Companies 84.51°

84.51°

Cincinnati, Ohio, USA

Total Offices: 5

1,304 Total Employees

Year Founded: 2015

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84.51° Compensation & Benefits

Updated on February 07, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about 84.51° and has not been reviewed or approved by 84.51°.

How are the compensation & benefits at 84.51°?

Strengths in generous time off, retirement support, and family leave coexist with mixed pay dynamics that include slower progression, limited equity, and concerns about compensation alignment after organizational changes. Together, these factors suggest benefits materially elevate overall value while cash growth and upside potential vary by role and may moderate satisfaction over time.

Positive Themes About 84.51°

Leave & Time Off Breadth: Time off is described as generous from day one, with substantial vacation alongside wellness/floating days and company holidays. This breadth of leave is treated as a standout element of the package.
Retirement Support: The package includes a 401(k) with a matching contribution and an HSA match for eligible plans. These features are positioned as solid components that enhance overall compensation value.
Parental & Family Support: Paid parental leave covers birth and adoption with support for both birthing and non‑birthing parents. This complements core health coverage and reinforces a family‑friendly offering.

Considerations About 84.51°

Stagnant Pay & Limited Progression: Raise and promotion pace is described as modest, with leveling concerns. This dynamic can erode satisfaction over time even when starting pay is competitive.
Low or Inaccessible Equity: Equity is limited or absent for many roles, resulting in packages that are cash‑heavy compared with stock‑reliant peers. This structure can feel like reduced upside for those prioritizing equity growth.
Unfair & Opaque Compensation: Pay perceptions are polarized, with some citing strong cash in select roles while others describe below‑market pay and raise cycles, particularly following organizational changes. Workload increases without matching pay are also described in the same context.

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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.