Companies Attentive

Attentive

New York

Total Offices: 4

1,000 Total Employees

Year Founded: 2016

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Attentive Compensation & Benefits

Updated on April 01, 2026

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

How are the compensation & benefits at Attentive?

Strengths in healthcare, equity, and family-oriented benefits are accompanied by concerns about a modest retirement match, the reliability of variable incentives in sales, and progression pace in certain roles. Together, these dynamics suggest a competitive total rewards package whose perceived value varies by function, seniority, and how consistently variable pay and advancement are realized.

Key Insight for Candidates

Defining tradeoff: compelling cash/equity and robust health/leave perks in exchange for a high-intensity, long‑hours environment. Many employees feel pay is strong annually but thin on a per‑hour basis. Candidates who value balance should verify workload expectations and how flexible PTO is honored in practice.

Evidence in Action

Equity-First Pay Mix — Equity grants and RSUs with a standard 4-year vest are baseline components of Attentive’s total compensation. Employees see meaningful upside from ownership, aligning rewards with company performance and boosting total pay beyond base and bonus.
Employer-Paid Healthcare Coverage — 100% employer-paid healthcare options for employees and dependents, a fully covered One Medical membership, and $1,500/year medical-travel reimbursement are documented benefits. This reduces out-of-pocket costs and simplifies access to care, supporting wellbeing without eroding take-home pay.

Positive Themes About Attentive

Healthcare Strength: Health coverage includes comprehensive medical, dental, and vision plans, plus a fully covered One Medical membership and mental health resources. Employer-paid options and added wellness stipends indicate strong support for physical and mental wellbeing.
Equity Value & Accessibility: Equity grants are described as significant and a meaningful component of total compensation. Market-value cash pay paired with stock helps position overall packages as competitive.
Parental & Family Support: Generous paid parental leave, fertility and family-forming benefits, and supports such as Milk Stork and travel reimbursement for necessary medical care are offered. These provisions signal robust support for families across different needs.

Considerations About Attentive

Inadequate Retirement Support: The company 401(k) match is characterized as modest in size. This can reduce perceived strength of long-term financial benefits for employees prioritizing retirement savings.
Weak & Unreliable Incentives: Target earnings in some sales roles depend on variable quota attainment, which can be inconsistent. Such variability makes incentive pay feel less dependable across functions.
Stagnant Pay & Limited Progression: Base pay not moving for extended periods and constrained promotion paths are cited in certain roles. These dynamics can dampen satisfaction even when on-paper compensation appears attractive.

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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.