Ping Identity
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Ping Identity Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Ping Identity?
Strengths in inclusivity, collegial collaboration, and supportive leadership are accompanied by merger-related disruption and uneven team experiences that can dilute cohesion. Together, these dynamics suggest a values-forward culture with strong day-to-day people practices, but with variability driven by integration change, pressure, and organizational silos.
Positive Themes About Ping Identity
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Collaborative & Supportive Culture: Colleagues are frequently characterized as hardworking, intelligent, respectful, and professional, contributing to a collaborative environment where people help each other and work well across teams. A “win together” orientation and supportive day-to-day teamwork are portrayed as core parts of how work gets done.
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Fair & Equitable Treatment: A strong inclusion-and-belonging stance is emphasized through “championing every identity,” with active ERGs supporting a wide range of backgrounds and identities. This framing signals an intent to create belonging and enable people to bring their authentic selves to work.
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Empowering & Trusting Leadership: Leadership is often described as supportive and approachable, with an emphasis on work-life balance and caring about employees. The tone from senior leaders is portrayed as encouraging and people-centered, reinforcing trust and autonomy.
Considerations About Ping Identity
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Change Fatigue & Ineffective Decision-Making: The ForgeRock merger is described as a negative turning point for some, with integration challenges and criticism of how changes were handled at the C-level. Ongoing post-acquisition adjustments are linked to silos, shifting priorities, and morale strain in certain pockets.
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Workload & Burnout: High pressure to perform and periods of increased workload are cited as concerns, with burnout mentioned as a recurring issue for some roles. These pressures can reduce the consistency of the supportive experience despite flexibility and benefits.
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Siloed or Unsupportive Culture: Silos are referenced as emerging after integration activity, which can hinder collaboration and create uneven experiences across teams. This dynamic can make the culture feel less cohesive depending on function and org alignment.
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