Athene
Athene Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Athene and has not been reviewed or approved by Athene.
How are the compensation & benefits at Athene?
Strengths in time-off breadth, wellness resources, and retirement support are accompanied by uneven pay across functions, slower progression, and location-based differences in perks. Together, these dynamics suggest a solid benefits foundation whose perceived value and compensation satisfaction depend heavily on role and site.
Key Insight for Candidates
Athene trades top-of-market base pay for long-term wealth programs (strong 401(k) match, ESPP, Apollo stock ownership) plus notable bonuses, within a fast-paced, metrics-driven culture. Rewarding for long-horizon earners; less compelling if you prioritize immediate cash or flexibility.Evidence in Action
- 6% 401(k) Match — The 6% 401(k) match is a standard Athene benefit repeatedly highlighted across roles. It materially lifts total compensation and retirement security, especially for employees in roles where base pay feels average.
- One Apollo Ownership — The One Apollo Stock Ownership Program offers employees equity exposure in addition to base pay and bonuses. It deepens alignment with company performance and enhances total compensation, helping attract and retain specialized and senior talent.
Positive Themes About Athene
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Retirement Support: Retirement savings support is highlighted through a strong employer match and structured retirement programs. Feedback suggests these offerings add meaningful long-term value to total compensation.
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Leave & Time Off Breadth: Time-off policies span flexible or paid time off, a robust holiday schedule, volunteer time, and paid parental, family care, and military leave. Feedback suggests this breadth is a standout element across many roles.
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Wellbeing & Lifestyle Benefits: Wellbeing resources include comprehensive health coverage, mental-health support, onsite fitness centers, and one‑on‑one coaching. HQ amenities and wellness perks are positioned as differentiators for on-site employees.
Considerations About Athene
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Unfair & Opaque Compensation: Pay is considered uneven across functions, with operations and frontline roles feeling lower relative to workload while specialized tracks receive stronger packages. Feedback suggests this disparity dampens overall compensation sentiment.
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Stagnant Pay & Limited Progression: Progression is described as competitive with slow raises and difficult advancement for some roles. Feedback suggests this limits perceived pay growth over time.
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Exclusive or Unequal Benefits Coverage: Access to certain perks and flexibility varies by role and location, with HQ-specific amenities and eligibility rules not applied uniformly. Feedback suggests this unevenness reduces perceived benefits value outside core sites.
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