Companies AVEVA

AVEVA

Cambridge, England

Total Offices: 3

6,970 Total Employees

View Website

Jobs at Similar Companies

Similar Companies Hiring

Fairly Even

Software • Sales • Robotics • Other • Hospitality • Hardware

2 Offices

Bellagent

Artificial Intelligence • Machine Learning • Business Intelligence • Generative AI

3 Offices

20 Employees

Kepler

Fintech • Software

New York, New York

6 Employees

AVEVA Compensation & Benefits

Updated on March 10, 2026

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

How are the compensation & benefits at AVEVA?

Strengths in time off, wellbeing resources, and recognition-oriented rewards are accompanied by a more mixed picture on cash compensation and the consistency of perks across regions. Together, these dynamics suggest the overall rewards experience can feel strong on non-cash support while still leaving market-competitiveness and perceived fairness of pay uneven by role and location.

Positive Themes About AVEVA

Leave & Time Off Breadth: Time away from work is positioned as a meaningful part of the rewards mix, including paid time off that can increase with tenure and additional paid volunteering days. This breadth is reinforced by mentions of public holidays and emergency leave as part of the overall time-off offering.
Wellbeing & Lifestyle Benefits: Wellbeing support appears broad and multi-channel, combining counseling access, coaching resources, and region-specific digital wellbeing tools. Flexible work hours and a hybrid model are also presented as lifestyle-supporting elements within the broader rewards package.
Career-Linked Recognition & Rewards: Recognition is tied to tenure milestones through a formal program that provides rewards and symbolic recognition. Development-linked rewards also appear through learning access, mentorship, and education reimbursement that connects benefits to skill growth.

Considerations About AVEVA

Unfair & Opaque Compensation: Pay is characterized as mixed-to-average in places, with examples that frame compensation as not fully matching workload. The overall picture is constrained by limited direct, consistent detail on pay satisfaction, making perceived fairness hard to validate across teams and regions.
Perks & Wellbeing Gaps: The perceived strength of perks varies by geography, with indications that the experience can feel materially worse outside certain countries. There are also mentions of cost-control or benefit changes over time, which can create uncertainty about the stability of the perk set.
High Benefits Costs: Healthcare value is not uniformly viewed as strong, with indications that medical coverage may be less favorable in cost or quality for some employees compared with larger peers. This can reduce the net perceived value of the benefits package even when coverage exists.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.