AECOM
AECOM Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about AECOM and has not been reviewed or approved by AECOM.
How are the compensation & benefits at AECOM?
Strengths in healthcare breadth, family supports, and accessible equity coexist with constraints in cash progression, incentive availability, and the annual timing of retirement matching. Together, these dynamics suggest a benefits‑rich total package that can suit many needs while leaving overall pay growth and variable compensation feeling modest and highly dependent on role, location, and manager.
Positive Themes About AECOM
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Healthcare Strength: Multiple national medical options (UnitedHealthcare/Surest) and regional HMOs (Kaiser) cover in‑network preventive care at 100%, with added programs like Color cancer screening and Carrum Health surgery support at little or no cost. A medical expense estimator and varied plan designs help employees tailor coverage to anticipated needs.
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Parental & Family Support: Paid Parental Leave offers up to four weeks at 100% pay for all new parents (birth, adoption, foster, surrogacy), and five days of subsidized backup child care via Care.com adds practical support. Company‑paid short‑term disability provides income protection for up to 26 weeks, complementing family-related needs.
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Equity Value & Accessibility: An Employee Stock Purchase Plan enables buying company stock at a 12% discount with payroll contributions up to 10%. This straightforward access to discounted equity can augment total compensation over time.
Considerations About AECOM
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Stagnant Pay & Limited Progression: Annual increases are often in the low single digits, and outcomes vary by office, role, and manager, making pay growth feel slow. Negotiating strongly at hire is emphasized because midstream adjustments can be limited.
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Weak & Unreliable Incentives: Annual bonuses may be limited or not standard in some groups, reducing variable pay potential. Incentive practices differ by team, which can diminish confidence in performance-linked rewards.
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Inadequate Retirement Support: The 401(k) match is credited once a year with a requirement to be employed on the last day of the year, and matching contributions vest over three years. This annual timing is less immediate than per‑pay‑period matching and can be forfeited if employment ends before payout.
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