Companies Agilent Technologies

Agilent Technologies

Santa Clara

Total Offices: 33

17,369 Total Employees

Year Founded: 1999

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Agilent Technologies Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at Agilent Technologies?

Strengths in retirement support, accessible equity, and broad time‑off benefits are accompanied by challenges in parental leave sufficiency, uneven raise progression, and compensation alignment in high‑cost markets. Together, these dynamics suggest a benefits‑led total‑rewards proposition that is competitive overall while pay experiences vary meaningfully by role, location, and life‑stage needs.

Key Insight for Candidates

Defining tradeoff: Agilent’s total rewards lean on standout benefits and ownership, not top‑of‑market base pay. Expect strong 401(k) match, 15% ESPP, flexible PTO, paid volunteering, and unusually generous donation matching to carry value. This matters if you prioritize savings, time off, and purpose over maximum salary.

Evidence in Action

401(k) Match and ESPP — 401(k) match up to 6% and an Employee Stock Purchase Plan at a 15% discount are standard components of Agilent’s U.S. rewards. Employees build long-term wealth and ownership beyond base pay, improving retention and perceived total compensation.
25K Donation Matching — Charitable gift matching up to $25,000 per year and paid Volunteer Time Off are codified benefits. Employees are incentivized to support communities on paid time, reinforcing purpose and engagement while delivering outsized financial impact to causes they choose.

Positive Themes About Agilent Technologies

Retirement Support: The core U.S. package highlights a generous 401(k) match as a strength. Retirement programs are positioned as competitive within the company’s total rewards.
Equity Value & Accessibility: An Employee Stock Purchase Plan at a discount provides accessible equity and augments total compensation. Ownership opportunities are presented as a notable advantage alongside retirement benefits.
Leave & Time Off Breadth: Flexible Time Off, company holidays, a personal holiday, and paid volunteer time create a broad leave offering. Time off can accrue into multiple weeks in the first year, supporting flexibility.

Considerations About Agilent Technologies

Insufficient Parental & Family Support: Paid parental leave length in some U.S. locations is characterized as less competitive, and exact durations are not universally published. Candidates are advised to confirm specifics by role and site, reflecting variability that may feel limited in certain markets.
Stagnant Pay & Limited Progression: Raise cadence and progression are described as uneven, with slow adjustments cited in recent periods. This contributes to perceptions that pay growth does not reliably match expectations.
Unfair & Opaque Compensation: Compensation alignment varies by role and geography, including pay disparity within teams and cost‑of‑living misalignment. Higher‑cost hubs are cited as areas where base pay can feel below local market levels.

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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.