AAON, Inc.

United States

4,812 Total Employees

Year Founded: 1988

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AAON, Inc. Compensation & Benefits

Updated on September 14, 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 retirement support, incentives, and time‑off breadth are accompanied by challenges in medical plan design, dependent costs, and early‑tenure PTO flexibility. Together, these dynamics suggest a benefits package that excels in long‑term savings and bonus potential while warranting closer review of healthcare details and scheduling realities.

Key Insight for Candidates

Defining tradeoff: AAON heavily rewards savings (175% 401(k) and HSA matches) and quarterly profit sharing, but centers medical on a high‑deductible plan with potentially higher dependent costs. This strongly benefits long‑term wealth builders and light healthcare users, yet can feel costly for families needing lower out‑of‑pocket coverage.

Evidence in Action

175% Savings Matches — The 175% employer match on 401(k) contributions and the 175% match on Health Savings Account contributions are core benefits. This outsized matching meaningfully boosts total rewards and encourages proactive retirement saving and HSA‑funded healthcare planning.
Quarterly Profit Sharing — A discretionary, quarterly profit‑sharing bonus distributes 8.5% of pre‑tax profit to eligible employees. This performance‑linked payout supplements base pay and creates a regular cadence where company results visibly impact take‑home earnings.

Positive Themes About AAON, Inc.

Retirement Support: An unusually high employer match on employee 401(k) contributions stands out and is documented in recent company filings. This materially boosts long‑term savings potential for eligible employees.
Strong & Reliable Incentives: A discretionary quarterly profit‑sharing program, paid to eligible employees, adds meaningful upside to total compensation. While amounts vary with performance, the ongoing quarterly structure can be a consistent complement to base pay.
Leave & Time Off Breadth: Paid time off, paid holidays, and additional paid leaves (parental and military) are described across company disclosures. Tuition assistance and company‑paid disability coverage further extend the benefits suite.

Considerations About AAON, Inc.

Weak Healthcare Coverage: Medical coverage is oriented around high‑deductible plans with HSA support, leading to trade‑offs in out‑of‑pocket exposure. Health insurance sentiment is mixed, with notes about significant deductibles under some options.
High Benefits Costs: Covering spouses or dependents can be costly or limited depending on the plan structure. Mentions of higher Employee+Child costs and spousal policy constraints highlight potential affordability issues for families.
Limited Leave & Time Off: PTO is tenure‑based and may feel modest for newer employees. Manufacturing schedules also reduce day‑to‑day flexibility relative to office roles.

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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.