Black Duck

Burlington

275 Total Employees

Year Founded: 2002

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Black Duck Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at Black Duck?

Strengths in healthcare, retirement, and time‑off are accompanied by challenges in base‑pay growth, incentive reliability, and equity availability since the 2024 transition. Together, these dynamics suggest solid core benefits but tighter cash and upside elements, with experiences varying notably by role and location.

Key Insight for Candidates

Post‑spin‑out tradeoff: baseline benefits remain, but total rewards feel leaner and less predictable than under Synopsys. Reduced or inconsistent bonuses and loss of big‑company equity/perks reflect private‑equity cost discipline and ongoing policy changes. Expect standard coverage but tighter raises and evolving plans.

Evidence in Action

Core Benefits And Wellness Days — Job postings cite comprehensive health benefits, group retirement/401(k)-style plans with employer contributions, paid vacation, and wellness days. Employees plan around reliable core coverage and periodic wellness time as standard components of total rewards.
Post Spinout Variable Pay Uncertainty — After the October 1, 2024 spin out to Clearlake Capital and Francisco Partners, recurring employee feedback cites reduced or inconsistently paid annual performance bonuses and variable pay. This creates earnings volatility and lowers confidence in incentive plans, especially for sales and other bonus‑dependent roles.

Positive Themes About Black Duck

Healthcare Strength: Medical, dental, and vision coverage provide multiple plan choices with transparent costs, with carrier updates noted for 2026. Vision via VSP and dental plan options offer defined tiers and network access.
Retirement Support: Retirement programs include a 401(k) with company matching alongside an employee stock purchase plan with a discount and lookback. These features support longer‑term savings and wealth building.
Leave & Time Off Breadth: Exempt employees use a manager‑approved, no‑cap time‑off model, while non‑exempt employees accrue flexible time off alongside sick time. Paid leaves include parental and family care leave, with additional protections under applicable leave laws.

Considerations About Black Duck

Stagnant Pay & Limited Progression: Base pay is characterized as below market with minimal annual increases, especially following the 2024 carve‑out into a standalone, private‑equity‑owned company. India‑based roles are described as experiencing slow appraisals and small hikes.
Weak & Unreliable Incentives: Variable pay and bonuses are described as reduced or inconsistently paid after the transition, with compensation‑plan and payroll confusion noted in early 2026. These execution issues undermine confidence in incentive programs.
Low or Inaccessible Equity: Equity components such as RSUs and ESPP are described as reduced or unavailable compared with the prior Synopsys era after the 2024 ownership change. This shift lessens perceived upside in total compensation for affected roles.

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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.