Companies agilon health

agilon health

Austin

556 Total Employees

Year Founded: 2016

View Website

Similar Companies Hiring

Camber

Fintech • Healthtech • Social Impact

New York, New York

90 Employees

Sailor Health

Healthtech • Social Impact • Telehealth

New York City, NY

20 Employees

Granted

Mobile • Insurance • Healthtech • Financial Services • Artificial Intelligence

New York, New York

23 Employees

agilon health Compensation & Benefits

Updated on April 01, 2026

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

How are the compensation & benefits at agilon health?

Strengths in incentives, time-off breadth, and retirement support are accompanied by challenges around market competitiveness, pay progression, and the practical usability of time off. Together, these dynamics suggest a package that can be attractive for certain roles yet inconsistent in perceived fairness and everyday access across teams and tenure.

Key Insight for Candidates

Defining tradeoff: enticing upfront compensation and modern benefits, but pay progression lags and recent reorganizations/layoffs erode fairness and make 'unlimited' PTO hard to use. Candidates should weigh initial offer appeal against long-term pay growth and the practical accessibility of time off and bonuses.

Evidence in Action

Immediate-Vest 401(k) Match — 401(k) match at 5% with immediate vesting is a standard benefit. This immediately boosts total compensation and accelerates retirement savings from day one.
Unlimited PTO & Holidays — Unlimited PTO and 13 paid holidays, including a Wellness Day, define the time‑off policy. Manager approval and team norms govern usage, giving flexibility but requiring proactive planning to actually take time off.

Positive Themes About agilon health

Strong & Reliable Incentives: Bonuses and stock grants are described as superior to other workplaces and part of “excellent” packages for some roles. Incentive components are credited with elevating overall compensation in certain areas.
Leave & Time Off Breadth: Unlimited PTO, generous holidays, and occasional wellness or volunteer days are highlighted across parts of the organization. These elements create wide latitude for time away when team norms allow.
Retirement Support: A 401(k) with a significant company match is emphasized, with some accounts noting immediate vesting. This strengthens the long-term savings value of the package.

Considerations About agilon health

Unfair & Opaque Compensation: Pay is characterized as below market in multiple roles, with statements of being “underpaid compared to the industry standard” and “below average compensation.” Some accounts also label compensation as “bad” for the position held.
Stagnant Pay & Limited Progression: Pay progression is depicted as uneven, with newer-hire offers outpacing longer-tenured employees and raises not keeping pace with market. These patterns contribute to concerns about internal equity over time.
Limited Leave & Time Off: “Unlimited” PTO is described as difficult to use consistently in some groups due to workload and manager norms. This diminishes the practical availability of time off despite broad policy language.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.