Stats Perform is a global sports data and analytics company that combines historical data, real-time feeds, and AI-driven insights for media, betting, broadcast, and professional sports teams. The company delivers player and event statistics, predict...
“I enjoy the mix of sports passion and tech — you feel like your work matters.”
“Teams are helpful and collaborative; you’ll find folks who share the same obsession with data and sports.”
“Some projects move fast and can be stressful, but the people make it worth it.”
These snippets reflect common themes from employees: pride in the product, a friendly peer culture, and fast-paced execution. If you are considering working at this company, expect genuine enthusiasm from teammates and honest feedback about workload trade-offs.
The company culture at Stats Perform blends analytics-driven decision making with a sports-first mindset. There is an emphasis on results, curiosity, and continuous improvement. People often describe it as intellectually engaging and mission-oriented: you are solving real problems for broadcasters, teams, and media partners. Collaboration is encouraged across product, engineering, and data science teams, and cross-functional projects are common.
Company culture at Stats Perform values transparency and learning. Management tends to communicate strategy clearly during all-hands and team updates. Diversity of roles and local office cultures can lead to different day-to-day vibes, but the underlying focus on sports data ties everything together.
Work-life balance at Stats Perform varies by team and location. Many employees report a reasonable balance — flexible hours and the ability to work remotely when needed help — but during peak seasons or product launches you will likely put in longer hours. If you value flexible scheduling and occasional heavy sprints, this environment can suit you well.
Work-life balance at Stats Perform is often shaped by role: client-facing and editorial teams may face tighter deadlines aligned with live events, while backend engineering and analytics teams may have more predictable cycles.
Job security is moderate and depends on business performance and broader market conditions. The company operates in a competitive media and sports data space, which can lead to restructuring when strategy shifts are required. Employees in critical technical or revenue-generating roles generally have stronger job stability.
Compensation strategy and headcount decisions are influenced by contract renewals with clients and the success of new product initiatives. Candidates should evaluate role criticality and ask hiring managers about roadmap stability during interviews.
Leadership is generally seen as competent and industry-savvy. Senior leaders often have strong domain expertise in sports and media, and they are able to articulate a clear product vision. Management tends to prioritize data-driven decisions and customer outcomes.
There are occasional criticisms about alignment between global strategy and local execution. Communication lines are typically open, and leadership hosts Q&A sessions, but frontline employees may experience some lag in receiving direction during fast pivots.
Managers at the team level vary in style but are frequently praised for being supportive and technically capable. Good managers provide autonomy, career guidance, and frequent feedback. Less effective managers are sometimes described as being overloaded or slow to resolve cross-team conflicts.
Performance reviews are structured and tied to measurable goals. It is advisable to seek managers who are hands-on and invested in coaching to maximize your growth.
Learning and development resources are available and encouraged. The company invests in technical training, subscriptions to learning platforms, and conference attendance for relevant roles. Mentorship and peer learning are common, especially in product and analytics teams.
Formal L&D budgets vary by level and region. You will find ample opportunity to upskill if you proactively request training and align it with team objectives.
Promotions are performance-driven and aligned with demonstrated impact. High performers can move up or across teams, particularly if they contribute to revenue-driving projects or innovative products. Career ladders are in place, but progression speed can vary by department and geographic office.
To advance, it is helpful to take on cross-functional initiatives and document measurable outcomes.
Salary ranges depend on role, experience, and location. Approximate U.S. ranges might be:
These figures are indicative and will vary significantly for roles based in Europe, Asia, or remote positions. Compensation is typically competitive with industry peers in sports tech and media.
Bonuses and incentives are role-dependent. Sales and account roles often have commission structures and clear quotas. For other roles, there are annual performance bonuses tied to company and individual performance metrics. Some senior roles may include long-term incentives or equity-like arrangements.
Payout frequency and transparency vary; it is recommended to ask for target bonus levels and commission plans during recruitment discussions.
Benefits commonly include medical, dental, and vision coverage, plus mental health resources and employee assistance programs. Parental leave, flexible spending accounts, and pension or retirement plans are offered in many regions. Specific plan details and employer contribution levels will depend on your country of employment.
High-level candidates and senior hires may negotiate enhanced benefit packages.
The company hosts regular team socials, product demos, and hackathons. There are sports-related events and viewing parties that resonate with passionate staff. Global town halls and local meetups help foster engagement across dispersed teams.
These activities create a sense of community and help new hires integrate more quickly.
Remote work support is solid. The company provides collaboration tools, documentation practices, and often a stipend for home office setup. Hybrid models are common, with policies varying by team and region. Remote employees are typically included in meetings and have access to the same tools as in-office staff.
Average working hours tend to be around 40 per week for many roles. Expect spikes to 45–55 hours during major events, product launches, or client deadlines. Time zone overlaps for global teams can occasionally require early or late calls.
Attrition is moderate and influenced by industry cycles. There have been periodic restructurings common to media and tech firms, but no consistent high-turnover trend across all teams. Prospective candidates should review recent news and ask recruiters about recent organizational changes for the most accurate picture.
Overall, this company rates around 4.0 out of 5 for many professionals seeking a mission-driven, technically engaging workplace in sports data. Strengths include a passionate team, clear product vision, and solid benefits. Areas to monitor include workload during peak periods and the impact of strategic pivots on job stability. For those interested in working at Stats Perform, the company can offer a rewarding environment with meaningful growth opportunities.
Read authentic experiences from current and former employees at Stats Perform
Supportive manager, good learning opportunities
Cross-team communication can be slow; pay isn't top of market
Talented teammates, interesting product.
Compensation lagged market rates. Frequent last-minute travel and restructuring made roles unclear; management direction changed a few times while I was there.
