Companies FIS

FIS

Jacksonville, Florida, USA

Total Offices: 9

57,000 Total Employees

Year Founded: 1968

View Website

Jobs at Similar Companies

Similar Companies Hiring

Milestone Systems

Software • Security • Other • Big Data Analytics • Artificial Intelligence • Analytics

Lake Oswego, OR

1500 Employees

Fairly Even

Software • Sales • Robotics • Other • Hospitality • Hardware

2 Offices

Kepler

Fintech • Software

New York, New York

6 Employees

FIS Company Culture & Values

Updated on February 25, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about FIS and has not been reviewed or approved by FIS.

What's the company culture like at FIS?

Strengths in innovation, learning, and teamwork are accompanied by scale-related bureaucracy, organizational churn, and uneven workload experiences. Together, these dynamics suggest a culture that can be energizing for growth-oriented fintech work but inconsistent in day-to-day stability and sustainability depending on team and role.

Positive Themes About FIS

Innovation & Creativity: Innovation is positioned as a core cultural pillar, with emphasis on cutting-edge work in areas like AI, cloud, and payments. Cross-team hackathons and experimentation-oriented programs are framed as common ways teams build and ship ideas.
Learning & Knowledge Sharing: Internal mobility and structured learning programs are portrayed as accessible and actively used, supporting continuous skill-building. Career development pathways are described as a meaningful reason people stay and grow within the company.
Collaborative & Supportive Culture: A “One FIS” ethos and teamwork-oriented values are repeatedly emphasized, alongside examples of supportive onboarding and helpful direct managers. Global collaboration and colleague networks are described as mechanisms that help teams connect across geographies.

Considerations About FIS

Bureaucracy & Red Tape: Large-enterprise processes are depicted as slowing decisions and creating friction through red tape and heavy procedures. Legacy-team silos and process-heavy ways of working are described as more common in some locations and functions.
Change Fatigue & Ineffective Decision-Making: Frequent reorganizations, post-acquisition integration work, and strategic reshaping are portrayed as destabilizing and tiring. Top-down shifts and inconsistent direction are described as weakening confidence in planning and priorities.
Workload & Burnout: High workloads and pressure are portrayed as recurring issues, especially in client-facing and integration-heavy roles. Work-life balance is characterized as uneven, with periods of long hours contributing to burnout risk.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.