Companies AAON, Inc.

AAON, Inc.

Tulsa

Total Offices: 2

4,812 Total Employees

Year Founded: 1988

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AAON, Inc. Compensation & Benefits

Updated on September 15, 2026

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

How are the compensation & benefits at AAON, Inc.?

Strengths in long-term savings, healthcare pairing with HSA support, and quarterly incentives are accompanied by higher medical cost exposure for families, variability in bonus payouts, and uneven perceptions of pay competitiveness. Together, these dynamics suggest an attractive total rewards package for savings-oriented employees, tempered by considerations around medical plan costs and the reliability of variable pay.

Positive Themes About AAON, Inc.

Retirement Support: Retirement contributions are considered exceptionally generous, with a 175% employer match on 401(k) contributions confirmed in company materials. This creates a standout long‑term savings advantage for eligible employees.
Healthcare Strength: Health coverage begins after a short waiting period and is paired with a 175% employer match on HSA contributions. This combination can meaningfully bolster employees’ ability to manage high‑deductible plan expenses.
Strong & Reliable Incentives: A quarterly profit‑sharing program provides company‑performance‑based bonuses to eligible employees. This adds a recurring variable‑pay component that can lift total compensation.

Considerations About AAON, Inc.

High Benefits Costs: Medical coverage leans toward high‑deductible designs, with higher costs for spouses/dependents under certain options. This can increase out‑of‑pocket exposure for families.
Weak & Unreliable Incentives: Profit‑sharing is discretionary, payouts fluctuate with performance, and the program rate was reduced from 10% to about 8.5% of pre‑tax profit. These factors make incentive income variable and not guaranteed.
Unfair & Opaque Compensation: Pay competitiveness is described as uneven by site and role, with some positions viewed as below local manufacturing standards or not matching job demands. Perceptions of fairness therefore vary across teams and locations.

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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.