CCC Intelligent Solutions
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CCC Intelligent Solutions Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about CCC Intelligent Solutions and has not been reviewed or approved by CCC Intelligent Solutions.
How are the compensation & benefits at CCC Intelligent Solutions?
Strengths in healthcare, retirement benefits, and generally fair pay are accompanied by meaningful variability in pay competitiveness and perceived workload-to-reward balance across roles. Together, these dynamics suggest the total rewards package can feel strong for many full-time professional tracks but less consistent for contractors and certain high-pressure positions, with some uncertainty around family-leave generosity.
Key Insight for Candidates
CCC’s defining tradeoff is breadth-over-top-dollar: a comprehensive benefits stack (multiple medical options, ESPP, tuition reimbursement, wellness) and performance bonuses aim to offset mid‑market base pay. This suits candidates prioritizing coverage and development. If you want top-tier cash or generous parental leave/401(k) match, verify specifics.Evidence in Action
- Annual Incentive Bonus — An annual incentive plan performance bonus is a standard total-rewards component. It ties pay to outcomes, offering upside that offsets high-pressure goals.
- 5,250 Tuition Reimbursement — Tuition reimbursement up to $5,250 per year supports continuing education. This reduces personal cost for certifications and degrees, encouraging skill growth and enabling employees to progress into higher-paying roles.
Positive Themes About CCC Intelligent Solutions
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Fair & Transparent Compensation: Pay is frequently described as good, very fair, or great across multiple roles. Compensation is also framed as competitive when bonuses and other elements of total rewards are included.
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Healthcare Strength: Health coverage is positioned as broad, with multiple medical plan options plus dental, vision, disability, life insurance, FSAs, mental-health resources, and wellness programs. Coverage availability from day one is also highlighted as a practical strength.
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Retirement Support: Retirement benefits are repeatedly characterized as strong, anchored by a 401(k) with company matching and Roth/pre-tax options. Stock purchase and equity components are also presented as part of the longer-term financial package.
Considerations About CCC Intelligent Solutions
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Unfair & Opaque Compensation: Pay is described as too low in certain roles, particularly contractor and some field positions, indicating unevenness across job types. Gender-based compensation differences are also surfaced in self-reported pay snapshots, which can affect perceptions of fairness.
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Poor or Misaligned Recognition & Rewards: High-pressure or high-stress roles are described as needing strong pay and benefits to offset demanding goals, suggesting a mismatch between workload and rewards for some positions. Production goals and pressure are cited as factors that can dampen how rewarding the package feels.
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Insufficient Parental & Family Support: Paid parental leave is described inconsistently, with one cited report of only two weeks in some contexts while other entries describe longer maternity and paternity leave medians. This variability creates uncertainty about how strong family support is in practice for different employees.
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