Agiliti
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Agiliti Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Agiliti and has not been reviewed or approved by Agiliti.
How are the compensation & benefits at Agiliti?
Strengths in health coverage, retirement offerings, and time‑off breadth are accompanied by concerns about low pay growth, opaque compensation practices, and misaligned reward mechanisms. Together, these dynamics suggest that while the benefits menu is broad, compensation design and progression are the primary friction points shaping overall sentiment.
Key Insight for Candidates
Agiliti’s defining tradeoff: comprehensive benefits but stagnant base pay and tiny raises, with earnings growth largely tied to overtime rather than performance. This model limits real compensation progress, drives burnout, and fuels pay compression—long‑tenured employees often sit near new‑hire rates despite expanding responsibilities.Evidence in Action
- Tiny Annual Raises Norm — 2.5% annual raises are a common ceiling, with 'very little raises' and no inflation adjustments noted in recurring employee feedback. This drives pay compression, leaves long-tenured employees near new-hire pay, and fuels dissatisfaction and turnover.
- Post-Acquisition Pay Structure — A post-acquisition 'pay/rewards structure based on random growth projections' and the cut of quarterly bonuses define compensation mechanics. Employees experience effective pay cuts and weaker variable pay, reducing motivation and trust in rewards and leadership decisions.
Positive Themes About Agiliti
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Healthcare Strength: Medical, dental, vision, mental health, and supplemental coverages (e.g., critical illness, accident, hospital indemnity) are broadly available with spending/savings accounts. The breadth of options indicates a comprehensive core health offering.
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Retirement Support: A 401(k) plan with employer match is offered, alongside programs such as profit sharing and an employee stock purchase plan. These elements provide multiple avenues to build long‑term financial security.
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Leave & Time Off Breadth: Paid time off, paid holidays, floating holidays, and family medical leave are available, with some mentions of PTO rollover. This mix supports time away needs across different situations.
Considerations About Agiliti
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Stagnant Pay & Limited Progression: Annual raises are frequently characterized as very small or missing, and increases are not seen as keeping pace with expanded duties. Advancement is often portrayed as lateral or slow to translate into higher pay.
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Unfair & Opaque Compensation: Pay is considered low for responsibilities in several roles, with pay compression where long‑tenured staff earn near or below newer hires. Compensation structures after acquisitions are viewed as confusing or punitive, with local discretion leading to uneven outcomes.
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Poor or Misaligned Recognition & Rewards: Recognition and higher earnings are perceived as tied to overtime rather than efficiency or skill, and added responsibilities or new equipment training do not consistently bring pay increases. Bonus programs are described as reduced or removed, weakening the link between performance and rewards.
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