Companies Angi

Angi

Denver

Total Offices: 4

4,900 Total Employees

Year Founded: 1999

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Angi Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at Angi?

Strengths in healthcare, family support, and broad time‑off are accompanied by challenges in overall cash competitiveness, incentive predictability for sales roles, and a modest 401(k) match. Together, these dynamics suggest a benefits‑forward package that can be attractive for those prioritizing coverage and leave, while total compensation outcomes may hinge on role, performance, and individual priorities.

Key Insight for Candidates

Benefits are mid-transition: Angi’s U.S. plans shifted from IAC‑administered to Angi‑run as of Jan 1, 2026. Transitions can change premiums, provider networks, and 401(k) mechanics. Candidates should verify current plan administrators and exact terms (PTO rules, match details, costs) in their offer and SPDs.

Evidence in Action

Fixed 401(k) Match — The 401(k) match is 50% up to 3% of pay (contribute 6% to capture a 3% match). This codified formula shapes savings behavior and, per recurring employee feedback, frames retirement support as predictable but on the lighter side of total comp.
Post‑IAC Plan Transition — U.S. employees participated in IAC‑sponsored health, welfare, and 401(k) plans through January 1, 2026, with Angi to establish substantially similar plans thereafter if outside IAC programs. This transition prompts employees to verify administrators and coverage details, clarifying continuity, eligibility, and plan changes.

Positive Themes About Angi

Healthcare Strength: Medical, dental, and vision coverage with FSA/HSA options, life and disability insurance, and mental‑health resources like Headspace point to a robust core package. Wellness programs and optionals such as pet insurance further round out healthcare support.
Parental & Family Support: Paid parental leave of up to 16 weeks for birthing parents and 8 weeks for non‑birthing parents, plus IVF, adoption, and surrogacy support reflect meaningful family benefits. Subsidized family care via a free Care.com premium membership adds practical caregiving help.
Leave & Time Off Breadth: Flexible PTO for full‑time salaried employees, along with generous PTO language, paid holidays, bereavement, and volunteer time indicate broad time‑off coverage. Role‑specific details are documented, but the offering itself is extensive.

Considerations About Angi

Unfair & Opaque Compensation: Pay is often characterized as average to slightly below expectations, and company‑level comparisons indicate compensation trails certain peers. Low base pay in several roles and perceptions of being undervalued temper overall pay satisfaction.
Weak & Unreliable Incentives: Earnings in sales depend heavily on commissions, with plan changes, chargebacks, and lead quality materially influencing take‑home pay. This variability makes income feel less predictable, benefiting top performers but frustrating others.
Inadequate Retirement Support: The 401(k) match is 50% up to 3% (effectively 1.5% of pay), which is described as modest relative to some tech peers. Candidates are advised to compare this closely if retirement savings is a priority.

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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.