreciate the social and learning events.
Remote work support is solid. The company provides standard collaboration tools, stipends for home office setup in many cases, and clear remote-first meeting norms. Hybrid models are common, and distributed employees are integrated into core workflows. Communication etiquette and asynchronous collaboration tools are emphasized to keep remote workers included.
Average working hours range from 40 to 45 per week for most roles. During critical releases or large customer projects, people may work longer weeks temporarily. Management usually tries to avoid chronic overtime and encourages taking time off after heavy pushes.
Turnover appears moderate and mostly role-dependent. There is no widely reported history of large-scale layoffs, though the company has restructured small teams in past strategic pivots. Most departures are for career growth or relocation rather than dissatisfaction, but candidates should review recent news and speak to current employees for the latest context.
Overall, this company is a solid place to grow, learn, and work on meaningful projects. It balances a friendly, collaborative culture with the typical demands of a fast-moving organization. For those seeking clear mentorship, reasonable benefits, and opportunities to advance, it rates well. On a five-point scale, a fair overall rating would be 4.0 out of 5 — strong in culture and learning, with room to tighten career path clarity and middle-manager consistency.
Read authentic experiences from current and former employees at Silverskills
Great product and supportive teammates
Frequent last-minute pivots and long hours around launches. Career paths for mid-level roles were unclear and promotions happened slowly.
Supportive manager, lots of learning
Compensation below market for senior roles. Promotion criteria are informal and can take time.
