Amentum
Jobs at Similar Companies
Similar Companies Hiring
Amentum Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Amentum and has not been reviewed or approved by Amentum.
How are the compensation & benefits at Amentum?
Strengths in core benefits—especially healthcare options, retirement matching, and time off—are accompanied by recurring concerns about raise velocity, benefit costs, and uneven pay competitiveness across contracts and locations. Together, these dynamics suggest a total rewards package that can feel solid for specialized or well-aligned roles but inconsistent for employees who prioritize faster pay progression or lower healthcare out-of-pocket costs.
Key Insight for Candidates
Defining tradeoff: contract-driven stability and comprehensive, standard benefits in exchange for slow pay progression and only middle-of-the-road extras (e.g., modest 401(k) match, higher premiums). It suits candidates prioritizing predictable mission work and PTO over aggressive raises or top-tier perks.Evidence in Action
- Contract-Driven Pay Structure — Service Contract Act (SCA) wage determinations, union CBAs, and contract labor categories drive pay bands, benefits, and 9–10 holidays/15–25 PTO day structures across sites. Employees experience inconsistent compensation and benefits by program and location, requiring offer-by-offer verification and fueling perceptions of inequality.
- 2–3% Merit Increases — Annual merit increase cycles average 2–3%, with bonus eligibility and payouts constrained by contract performance. This slow pay progression reduces real earnings over time, pushing employees to pursue promotions, specialized credentials, or external offers to achieve market-aligned compensation.
Positive Themes About Amentum
-
Healthcare Strength: Healthcare offerings are described as comprehensive, with medical, dental, and vision plans and multiple PPO/HSA options. Mental health support via an employee assistance program and other wellness resources is also included in the benefits mix.
-
Retirement Support: Retirement support is positioned as a meaningful part of total rewards through a 401(k) plan with employer matching. Profit-sharing contributions and immediate or near-term vesting in some cases further strengthen the retirement value proposition.
-
Leave & Time Off Breadth: Time-off benefits are presented as solid for the sector, including tiered PTO accrual by tenure and a set of paid holidays. Role-dependent flexible or remote work options and leave programs add to perceived work-life support.
Considerations About Amentum
-
Stagnant Pay & Limited Progression: Pay growth is frequently portrayed as constrained, with modest merit increases and limited raise velocity on certain contracts. Slow advancement and constrained professional development can amplify dissatisfaction even when starting pay is acceptable.
-
High Benefits Costs: Out-of-pocket healthcare expenses are a recurring drawback, with deductibles, copays, and premiums described as steep for some families and locations. Administrative friction such as slower claims processing is also cited as a pain point that can reduce perceived benefits value.
-
Unfair & Opaque Compensation: Compensation fairness is presented as inconsistent, with notable variation by contract, job family, and geography that can create under-market outcomes in some pockets. Increased workload without corresponding pay adjustments and occasional unmet raise expectations contribute to perceived inequity.
NEW
What does AI tell candidates about your employer brand?
Get your free AI reputation report today.
See AI Report
Amentum Insights
Is This Your Company?
Claim Profile
