Ares Management Corporation
Ares Management Corporation Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Ares Management Corporation and has not been reviewed or approved by Ares Management Corporation.
How are the compensation & benefits at Ares Management Corporation?
Strengths in healthcare, family support, and firmwide time‑off programs are accompanied by concerns about pay decision fairness, reward alignment, and uneven benefit access by level or location. Together, these dynamics suggest a competitive total‑rewards package whose realized value varies by team and seniority, particularly where performance‑linked pay and workload expectations shape everyday experience.
Key Insight for Candidates
Defining tradeoff: Ares advertises robust, family‑friendly benefits plus firmwide August Work From Anywhere and a Winter Break, yet sustained workloads often make these perks hard to use. This on‑paper vs in‑practice gap drives satisfaction. Candidates should verify norms for actually taking leave and unplugging.Evidence in Action
- Performance-Linked Pay Upside — Performance bonuses, equity awards, co‑investment, and carried interest anchor Ares’ total compensation architecture. Employees see high upside tied to business outcomes, aligning rewards with firm performance rather than only base pay.
- Distinctive Time-Off Programs — August Work From Anywhere, Winter Break, 20 weeks primary‑caregiver leave, and 10 days paid backup care are codified benefits. Employees gain planned downtime and family support that make intense stretches more sustainable.
Positive Themes About Ares Management Corporation
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Healthcare Strength: Healthcare coverage is described as comprehensive, with strong medical, dental, and vision offerings alongside mental-health resources and wellness initiatives. Access to a medical advisory/concierge service and supportive programs reinforces perceived quality.
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Parental & Family Support: Family-building supports include generous primary and non‑primary caregiver leave, reproductive and adoption assistance, and breast‑milk shipping. Backup child and elder care adds further practical support for caregivers.
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Leave & Time Off Breadth: Time‑off programs include competitive PTO, a firmwide Winter Break, and an August Work From Anywhere option. These firmwide programs complement standard leave to provide periodic flexibility.
Considerations About Ares Management Corporation
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Unfair & Opaque Compensation: Compensation decisions are described as being reduced to meet earnings targets irrespective of personal or group performance. This raises concerns about clarity and fairness in how pay links to results.
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Poor or Misaligned Recognition & Rewards: Positive performance is described as leading to expanded responsibilities without corresponding advancement or compensation. Such experiences suggest recognition that does not consistently translate into rewards.
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Exclusive or Unequal Benefits Coverage: Benefit access appears to vary by level and location, including unlimited PTO for VP‑level and above and free or low‑cost medical coverage for certain cohorts. These differences can create uneven experiences across teams and offices.
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