Companies Avid (avid.com)

Avid (avid.com)

Burlington

Total Offices: 14

1,522 Total Employees

Year Founded: 1987

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Avid (avid.com) Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at Avid (avid.com)?

Strengths in time off and flexible work coexist with instances of market‑reasonable base pay, while the post‑acquisition period brings limited raises, constrained bonuses, and higher medical cost concerns. Together, these dynamics suggest a package that can feel workable for some roles yet uneven and cost‑sensitive overall.

Key Insight for Candidates

Post-acquisition austerity: Avid froze 2024 raises and bonuses amid cost-cutting, leaning on remote/hybrid flexibility and unlimited PTO to offset cash. This tradeoff benefits candidates prioritizing work-life balance, but those seeking strong annual increases or bonus potential may be disappointed.

Evidence in Action

2024 Bonus And Raise Freeze — Documented internal sentiment cites 'no bonus for 2024' and 'no salary increase for 2024' following the STG acquisition. This tightens total compensation expectations, depresses perceived pay fairness, and shifts retention pressure onto base pay and benefits.
Flexibility And Unlimited PTO — Recurring employee feedback highlights remote/hybrid flexibility and unlimited PTO as intentional non‑cash compensation levers. This offsets cash shortfalls for some teams, improving work‑life balance and helping retention when raises or bonuses are constrained.

Positive Themes About Avid (avid.com)

Leave & Time Off Breadth: Paid time off is described as generous or even unlimited in some teams, helping to offset cash‑compensation concerns.
Flexible Benefits: Remote and hybrid flexibility are highlighted as meaningful parts of the package, improving work‑life balance for many roles.
Fair & Transparent Compensation: Pay is considered acceptable to good in several functions and locations, with some roles described as market‑competitive.

Considerations About Avid (avid.com)

Stagnant Pay & Limited Progression: Pay increases are described as frozen for 2024, and keeping pace with market rates is reportedly difficult.
Weak & Unreliable Incentives: Annual bonuses are described as canceled for 2024, signaling unreliable incentive payouts.
High Benefits Costs: Medical plans are often characterized by high deductibles and higher employee premiums in some locations, making affordability a recurring concern.

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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.