Companies SolarWinds

SolarWinds

Austin

Total Offices: 16

2,299 Total Employees

Year Founded: 1999

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SolarWinds Compensation & Benefits

Updated on September 08, 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’ total-rewards-first tradeoff: broad, distinctive benefits (five-year sabbatical, volunteer rewards, learning/wellness) offset cash pay that often feels mid-market. Candidates who value time-off, development, and community perks may feel well-compensated; pure cash-seekers may not.

Evidence in Action

Five-Year Sabbatical Eligibility — Sabbatical eligibility after five years of continuous service is a documented benefit. This creates a tangible long-term reward that encourages retention and planned rest without burning PTO.
SolarService Volunteer Rewards — SolarService Days, donation matching up to $500, and Dollars for Doers (up to $25/hour, capped at $500) are standard programs. Employees are recognized and rewarded for community impact, turning volunteering into tangible perks that augment total rewards.

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.