Black Knight
Black Knight Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Black Knight and has not been reviewed or approved by Black Knight.
How are the compensation & benefits at Black Knight?
Strengths in core health coverage, retirement support, and accessible equity are accompanied by challenges in pay growth, time‑off breadth, and benefits affordability. Together, these dynamics suggest a mainstream total rewards package that is serviceable at offer but may feel less compelling over longer tenure.
Key Insight for Candidates
The defining tradeoff is conservative pay progression: offers can be market‑level, but annual increases often sit near inflation, amplified by post‑acquisition integration. Tenure rarely yields strong earnings growth, and benefits feel standard rather than compensating. Candidates should front‑load negotiations and focus on total comp.Evidence in Action
- ICE-Standardized Total Rewards — ICE benefits migration includes a charitable donation match up to $5,000 per year and an Employee Stock Purchase Plan (ESPP). Employees receive a predictable, mainstream package under the parent’s policies, though perks feel standard rather than differentiating.
- Inflation-Linked Merit Raises — Raises 'around inflation' are a recurring employee feedback theme for annual increases. This sets conservative pay growth expectations and can leave long-tenured employees feeling stagnant without promotions or role changes.
Positive Themes About Black Knight
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Healthcare Strength: Health coverage includes medical, dental, vision, life and disability insurance with FSA/HSA options, forming a comprehensive baseline. Wellness resources and an assistance program are also referenced.
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Retirement Support: Retirement programs include a 401(k) with employer matching, consistently presented as part of the core package. This provides dependable long‑term savings support.
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Equity Value & Accessibility: An employee stock purchase plan is available, enabling employees to participate in company ownership. This adds an ownership element to total compensation.
Considerations About Black Knight
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Stagnant Pay & Limited Progression: Pay increases are often characterized as modest and near cost‑of‑living, leading to stagnant earnings for longer‑tenured employees. Progression adjustments are described as slower in many roles.
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High Benefits Costs: Out‑of‑pocket health costs and deductibles are portrayed as average to somewhat high versus expectations. This reduces perceived value of the health plan.
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Limited Leave & Time Off: Time off is described as relatively lean at the outset with a limited set of fixed holidays. The offering is workable but not unusually generous for tech.
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