SolarWinds Employees Reviews, Feedback, Testimonials

Employee Testimonials

"I joined the team because I liked the product and the people. You will find many smart folks here who want to help you learn." That is a typical sentiment you will hear from engineers and product people. Many employees say they enjoy the collaborative teams, flexible schedules, and the chance to work on tools that real IT teams use daily. On the flip side, some people describe slow decision cycles and occasional misalignment between teams. You will find employees who say, "you will have opportunities to make an impact," and others who caution that some projects can feel bureaucratic.

Company Culture

The company culture at SolarWinds is pragmatic and product-focused. Teams tend to be down-to-earth and metrics-driven, with a bias toward solving customer problems. There is a strong engineering DNA, and many people appreciate the emphasis on reliability and operational excellence. At the same time, there are cultural differences between long-established teams and newer acquisitions, so your experience will vary by group. Overall, those who thrive enjoy autonomy, clear goals, and a "get-it-done" attitude.

Work-Life Balance

If work-life balance at SolarWinds matters to you, many employees report a reasonable balance most of the time. There are flexible hours and the ability to work remotely in many roles, which helps people manage personal commitments. During major product launches or incident responses, you will encounter longer hours. That is true in many software companies, but for the day-to-day, teams often respect boundaries and encourage time off.

Job Security

Job security at the company is mixed and depends on business performance and organizational priorities. There have been periods of restructuring that affected headcount in some departments. Employees in core product teams and cloud infrastructure roles tend to experience greater stability, while roles tied to legacy products or underperforming business units are more vulnerable during shifts in strategy. Overall, there is no absolute guarantee, and one should consider both the team and the larger market context.

Leadership and Management

Leadership places emphasis on customer outcomes and operational stability. Executive communication is relatively transparent during regular town halls and updates. Senior leaders articulate long-term direction, but middle-management effectiveness varies. Strategy shifts are communicated, though implementation speed sometimes lags. Decision-making can be centralized for major initiatives, which helps alignment but may slow local autonomy.

Manager Reviews

Managers are the differentiating factor in the employee experience. Strong managers provide clear goals, mentoring, and regular feedback. They advocate for their teams and balance product needs with people priorities. Weaker managers can be reactive, focused on short-term metrics, and less effective at career conversations. Performance review cadence is formalized, but the quality of those conversations depends heavily on the manager.

Learning & Development

Learning and development programs are available and include internal training, access to online learning platforms, and on-the-job mentorship. There is support for technical certifications and attending conferences, subject to budget and manager approval. Formal leadership development programs exist but are selective. Employees are encouraged to learn, and teams often allocate time for skill growth.

Opportunities for Promotions

Promotion pathways are present but can be uneven. Growth is clearer in rapidly scaling teams where new roles open frequently. In stable or mature product teams, advancement may be slower and tied to specific business needs. Advancement typically requires demonstrated impact, ownership of measurable outcomes, and visibility across the organization. Internal mobility is possible and encouraged when it aligns with team needs.

Salary Ranges

Compensation is generally competitive with market rates for mid-size enterprise software companies. Typical salary ranges (estimates) are:

• Software Engineer: $90,000 – $150,000
• Senior Engineer: $130,000 – $180,000
• Engineering Manager: $150,000 – $220,000
• Sales (base): $70,000 – $140,000, with on-target earnings significantly higher These ranges will vary by location, level, and role. Total compensation includes base, bonuses, and equity components for many positions.

Bonuses & Incentives

Bonuses and incentives are part of the compensation structure, particularly for sales and senior roles. There are performance bonuses tied to individual, team, and company metrics. Equity grants or RSUs are used to align long-term incentives, especially for experienced hires and managers. Payouts depend on achieving targets and company performance.

Health and Insurance Benefits

Health benefits are comprehensive and include medical, dental, and vision plans with employer contributions. There are standard wellness programs, employee assistance programs, and mental health resources. Parental leave and disability coverage are offered, though specifics may vary by country and role. Benefits are considered competitive for the industry.

Employee Engagement and Events

Employee engagement includes regular all-hands meetings, team offsites, and recognition programs. There are community groups, technical meetups, and volunteer opportunities. Social events vary by location and team but generally help build camaraderie. During remote periods, virtual events maintain connection, but in-person gatherings are valued when possible.

Remote Work Support

Remote work support is robust in many teams. There are hybrid and fully remote roles, depending on the position. The company provides equipment stipends for home office setups in most cases and has collaboration tools in place. Remote onboarding works, but some employees note that in-person time with teammates helps accelerate relationships and onboarding.

Average Working Hours

Average working hours tend to align with a standard full-time schedule, roughly 40 hours per week. Project deadlines, incident responses, and launch windows will create occasional longer weeks. Managers typically expect reasonable flexibility during critical periods, and overtime is not a constant for most roles.

Attrition Rate & Layoff History

Attrition has fluctuated over time and has been influenced by business restructures and market shifts. The company has undergone layoffs in past cycles during strategic realignments. Attrition rates vary by team, with some groups experiencing higher turnover than others. Candidates should ask about recent turnover for the specific team they are considering.

Overall Company Rating

Overall, this is a solid place to work for those who value product-focused teams, technical challenges, and pragmatic culture. On a balanced scale considering culture, pay, stability, and growth, the company rates approximately 3.8 out of 5. Prospective employees will find strong opportunities in the right teams, and should evaluate team-specific factors like leadership, stability, and growth potential when considering an offer.