Companies NinjaHoldings

NinjaHoldings

Chicago

200 Total Employees

Year Founded: 2017

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Data & Analytics 6 Engineering 2 Finance 2 AI & Machine Learning 1 Legal 1 Marketing 1 Product Management 1

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What's It Like to Work at NinjaHoldings?

Updated on September 05, 2026

Frequently Asked Questions

Job Satisfaction

Job satisfaction at NinjaHoldings is supported through clear growth paths, competitive pay and bonuses along with supportive managers who provide feedback and recognition to employees and meaningful work tied to the company’s mission. We provide flexibility that makes work sustainable and benefits that reduce day-to-day stress such as our annual wellness credit. Leadership reinforces this by reviewing engagement survey results, having open dialogue in monthly townhalls hosting listening sessions, and investing in programs employees say improve daily experience.

NinjaHoldings reported that 99% of employees are happy to work at the company and 97% view the company as part of their long-term career plans.

NinjaHoldings Employee Reviews

As a company that gives its employees the autonomy to work wherever they want, I have the privilege of collaborating with smart, driven and passionate colleagues in different parts of the world who constantly motivate me to do my best.

Christine, Sr. Database Engineer

We have implemented an employee recognition program.

Kristine, HR Coordinator

What People Are Saying About NinjaHoldings

Team Support: Colleagues are often characterized as low‑ego and collaborative, with cross‑functional help and a clear “we win as a team” mindset. Managers are described as approachable and supportive, with practices like open‑door access and pair programming that keep teams connected.
Work-Life Balance: Flexible schedules, remote work programs, summer hours, and focus‑time blocks are prominently featured alongside flexible or unlimited PTO. Wellness supports such as EAPs, fitness stipends, and home‑office stipends are highlighted as quality‑of‑life perks.
Career Growth: Steep learning curves, structured onboarding, and regular promotion review cycles with a promote‑from‑within approach are emphasized. Learning is reinforced through manager training, education stipends, and lunch‑and‑learns.