Vertafore is a leading provider of insurance software and insurtech solutions that help carriers, agencies, and brokers modernize operations. Headquartered in Denver, Colorado, the company delivers core products such as agency management systems, rat...
"I enjoy the people more than anything here — smart, practical, and down-to-earth." "There are days when you feel stretched, but teams will rally to help." These are the kinds of comments you will hear from current and former employees. Many praise the collaboration between product and engineering, and several customer-facing staff mention a strong sense of purpose because their work impacts independent insurance agencies. On the flip side, some people say they wished communication was clearer during organizational changes. Overall, testimonials feel balanced and candid.
The company culture at Vertafore leans toward practical collaboration. Teams value getting things done and helping customers solve tangible problems. There is a healthy mix of experienced industry veterans and newer technologists, which creates a culture that respects domain knowledge while welcoming new ideas. You will find people who care about craft, but there is not a heavy start-up hype — it is more steady and mission-driven. Diversity and inclusion efforts are present and visible, but some employees would like to see faster progress on representation and equity.
Work-life balance at Vertafore varies by role. Many employees report that work-life balance at Vertafore is reasonable, with predictable hours for product, support, and most corporate roles. During product launches or quarter ends, workloads can increase, and you will sometimes put in extra hours. Managers usually respect boundaries and encourage time off, but individual team dynamics influence day-to-day experience. Remote and hybrid setups have helped many people maintain better balance.
Job security is generally stable but not immune to industry cycles. The company serves a niche market that provides recurring revenue, which supports consistent demand for core products. There have been periods of restructuring, as with many tech and software firms, but the business fundamentals suggest sustainable demand. If you value a company with steady product-market fit and recurring contracts, you will likely feel a moderate level of security here.
Leadership emphasizes customer outcomes and steady product delivery. Executives tend to communicate strategic priorities, though some employees ask for more frequent updates during transitions. Management style is mostly pragmatic: leaders set direction and expect teams to execute. There is a mix of hands-on and delegated managers, and leadership has shown willingness to invest in product modernization and partnerships. Transparency has improved over time, but some employees would like even clearer roadmaps and more frequent town halls.
Manager quality is uneven but often strong. Good managers focus on career growth, give constructive feedback, and shield teams from needless meetings. Other managers are described as competent but bureaucratic, with slower decision cycles. If you join, your experience will depend heavily on your direct manager and team. Interviewing candidates should ask about team norms, one-on-one frequency, and performance expectations to get a clearer picture.
There is support for learning and development, including formal training budgets, online course reimbursements, and internal knowledge-sharing sessions. Technical teams run brown-bags and learning sprints, and product teams often have access to industry conferences. Mentorship exists, and many employees take advantage of cross-team projects to grow. There is room for more structured career paths for non-technical roles, but overall the environment encourages skill growth.
Opportunities for promotions are available but can be competitive. Promotions typically come through demonstrated impact, cross-functional leadership, and tenure. There are defined leveling guides for engineering and product roles, which helps clarify expectations. If you are proactive about visibility and networking internally, you will improve your chances for advancement.
Salary ranges vary by geography, role, and experience. Approximate US ranges:
Bonuses and incentives are role-dependent. Sales roles usually have commission plans with accelerators and quota-based payouts. Many corporate roles have annual performance bonuses tied to company and individual performance. There are also spot awards, recognition programs, and occasional long-term incentive plans for senior roles. Overall, incentives reward performance and customer retention.
Health and insurance benefits are comprehensive. Typical offerings include medical, dental, and vision plans with employer contributions, flexible spending accounts or health savings accounts, and basic life and disability insurance. Parental leave policies exist and are increasingly supportive, though lengths and pay levels may vary by tenure and location. Benefits are aligned with industry standards for mid-to-large software companies.
Employee engagement includes regular town halls, hackathons, and team offsites. There are community and ERG groups, volunteering opportunities, and social events that help build camaraderie. Virtual events and local meetups help remote workers stay connected. Engagement activities are consistent and tend to be well received.
Remote work support is solid. The company provides collaboration tools, flexible schedules, and often hardware stipends for home offices. Many teams operate hybrid models, and remote hiring is common for certain roles. Managers generally support remote contributors and focus on outcomes rather than face time.
Average working hours are approximately 40 per week for most roles. Expect occasional spikes during releases, audits, or sales cycles. Core hours and flexible scheduling are common, so teams coordinate to find times that work across time zones.
Attrition is moderate and similar to peers in the software industry. There have been occasional restructures and targeted reductions, particularly during times of economic uncertainty, but they have not been frequent or pervasive. Turnover tends to be higher in highly pressured roles such as sales or support during busy periods.
Overall, this is a solid place to work if you value product stability, customer focus, and a pragmatic culture. Leadership and benefits are generally competitive, and career growth is available for proactive employees. If you seek fast-paced startup vibes and rapid equity plays, this may not be the best fit. For those looking for meaningful work in a niche industry with reasonable work-life balance and supportive teams, this company will be a good match. Overall rating: 4.0 out of 5.
Read authentic experiences from current and former employees at Vertafore
Product is trusted in the insurance space and opens doors with agencies. Good lead flow and supportive sales ops. Flexible remote policy helps with work-life balance.
Quota expectations can be aggressive during quota cycles. Onboarding/ramp can be long before full commission earnings.
Strong cross-functional collaboration and a clear product roadmap for agency management and policy lifecycle features. Leadership listens and there are chances to lead initiatives.
Decision-making can be slow when legacy stakeholders are involved, which delays launches sometimes.
Great engineering team focused on modern insurance tech. Good benefits, learning budget, and flexible hours. We work on interesting problems (microservices, data pipelines) and leadership invests in developer tools.
Some legacy systems still need attention and a few teams have crunch periods around big releases.
The product and customers are rewarding to work with. Colleagues were supportive and there are good escalation paths for tricky issues.
Understaffing and inconsistent schedules made work stressful. Pay for the role felt low compared to market and promotions are limited.
