Solv is a healthcare technology company focused on simplifying same-day care by offering online appointment booking and telehealth services for urgent care, primary care, and onsite clinics. Operating in the digital health and healthcare services ind...
"I love the mission and you can feel it in day-to-day conversations," says a product designer. "You’ll meet people who are passionate and down-to-earth." A customer support rep adds, "They’re flexible when life comes up, and team leaders genuinely try to help." Engineers mention fast-moving projects and the satisfaction of shipping features that get immediate user feedback. A few employees note that onboarding could be smoother and that some teams move faster than others, which can feel uneven.
If you are researching company culture at Solv or considering working at Solv, these real voices give a fair snapshot: people like the people, they like the mission, and they accept that things are sometimes hectic.
The culture leans mission-driven and collaborative. People rally around improving access to care, which tends to keep morale positive even when deadlines are tight. There is an emphasis on open communication and cross-functional teamwork, so you will often work with product, engineering, and operations together.
At the same time, the pace can be startup-like: initiatives are iterated quickly, and priorities shift. That makes for a dynamic environment if you enjoy variety, but it may feel chaotic if you prefer rigid processes. For searchers of "company culture at Solv," expect a blend of earnest healthcare purpose and tech startup energy.
Work-life balance at Solv is generally favorable, but it varies by role and team. You’ll find customer-facing roles and sales teams that occasionally require evening or weekend availability to match clinical schedules or customer needs. Engineering and product teams often have flexible hours and remote days, which helps people manage personal commitments.
Managers usually encourage time off and set realistic expectations for deliverables. That said, during product launches or major integrations, you might need to put in extra hours. If you prioritize work-life balance, ask teams about peak workload cycles during interviews — that will give you a better sense of day-to-day reality.
Job security at Solv is reasonably stable but linked to performance and funding cycles. There is a clear focus on sustainable growth, and the company does not habitually rely on dramatic hiring freezes or repeated rounds of layoffs. There are occasional reorganizations as teams are scaled or priorities shift, and those changes can affect roles. Overall, employees with strong performance records and adaptable skills will find their positions relatively secure.
Leadership presents a clear vision anchored in improving patient access to care. Executives communicate priorities and try to be transparent about strategy. There can be gaps between high-level strategy and operational execution in some quarters, which is typical in growing companies.
Management quality varies by team. Some managers are highly hands-on, providing mentorship and clear feedback. Others are more distant and focus on outcomes rather than day-to-day guidance. The company is making efforts to standardize management training to raise consistency across teams.
Managers are generally competent and supportive. Employees report that effective managers invest in career conversations and give actionable feedback. Where problems exist, they typically involve uneven communication or unclear role expectations during cross-team projects. If you place a premium on consistent manager quality, it will be wise to meet potential managers during the interview loop and ask about their management style.
There is practical on-the-job learning and informal mentorship. The company offers access to online learning platforms, occasional workshops, and internal knowledge-sharing sessions. Formal training budgets exist but are modest compared to larger enterprises. If you are self-directed, you will find ample opportunities to grow skills through real projects and cross-functional exposure.
Promotion opportunities are tied to performance, impact, and timing. Growing teams create chances for upward movement, and the company encourages internal mobility. That said, promotions can be competitive; you will need to demonstrate consistent impact and partner with your manager to map a clear growth plan.
Salaries vary by function and location. Approximate ranges in USD:
These ranges are approximate and will depend on experience, performance, and geographic cost of living.
There are performance bonuses, commission structures for sales roles, and equity (stock options or RSUs) as part of compensation packages. Bonuses are tied to individual and company performance metrics, and commissions can make a material difference to total compensation for revenue-facing roles. Equity grants are meaningful for longer-tenured employees and align incentives with company growth.
Health benefits are competitive for a mid-stage company. Medical, dental, and vision plans are offered with employee contributions. The company provides an HSA or FSA option, along with short- and long-term disability coverage. Mental health resources and an employee assistance program are available. Benefits are designed to cover most common employee needs, though the specifics depend on location.
Employee engagement is active and people-oriented. The company runs all-hands meetings, team offsites, hackathons, and wellness events. There are volunteer opportunities tied to healthcare access initiatives. Virtual events are common for distributed teams, and in-person events happen regionally when possible.
Remote work is supported with a hybrid-friendly approach. Many teams allow fully remote employees, while others require occasional in-office presence for collaboration. The company provides stipends for home office equipment and reimburses certain remote work expenses. Collaboration tools are well-adopted, and communication norms support distributed work.
Typical working hours align with a standard 40-hour week for most roles, with occasional increases during critical launches. Customer-facing roles may have more variable schedules to match client needs. Expect a culture that respects time off, but be prepared for busier sprints.
Attrition is moderate and mostly driven by normal career moves rather than systemic churn. There have been some restructurings and team realignments in recent years as the company scaled, but there have not been recurring, large-scale layoffs. Employees who stay tend to cite mission alignment and team cohesion as reasons.
4.0/5 — Solv offers a mission-driven environment with solid benefits, competitive pay, and real opportunities to impact healthcare access. You will find a collaborative company culture at Solv and a generally healthy work-life balance at Solv, though pace and manager experience can vary by team. For candidates who want meaningful work in a fast-moving setting, working at Solv is a strong option.
Read authentic experiences from current and former employees at Solv
Friendly colleagues.
High churn in team and shifting targets. Limited career path for support roles.
Supportive engineering leadership, clear product roadmap, flexible hours and remote days.
Compensation is slightly below market for SF. Occasionally long hours during major releases.
Great product vision and collaborative teams.
Communication between senior leadership and the PM team can be inconsistent. Decision-making sometimes slow which delays execution.
