Ping Identity
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What It's Like to Work at Ping Identity
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 it like to work at Ping Identity?
Strengths in culture, flexibility, and a robust benefits package are accompanied by concerns about stability and management consistency during post-merger integration. Together, these dynamics suggest a generally attractive employer brand for candidates prioritizing environment and balance, with higher perceived risk for those seeking predictable advancement and long-term security.
Positive Themes About Ping Identity
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Work-Life Balance: Work-life balance is frequently described as strong, with flexibility in hours, remote/telecommute options, and supportive norms around time off. Unlimited PTO is referenced in some contexts, with practical time-off usage framed as generous.
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Team Support: Colleagues are often characterized as intelligent, driven, and collaborative, contributing to a friendly environment where people help each other and feel part of a shared effort. The day-to-day atmosphere is portrayed as supportive and product-focused.
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Benefits & Perks: Benefits are presented as comprehensive, spanning health coverage, retirement support, wellness programs, parental leave, and various workplace perks. Professional support like tuition reimbursement, certification funding, and learning stipends is also highlighted as part of the overall package.
Considerations About Ping Identity
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Job Insecurity: Job stability and advancement are portrayed as a weaker area, with uncertainty and concern heightened in the wake of the ForgeRock merger. Post-merger disruption is described as materially affecting the employee experience for some.
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Change Fatigue: The post-acquisition and post-merger environment is associated with restructuring, shifting priorities, and integration friction that can make processes and expectations feel in flux. This dynamic is framed as uneven across teams and roles, creating variability in day-to-day stability.
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Weak Management: Management is viewed as less consistent than senior leadership, with mentions of unclear expectations, micromanagement, and retention challenges. Pockets of management turnover and process gaps are described as contributing to strain in certain departments.
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