Companies SolarWinds

SolarWinds

Austin

2,299 Total Employees

Year Founded: 1999

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SolarWinds Compensation & Benefits

Updated on February 07, 2026

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

How are the compensation & benefits at SolarWinds?

Strengths in healthcare, time off, and pay-growth signals are accompanied by concerns about competitiveness, location-based differences, and limited advancement in some roles. Together, these dynamics suggest a robust total-rewards foundation whose perceived value varies by role, geography, and workload, yielding a mixed overall experience.

Key Insight for Candidates

SolarWinds trades robust, benefits‑heavy rewards and steady raises for slower advancement and heavier workloads. Employees often feel well-covered on health and perks, yet perceive pay growth and career mobility as constrained—making strong benefits less compelling when stress peaks. Candidates should value stability and perks over rapid pay progression.

Evidence in Action

Parental Leave and Sabbatical — Total Rewards program sets global parental leave minimums of 8 weeks paid maternity and 4 weeks shared parental leave, plus a sabbatical after five years. These guarantees provide predictable family support and restorative time, strengthening well-being and retention.
Volunteer Rewards Integration — Two paid SolarService Days and Dollars for Doers (matching up to $500/year) anchor community-giving benefits. Employees gain recognition and tangible rewards for volunteering, reinforcing purpose and total compensation beyond base pay.

Positive Themes About SolarWinds

Healthcare Strength: Health coverage is described as comprehensive, with some locations covering healthcare, dental, and vision at 100% and generally well-regarded plan quality. Feedback suggests wellness resources, counseling, and fitness reimbursements further strengthen the offering.
Leave & Time Off Breadth: Paid time off, holidays, and a sabbatical after five years are part of the package. Feedback suggests global parental leave minimums add meaningful family support to the overall time-off mix.
Pay Growth & Progression: Compensation is considered solid by many, with consistent raises noted alongside base pay. Feedback suggests bonuses and structured increases contribute to a sense of ongoing pay growth.

Considerations About SolarWinds

Stagnant Pay & Limited Progression: Opportunities to advance are viewed as limited in some roles, with instances where compensation was not enough to grow or stay. Feedback suggests constrained progression dampens long-term pay satisfaction.
Unfair & Opaque Compensation: Pay is sometimes viewed as less competitive, and compensation can depend heavily on hiring location. Feedback suggests these disparities create concerns about fairness across teams and geographies.
Perks & Wellbeing Gaps: Heavy workloads and high stress are cited as overshadowing compensation and perks. Feedback suggests outdated work-from-home expectations can undercut intended wellbeing benefits.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.