Strathspey Labs is a scientific services and R&D-oriented organization focused on analytical testing, laboratory research and product development services. The company delivers laboratory testing, quality assurance, and technical consulting across se...
People who work there often talk about the team first. You will hear comments like, “the people make it worthwhile” and “you’ll learn fast if you ask questions.” Several recent hires said they appreciated the onboarding buddy system and the friendly Slack channels. Some long-term employees love the sense of ownership: they say projects feel meaningful and you can see the impact of your work. That said, a few employees mentioned occasional communication gaps between teams, so experiences can vary depending on your manager and which group you join.
The company culture at Strathspey Labs leans collaborative and pragmatic. There is a strong emphasis on experimentation and iteration, so teams are encouraged to try new approaches and learn quickly from outcomes. Socially, there are regular informal meetups, and many people appreciate the low-hierarchy feel — you can grab time with senior engineers or product leads without layers of bureaucracy. At the same time, culture can be startup-like in its pace, which suits people who enjoy fast problem solving. Overall, company culture at Strathspey Labs is welcoming, curious, and results-oriented.
If you care about work-life balance at Strathspey Labs, you will find it reasonable most of the time. Many teams maintain a 40-hour expectation with flexibility for remote days and personal appointments. You will encounter occasional sprints or product launches that demand extra hours; during those periods people will tell you they pulled late evenings and weekend check-ins. Management generally encourages time off after intense cycles, and PTO policies are forgiving. In short, work-life balance at Strathspey Labs is doable if you manage boundaries and pick a team that matches your pace.
Job security is moderate. The company has grown steadily over recent years, and hiring has been consistent in core product and engineering roles. There was one small restructuring during an industry downturn that affected a few roles, but the firm handled transitions with severance and outplacement support. You will not find absolute immunity to market shifts, but the business fundamentals appear stable and leadership communicates changes early when possible.
Leadership presents as accessible and technically competent. Senior leaders are visible in company-wide updates and do set clear strategic priorities. There is room for improvement in cross-functional coordination; some initiatives have been delayed due to conflicting priorities. Communication from the top tends to be candid, and leaders welcome feedback, though follow-through on some suggestions can be slow. Overall, leadership provides direction and technical credibility, but operational execution could be tightened.
Managers vary considerably across teams. Many are praised for mentorship, regular 1:1s, and career guidance. These managers are hands-on, help unblock roadblocks, and advocate for their team during planning cycles. Others are described as more task-focused and less invested in individual growth. When evaluating roles, it is worthwhile to ask specific questions about a prospective manager’s coaching style, promotion track record, and how they measure team success.
Learning and development are supported through a mix of internal workshops, conference budgets, and dedicated time for skill-building. New hires receive structured onboarding that covers core systems and product knowledge. There is a visible culture of peer learning — lunch-and-learns and code reviews are common. The company also subsidizes certifications and online courses, though larger development budgets may be reserved for strategic hires or high-impact projects.
Promotion opportunities exist, particularly for high performers who take ownership and show cross-team impact. The promotion process is formalized with documented expectations, but some employees feel timelines can be long if managers are conservative with raises. You will improve your chances by delivering measurable outcomes, getting cross-functional visibility, and building relationships with sponsors in other areas.
Salary ranges are competitive for the market segment. Typical ranges (estimates) are: engineering roles $80,000–$150,000; product managers $70,000–$140,000; data roles $75,000–$140,000; operations and support $50,000–$90,000. Senior and specialized roles can exceed these ranges. Salaries adjust with experience, location, and market demand. Compensation packages combine base salary with equity and benefits.
There are performance bonuses and equity grants. Annual bonuses are generally tied to company and individual performance, ranging from 5% to 15% for most roles. High-impact contributors may receive larger equity awards during hiring or at promotion. Incentives aim to align team goals with company success, and equity is an important part of the long-term reward structure.
Health and insurance benefits are solid. Medical, dental, and vision plans are offered, with company contributions toward premiums. There are options for health savings accounts and mental health resources, including counseling support. Parental leave is available and compares favorably to peers. Benefits administration is straightforward, and HR is responsive when employees have questions.
Employee engagement focuses on a mix of virtual and in-person events: quarterly town halls, team offsites, hack weeks, and social mixers. These activities help build camaraderie and cross-team awareness. Participation is voluntary but well-attended, and the company invests in creating inclusive events that accommodate remote and hybrid staff.
Remote work support is solid. The company offers equipment stipends, covers home-office gear, and has clear remote communication norms. Core hours are used to coordinate collaboration, and asynchronous work is encouraged where possible. Some teams prefer hybrid schedules with a couple of in-office days per week, so remote policies can depend on team needs.
Average working hours hover around 40–45 per week. Regular days are standard business hours with flexibility; however, when deadlines approach or during launches, hours can stretch into evenings. Teams try to limit prolonged crunch periods, and leaders promote recovery time after sprints.
Attrition is moderate, roughly in line with industry averages (estimates around 12–18% annually). Turnover tends to cluster in fast-growing teams where role expectations change quickly. There was one small layoff during an earlier economic downturn that affected specialized roles, but the company provided support and communicated the reasons transparently.
Overall, this is a solid place to work if you value a collaborative, learning-focused environment with competitive pay and good benefits. You will find opportunities to grow, meaningful work, and approachable leadership, although some variability exists between managers and teams. If you prioritize predictable hours and slow-moving processes, this may feel a bit fast-paced. For career builders who enjoy responsibility, the company offers a lot of upside and a supportive culture.
Read authentic experiences from current and former employees at Strathspey Labs
Small team feel, clear product vision.
Limited salary growth, inconsistent process documentation
Supportive leadership and hands-on mentorship. We work on interesting biotech problems and the team encourages learning.
Occasional tight deadlines around grant deliverables, travel can be frequent during certain project phases.
