Cleaver-Brooks

Thomasville

Total Offices: 4

1,001 Total Employees

View Website

Cleaver-Brooks Compensation & Benefits

Updated on October 17, 2026

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

How are the compensation & benefits at Cleaver-Brooks?

Strengths in core benefits such as healthcare breadth, retirement matching, and paid time off are accompanied by challenges around slow pay progression, perceived pay alignment to market and responsibilities, and pockets of benefits affordability concerns. Together, these dynamics suggest an overall mixed compensation experience where solid benefits help offset, but do not fully resolve, concerns about base pay growth and perceived equity across roles and locations.

Key Insight for Candidates

Defining tradeoff: decent starting compensation and a comprehensive benefits package, but slow, inconsistent raises that often lag workload and inflation. This means pay may feel acceptable at hire yet stagnate over time, affecting long‑term earning growth and retention motivation.

Evidence in Action

Slow Wage Progression — Recurring employee feedback cites wage progression and raises as sparse at plants like Lincoln, Nebraska and Thomasville, Georgia. Employees experience slower earnings growth and perceive mismatches between responsibilities and compensation, which strains motivation and retention.
Travel Per Diem Pay — Per diem pay for field roles, including boiler technicians and mechanics, supplements base compensation during travel. This predictable add-on rewards time away from home and makes travel assignments more financially attractive for skilled service employees.

Positive Themes About Cleaver-Brooks

Healthcare Strength: Health coverage is described as broad, with medical, dental, vision, HSA/FSA options, disability, and virtual visits included. Feedback suggests many find the plans acceptable in cost, though experiences can differ by role or location.
Retirement Support: A company-matching 401(k) is advertised and seen as a meaningful part of the package. Feedback suggests this adds tangible long-term value to overall compensation.
Leave & Time Off Breadth: Paid vacation and 11 paid holidays are highlighted as standard offerings. Feedback suggests time-off availability is generally solid, though application may vary by site or classification.

Considerations About Cleaver-Brooks

Stagnant Pay & Limited Progression: Pay progression is often viewed as slow, with raises described as sparse or inconsistent once past starting tiers. Feedback suggests this is a recurring concern across multiple facilities and roles.
Unfair & Opaque Compensation: Compensation is frequently perceived as not keeping pace with market rates, workloads, or inflation, leaving some roles feeling underpaid for their responsibilities. Feedback suggests professional and office roles are more likely to voice this issue.
High Benefits Costs: Health insurance is sometimes characterized as expensive, with concerns that deductions reduce take-home pay. Feedback suggests affordability varies and can be a pain point for some employees.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.