Arrow Global Group

London

Total Offices: 14

Year Founded: 2005

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Arrow Global Group Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at Arrow Global Group?

Strengths in healthcare coverage, broad time‑off options, and flexible add‑ons are accompanied by concerns about base pay competitiveness, slow pay progression, and unclear incentive mechanics. Together, these dynamics suggest a serviceable, benefits‑led offering where base pay and progression constraints limit stronger overall satisfaction.

Key Insight for Candidates

Defining tradeoff: an actively enhanced, comprehensive health/wellbeing and flexibility package versus middling cash compensation and opaque pay progression. Great if you value company‑funded medical cover, protection benefits, and flexible leave; less so if you prioritize top‑quartile salary or pension, so benchmark offers closely.

Evidence in Action

Evolving Total Reward — The Total Reward proposition adds concrete benefits like one company‑funded Check4Cancer screening per year and company‑funded single‑level private medical insurance. Employees see regular, tangible package improvements that strengthen wellbeing coverage without extra cost to them.
Flexible Leave Framework — Policies include 25 days’ annual leave with buy/sell up to five days and “time off as needed” for carers, faith/cultural, study, life events, plus a paid volunteering day. This flexibility helps employees tailor time away to personal needs while preserving core leave.

Positive Themes About Arrow Global Group

Healthcare Strength: Company‑funded private medical insurance, a 24/7 Employee Assistance Programme, an annual company‑funded cancer screening, and a healthcare cash plan are part of the core offer. These provisions indicate robust health coverage that extends beyond basic care.
Leave & Time Off Breadth: Annual leave starts at 25 days with options to buy or sell days, alongside carers, faith/cultural, study, and life‑event leave plus paid volunteering time. These options broaden time‑away flexibility and support different life circumstances.
Flexible Benefits: A flexible benefits platform offers gym and hotel discounts, cycle‑to‑work, dental insurance, a retail discount card, and a gadget scheme, with some options employee‑funded. Flexibility to tailor add‑ons can increase perceived value across varied needs.

Considerations About Arrow Global Group

Stagnant Pay & Limited Progression: Pay progression is described as slow, with complaints about infrequent or nonexistent pay rises. This signals constrained upward movement in base pay for certain cohorts.
Unfair & Opaque Compensation: Base pay is considered not competitive in several contexts, and lower listed pay bands in frontline roles shape weaker satisfaction in those areas. Variation by country, function, and seniority further complicates alignment with market expectations.
Weak & Unreliable Incentives: Performance measurement and bonus mechanics are described as unclear in at least one area of the business. Ambiguity around variable pay undermines confidence in incentive reliability.

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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.