Companies AECOM

AECOM

Dallas

Total Offices: 36

51,000 Total Employees

Year Founded: 1990

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AECOM Compensation & Benefits

Updated on November 03, 2026

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, retirement, and family support are accompanied by challenges in pay growth, incentive consistency, and benefit affordability that vary by role and location. Together, these dynamics suggest the benefits package can be a draw while compensation structures and out-of-pocket costs may temper overall satisfaction and warrant close evaluation of specific offers.

Key Insight for Candidates

Tradeoff: benefits-first total rewards (robust healthcare, retirement match, family support, hybrid work) versus conservative cash pay and slow raises. This makes AECOM feel stable and supportive, but pay progression often lags market—candidates should weigh benefit value against salary growth and bonus potential.

Positive Themes About AECOM

Healthcare Strength: Feedback suggests health coverage is a standout, with medical, dental, vision, enhanced mental-health support, and regional private medical insurance frequently highlighted. Programs aimed at holistic well-being further reinforce the perceived strength of core healthcare offerings.
Retirement Support: Retirement contributions, including a U.S. 401(k) match and pension benefits in some regions, are described as reliable and competitive components of the package. These elements are consistently viewed as meaningful long-term supports.
Parental & Family Support: Paid caregiver leave, fertility assistance, and parental benefits in some regions are viewed as well-developed and supportive. Flexibility and hybrid work policies are seen as complementary to family needs.

Considerations About AECOM

Stagnant Pay & Limited Progression: Pay is often characterized as average or below market for many roles, with annual raises that may lag inflation or market rates. Progression and salary growth are perceived as conservative relative to workload and responsibilities.
Weak & Unreliable Incentives: Bonus opportunities are described as limited or inconsistent across roles and locations. Eligibility and payout variability contribute to uncertainty about total compensation.
High Benefits Costs: Health-plan affordability is a recurring concern, with rising premiums and out-of-pocket costs diminishing the value of coverage for some. Benefit value is seen to vary by country, business group, and specific plan design.

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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.