AeroVironment
AeroVironment Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about AeroVironment and has not been reviewed or approved by AeroVironment.
How are the compensation & benefits at AeroVironment?
Strengths in healthcare, retirement, and time-off programs coexist with concerns about base pay competitiveness, slower pay progression, and limited equity access. Together, these dynamics suggest overall satisfaction leans on robust benefits while compensation structure and growth expectations temper perceptions of total rewards.
Key Insight for Candidates
AeroVironment offsets mid-market base pay with unusually strong benefits—automatic 401(k) contributions + match, robust health options, a 9/80 schedule, and Discretionary Time Off (no accrual/payout). Good for benefit-maximizers seeking flexibility; less ideal if you prioritize higher cash salary or banked PTO value.Evidence in Action
- Safe-Harbor 401(k) Funding — Safe-harbor 401(k) formula—2% non‑elective contribution plus 100% match on the first 4% (fully vested)—is codified in the plan. Employees see predictable retirement dollars each paycheck, boosting total compensation even if base pay feels mid‑market.
- Discretionary Time Off — Discretionary Time Off (DTO) for salaried‑exempt employees hired since February 1, 2020 sets no fixed vacation cap and requires manager approval. Employees gain flexible time away without accrual tracking, increasing perceived total rewards but removing banked PTO payouts.
Positive Themes About AeroVironment
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Healthcare Strength: Benefits include multiple medical plan options with HSA pairing and employer contributions, plus company-paid life and disability coverage. Feedback suggests health coverage quality and breadth are consistently seen as strong.
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Retirement Support: A 401(k) with generous matching and immediate vesting, alongside programs like an ESPP and deferred compensation for eligible employees, signals robust retirement support. Feedback suggests the retirement offering stands out within the total rewards package.
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Leave & Time Off Breadth: Discretionary Time Off for eligible salaried employees, paid sick leave, parental leave supplements, holidays, and a 9/80 schedule provide broad time-off flexibility. Feedback suggests these options enhance work-life balance when team norms support their use.
Considerations About AeroVironment
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Unfair & Opaque Compensation: Pay is considered uneven in competitiveness and fairness, with some stating salaries feel low and recommending departures for better pay. Feedback suggests perceptions of base pay fairness trail the generally positive view of benefits.
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Stagnant Pay & Limited Progression: Compensation progression is portrayed as modest, with mentions of smaller annual adjustments and limited increases over time. Feedback suggests this dampens longer-term pay satisfaction even when initial compensation feels acceptable.
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Low or Inaccessible Equity: Equity is described as limited or unavailable for many roles. Feedback suggests this reduces perceived upside in total compensation compared to employers with broader equity access.
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