Companies Brown and Caldwell

Brown and Caldwell

Walnut Creek

Total Offices: 22

2,554 Total Employees

Year Founded: 1947

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Brown and Caldwell Compensation & Benefits

Updated on October 16, 2026

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

How are the compensation & benefits at Brown and Caldwell?

Strengths in retirement support, employee ownership, and paid leave are accompanied by mixed views on pay competitiveness, potential limits on salary growth, and variations or opacity in benefit details by location and role. Together, these dynamics suggest a package that is broadly attractive on paper but whose realized value depends on role, market, and the specific costs and eligibility terms.

Key Insight for Candidates

Benefits-heavy, ownership-driven total rewards anchored by a 401(k) match plus ESOP. This can boost long-term wealth even if base pay feels merely average, but value depends on vesting, eligibility, and health-plan costs—details candidates should confirm.

Evidence in Action

Dual Retirement Ownership Model — 401(k) match at 40% of deferrals up to 10% of eligible pay, plus an Employee Stock Ownership Plan with a 10-share minimum for new U.S. employees, formalizes dual wealth-building. Employees accumulate retirement savings and ownership stake simultaneously, strengthening retention and alignment.
Structured Pay Equity Governance — An internal pay-equity analysis and a 5% base-salary increase in 2022 signal structured compensation governance. Employees see transparent, fairness-focused pay adjustments, reducing disparities and boosting trust.

Positive Themes About Brown and Caldwell

Retirement Support: The 401(k) and Roth 401(k) plans include a company match equal to 40% of employee deferrals up to 10% of eligible compensation. Retirement offerings are highlighted as a strong point of the package.
Equity Value & Accessibility: An Employee Stock Ownership Plan is provided, with a stated minimum company stock contribution for new U.S. employees. Employee-ownership benefits are positioned as a meaningful part of total rewards.
Leave & Time Off Breadth: Paid vacation, sick time, holidays or flexible holidays, and parental leave are included. These options contribute to an above-average leave package on paper.

Considerations About Brown and Caldwell

Stagnant Pay & Limited Progression: Compensation is described as acceptable for many but below expectations in certain roles or markets, with indications of constrained raises and limited upward growth in some areas. Overall sentiment on pay is moderately positive rather than enthusiastic.
Exclusive or Unequal Benefits Coverage: Access to certain programs varies by location, with ESOP and 401(k) applying to U.S. employees while other countries receive different arrangements. Eligibility details may differ by role and geography, underscoring the need to confirm specifics.
Unfair & Opaque Compensation: Perceptions of fair pay are mixed, with some noting that pay competitiveness can lag in particular positions. Public materials do not show key plan details such as premiums, deductibles, vesting schedules, or parental-leave duration, limiting transparency until offer documents are reviewed.

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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.