Software Engineer North America July 2026
~0.9m
Questions answered
over 12 months- /
~450
Organizations
These insights represent ~0.9m questions answered from ~450 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Financial Services, Internet, Information Technology & Services, Computer & Network Security, Hospital & Health Care, Insurance, Marketing & Advertising, Electrical/Electronic Manufacturing, E-Learning
Reported gender breakdown
Male
81%
Female
18%
Non-Binary
0.19%
Are employees committed to their organizations?
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
72% of Software Engineer North America employees are engaged
This is in the top 44% compared with the overall average.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 42% compared with the overall average.
How does Software Engineer North America compare?
People in Software Engineer North America were much more positive than average regarding Feedback & Recognition, Equity, and Transparency.
On the lower side, people in Software Engineer North America had much lower favorable scores than average in Social Connection, Team Adjustment To Remote Work, and Contribution To Broader Purpose.
People working in Software Engineer North America are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Software Engineer North America are less engaged than Resources & Utilities Asia, Latin America 1000+, South America (1000-5000), and Philippines (1000-5000).
The highest scoring question for Software Engineer North America had 93% of people agreeing that We are genuinely supported if they choose to make use of flexible working arrangements (+10% compared to overall) while they were generally most positive about Work & Life Blend.
People in Software Engineer North America were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 14% of people disagreeing (+1% above average).
Which questions matter the most?
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Software Engineer North America organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% compared to overall).
Understanding Tenure distributions
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Tenure distributions
Less than 3 months
2%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
27%
4 to less than 6 years
18%
6 to less than 10 years
15%
Greater than 10 years
10%