Employee Turnover at SolarWinds

Mean employee tenure
Implied Annual Turnover
pp. lower than the industry average

Contributions to staff retention at SolarWinds

Company Age

23 yr

Company Size

2.3K empl.

Mean Seniority

4K days


Software / Tech




178.7 days

About SolarWinds

SolarWinds is a leading provider of powerful and affordable IT management software. Our products give organizations worldwide—regardless of type, size, or complexity—the power to monitor and manage their IT services, infrastructures, and applications; whether on-premises, in the cloud, or via hyb...

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What is "Avoidable" turnover?

Employee retention at SolarWinds is unusually high compared to other similar companies. Employee turnover is normal. Employees come and go for many reasons, including personal reasons and reasons that have nothing to do with a specific company. That being said, SolarWinds seems to be doing better than most of their immediate competitors.

What is driving turnover at SolarWinds?

Employee turnover at Solarwinds is primarily driven by in-demand employee skills and employee seniority. While there are many skills required by this company, the pool of employees with those skills is larger than average. In general, to increase employee retention, companies should focus on improving the skills of their in-demand employee groups. Areas where employees may need improvement include: leadership critical thinking problem solving communication developing relationships perspective taking creativity emotional intelligence. The typical employees have been with the company for a longer time than most. Employees with more experience tend to leave the company less often than their less experienced coworkers. This could be because employees who have been with the company for a longer time are likely to have a better understanding of the company's culture and the expectations that are expected of them.


The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.


We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.