Companies ActiveCampaign

ActiveCampaign

Chicago

Total Offices: 6

850 Total Employees

Year Founded: 2003

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ActiveCampaign Compensation & Benefits

Updated on September 05, 2026

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

How are the compensation & benefits at ActiveCampaign?

Strengths in healthcare, broad time‑off options, and equity at hire are accompanied by challenges in pay progression, modest parental leave, and uneven experiences by role and location. Together, these dynamics suggest a generally competitive package whose perceived value can vary based on team, geography, and stage in the employee lifecycle.

Key Insight for Candidates

Tradeoff: ActiveCampaign’s standout, generous benefits—especially a paid month‑long sabbatical with a stipend after five years—contrast with inconsistent real‑world use of its “unlimited” PTO. Candidates should verify PTO norms and scheduling expectations to ensure the flexibility they value is actually accessible.

Evidence in Action

Open PTO And Sabbatical — Unlimited/Open PTO and a paid one‑month sabbatical with a stipend after five years are documented benefits. This promotes rest and retention, though recurring employee feedback notes usage norms depend on team workload, especially in quota roles.
Quarterly Remote Stipend — Fully remote employees receive a quarterly home‑office stipend of about $250 per quarter. This offsets remote-work costs and signals institutional support for distributed work.

Positive Themes About ActiveCampaign

Healthcare Strength: Health coverage is portrayed as comprehensive, spanning medical, dental, vision, mental‑health support, and telemedicine, with an option noted for a fully covered HDHP. Wellbeing resources like an EAP and Calm subscription complement core coverage.
Leave & Time Off Breadth: Open/unlimited PTO, Volunteer Time Off, and a paid sabbatical after five years indicate a wide range of time‑off options. Hybrid/remote flexibility and work‑from‑home support reinforce the usability of these policies.
Equity Value & Accessibility: Equity is granted at hire broadly, positioning ownership as a standard element of total compensation. This signals accessible participation in company value creation alongside salary and benefits.

Considerations About ActiveCampaign

Stagnant Pay & Limited Progression: Annual increases are described as not keeping pace with cost of living for some, limiting perceived pay growth over time. This can reduce satisfaction even when starting compensation aligns with market.
Insufficient Parental & Family Support: Parental leave length is characterized as modest in some contexts, with specifics varying by jurisdiction. Clarification of current policy details is recommended to understand eligibility and duration.
Exclusive or Unequal Benefits Coverage: Compensation and benefit specifics differ by role and location, leading to varied experiences across teams and hubs. Usage of “unlimited PTO” is noted as team‑dependent, and some roles face differing in‑office or variable‑pay dynamics.

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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.