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Close Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Close and has not been reviewed or approved by Close.
How are the compensation & benefits at Close?
Strengths in time off, healthcare coverage, and retirement support are accompanied by uneven global applicability and incentive variability, with pockets of modest pay at junior levels. Together, these dynamics suggest a generally strong total rewards package that resonates most for established roles and U.S. employees, while others may experience mixed value depending on location, level, and company performance.
Positive Themes About Close
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Leave & Time Off Breadth: Five weeks PTO plus a winter break and a paid sabbatical after five years are prominently offered. This breadth of time off elevates total rewards beyond base pay.
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Healthcare Strength: Employer-paid medical, dental, and vision coverage is described as comprehensive for U.S. employees. This depth of coverage meaningfully boosts perceived total compensation.
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Retirement Support: A company 401(k) match with immediate vesting is highlighted, strengthening long‑term financial security. This predictable retirement support adds tangible value to the overall package.
Considerations About Close
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Exclusive or Unequal Benefits Coverage: Benefits are stated to vary by country, with several items specific to U.S. employees. This creates uneven access to key components like health and retirement in non‑U.S. locations.
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Weak & Unreliable Incentives: Company goal–based bonuses begin only after year one and depend on meeting company objectives. This linkage can make incentive outcomes variable across years.
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Poor or Misaligned Recognition & Rewards: Compensation in certain entry‑level or support roles is described as modest relative to expectations or experience. Examples include junior offers that feel light for the scope or background required.
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