Aggreko
Aggreko Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Aggreko and has not been reviewed or approved by Aggreko.
How are the compensation & benefits at Aggreko?
Strengths in healthcare breadth, time off, and role‑linked incentives are accompanied by tradeoffs in overtime‑dependent earnings, modest retirement support, and uneven progression. Together, these dynamics suggest a competitive total package that can feel solid overall but varies materially by role, location, and workload expectations.
Key Insight for Candidates
Defining tradeoff: Total compensation often hinges on overtime and incentive pay, not base salary. This can create strong earning months but ties income to long hours and seasonality—so work-life balance and pay predictability become the key risks to weigh.Evidence in Action
- Overtime-Weighted Total Pay — Reliance on overtime and on-call expectations functions as a core earnings lever for field roles and overtime-eligible positions. Employees who want extra hours can materially boost take-home pay, while those seeking steadier schedules may experience base pay as only average.
- 3% 401(k) Match — 401(k) employer match around 3% is a documented benefits standard. This offers predictable retirement support but nudges employees to evaluate bonuses, overtime, and healthcare to judge overall compensation competitiveness.
Positive Themes About Aggreko
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Healthcare Strength: Healthcare coverage is described as broad, including medical, dental, vision, life/AD&D, disability, and an EAP, with wellness incentives highlighted. Practical extras like company‑paid safety gear further support frontline roles.
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Leave & Time Off Breadth: Time‑off options include paid holidays and PTO, plus two paid volunteer days in North America. This expands leave beyond standard vacation.
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Strong & Reliable Incentives: Incentive programs include annual bonus opportunities and role‑linked earnings that can materially lift take‑home pay in certain months or seasons. Field and sales contexts, as well as overtime eligibility, can enhance total compensation.
Considerations About Aggreko
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Poor or Misaligned Recognition & Rewards: Pay structure can depend heavily on overtime and on‑call demands, making base pay feel less compelling without extra hours. This dynamic aligns better for those seeking additional hours than for those prioritizing steady schedules.
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Stagnant Pay & Limited Progression: Advancement and pay progression are described as uneven or slow in some areas. Variability by location and manager appears to influence outcomes.
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Inadequate Retirement Support: Retirement support includes a 401(k) match that is characterized as modest compared with stronger market offerings. This level may not meet expectations for top‑tier employers.
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