Solartis Technology Services operates in the insurtech and software development industry, offering policy administration, underwriting support, and integration services for insurers, MGAs, and brokers. The company builds configurable insurance platfo...
"I joined two years ago and felt welcomed right away," says one software engineer. "You’ll find helpful teammates, hybrid flexibility, and clear goals." Another comments, "The onboarding helped me get productive quickly, though there were bumps in communication with remote teams." A few QA and operations staff mention that day-to-day work can be repetitive but rewarding when projects ship. Overall, voices are mixed but generally positive about collaboration and practical learning. These snippets reflect what people say about working at Solartis Technology Services in forums and internal surveys.
Company culture at Solartis Technology Services tends to emphasize technical competence, client focus, and steady delivery. Teams are typically pragmatic rather than flashy: they focus on solving client problems and maintaining platform stability. Management often promotes a respectful, merit-based atmosphere, and there is moderate emphasis on process improvement. Socially, there are pockets of camaraderie—small teams with shared rituals and light-hearted banter. If you value a results-oriented environment that still tries to keep things friendly, this is often described as a good fit.
Work-life balance at Solartis Technology Services varies by role and project. Many employees say they can manage personal commitments without constant overtime; others in delivery-critical roles mention occasional late nights during go-lives. The company generally supports flexible hours and remote days, which helps parents and caregivers. If you prioritize predictable evenings and weekends, look for roles in core engineering or support teams that report fewer sprint crunches.
Job security at the company is generally stable. There are typical industry cycles—periods of growth followed by reprioritization—but large-scale layoffs are not commonly reported in public employee feedback. Contracts and client renewals influence staffing levels, so departments tied to specific client projects may see more fluctuation. Overall, employees should expect reasonable continuity, although some roles may be project-dependent.
Leadership communicates a clear focus on client satisfaction and product reliability. Senior leaders publish roadmaps and high-level goals, and they are accessible during town halls and Q&A sessions. Management style tends to be top-down when deadlines are tight but collaborative during planning phases. Decision-making is often pragmatic: leaders prefer iterative improvements over sweeping changes. This approach suits teams that like steady progress and clarity of purpose.
Direct managers receive mixed but constructive reviews. Many are praised for being supportive, technically competent, and invested in team growth. Some managers could improve in cross-team coordination and in setting clearer performance expectations. Regular one-on-ones are common, though their quality depends on the individual manager’s time management. If you are interviewing, ask about the specific manager’s leadership style—your day-to-day experience will often hinge on that relationship.
There is an emphasis on on-the-job learning, mentorship, and knowledge-sharing. Employees have access to internal training sessions, technical brown-bags, and peer-led workshops. Formal training budgets exist but are moderate; approvals are generally granted for role-relevant certifications and courses. If you are proactive about learning, you will find mentors and opportunities to expand your skillset, especially in core insurance technology and platform engineering areas.
Promotion opportunities are present but follow structured timelines and performance criteria. Career paths are defined for technical and managerial tracks, and promotions usually require demonstrated impact over several review cycles. High performers will advance, but the process is deliberate—expect performance reviews, documented achievements, and manager advocacy.
Salary ranges are competitive with mid-market tech firms and specialty consultancies. Typical base salaries for engineers range from moderate entry-level packages up to solid mid-senior levels, depending on location and experience. Compensation is often benchmarked against industry standards; specific figures vary widely by geography and role. Candidates should research market rates and negotiate based on demonstrated skills and offers.
Bonuses are generally tied to company performance and individual goals. There is a mix of annual performance bonuses and spot incentives for exceptional contributions. Sales and client-delivery roles may have commission or project-based incentives. Bonus sizes are described as fair but not extravagant—designed to reward consistent contribution rather than one-off wins.
Health benefits include standard medical, dental, and vision coverage for full-time employees, with options to add family coverage. Insurance plans are competitive for the sector and include basic wellness programs. Benefits detail and contribution levels vary by country and contract type; employees should confirm local plan specifics during hiring.
Engagement activities include town halls, team offsites, and occasional social events. Teams arrange hackathons, knowledge-sharing sessions, and informal meetups. Engagement is more active in larger offices and less frequent among fully remote teams. Overall, events are designed to boost team morale and knowledge exchange rather than large corporate spectacles.
Remote work support is reasonable: hybrid schedules are common, and remote employees receive guidelines for equipment and collaboration tools. Some roles are fully remote depending on client needs. Communication tools are used widely, but remote workers advise being proactive about visibility and updates to avoid being out of the loop.
Average working hours typically align with standard business schedules—roughly 40–45 hours per week. During delivery windows or critical incidents, hours can extend temporarily. The company encourages time-off and PTO usage; persistent overwork is not the norm.
Attrition is moderate and mirrors many mid-size tech consultancies: some turnover as people move for growth, compensation, or relocation. There is no widespread public record of repeated mass layoffs; occasional restructuring happens when client priorities shift. Prospective hires should ask recruiters about team stability and recent turnover in the role they are pursuing.
In summary, this is a solid employer for professionals seeking a steady, client-focused environment with reasonable benefits and room to grow. Expectations are practical, leadership is accessible, and the culture balances technical rigor with collegial support. If you are considering working at Solartis Technology Services, you will likely find meaningful projects, supportive teammates, and opportunities to advance—especially if you are proactive about your learning and visibility.
Read authentic experiences from current and former employees at Solartis Technology Services
Supportive team and good mentorship. Solartis Technology Services gives exposure to core insurance tech and reasonable work-life balance with hybrid work options.
Salary growth is slow and appraisal cycles are conservative. Some processes can feel bureaucratic which slows down delivery.
