Abnormal Security
Abnormal Security Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Abnormal Security and has not been reviewed or approved by Abnormal Security.
How are the compensation & benefits at Abnormal Security?
Strengths in market‑aggressive pay philosophy for core roles and robust health and leave provisions are accompanied by uneven compensation experiences across functions and variability in incentive and PTO utilization. Together, these dynamics suggest a generally competitive package whose realized value depends on role, team context, and how incentives and time‑off norms operate in practice.
Key Insight for Candidates
Tradeoff: Location-agnostic, SF/NY-anchored pay and performance-weighted equity versus leaner traditional guarantees (notably no 401k match) and 'unlimited' PTO reliant on team norms. Ideal for upside-seekers across geographies; less so for those prioritizing predictable retirement contributions and clearly accrued time off.Evidence in Action
- Top-Market Pay Benchmarking — The 'pay-for-performance' and 'How We Reward' policy sets bands targeting the ~75th percentile and benchmarking to SF/NY regardless of location, with annual pay reviews. Employees receive aggressive market pay and performance-tied equity/bonuses, reinforcing perceived fairness for high performers.
- Remote-First Stipends & Health — Monthly wellness/phone/internet stipends paid directly in paycheck, a home-office setup stipend, One Medical membership, and 100% employee healthcare premiums (75% dependents) are core benefits. Employees work remotely with fewer out-of-pocket costs and convenient access to primary care and wellbeing resources.
Positive Themes About Abnormal Security
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Fair & Transparent Compensation: Pay is considered aggressively benchmarked to leading tech markets with annual reviews, and feedback suggests engineering and sales roles are compensated competitively with strong upside potential.
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Healthcare Strength: Health coverage is portrayed as robust, including employer-paid premiums for employees in prior postings, One Medical access, and globally designed healthcare and parental leave.
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Leave & Time Off Breadth: Time off provisions include flexible/unlimited PTO, company holidays, and paid parental leave that the company positions as globally available.
Considerations About Abnormal Security
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Unfair & Opaque Compensation: Pay is considered uneven across functions and levels, with some analyst roles characterized as underpaid while others describe generous packages.
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Weak & Unreliable Incentives: Variable territory changes and ramp dynamics in go-to-market roles can swing attainment and earnings, creating uncertainty around incentive outcomes.
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Limited Leave & Time Off: Time off is labeled unlimited, yet feedback suggests actual usage depends on team norms and manager expectations, which can limit predictable time away.
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