Companies Ampersand

Ampersand

New York

Total Offices: 9

600 Total Employees

Year Founded: 1981

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Ampersand Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at Ampersand?

Strengths in healthcare, retirement support, and time‑off breadth are accompanied by challenges in base‑pay competitiveness and clarity across roles and locations. Together, these dynamics suggest a solid benefits foundation with compensation perceptions that vary by seniority, function, and market.

Key Insight for Candidates

Tradeoff: quality‑of‑life–heavy benefits (robust PTO, hybrid three‑days‑on‑site, wellness/education perks) in exchange for often‑modest starting base pay. This matters if you prioritize balance and predictability over top‑dollar cash; your total experience may feel strong even if the paycheck isn’t leading.

Evidence in Action

401(k) Match Practice — The 401(k) match, up to 5%, is a core benefit. It boosts long-term savings and improves perceived total compensation.
Hybrid And Summer Perks — A hybrid model (three days on-site) and listed 'summer perks' define time-off flexibility. Employees plan collaboration days while benefiting from seasonal downtime, supporting work–life balance.

Positive Themes About Ampersand

Healthcare Strength: Health coverage is characterized as strong, including medical, dental, and vision. Feedback suggests wellness and mental‑health resources accompany core insurance and spending accounts.
Retirement Support: A 401(k) with employer match is consistently highlighted across public role materials. Feedback suggests retirement support is a meaningful component of total rewards.
Leave & Time Off Breadth: PTO, flexible schedules, hybrid work, and seasonal perks are emphasized. Feedback suggests paid parental leave is available, though specifics may vary by location and role.

Considerations About Ampersand

Unfair & Opaque Compensation: Pay is considered modest at the outset in several tracks and described as below industry norms in certain markets. Feedback suggests widely varying ranges by role and location can cloud perceptions of fairness.
Stagnant Pay & Limited Progression: Operations and coordinator paths are characterized as flatter with fewer variable earnings levers. Feedback suggests compensation satisfaction tends to improve with seniority or specialized roles, implying early progression can feel limited.

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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.