Cohu, Inc.
Cohu, Inc. Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cohu, Inc. and has not been reviewed or approved by Cohu, Inc..
How are the compensation & benefits at Cohu, Inc.?
Strengths in retirement support, equity access, and time-off breadth are accompanied by challenges in pay growth, incentive reliability, and benefit consistency across locations. Together, these dynamics suggest a comprehensive package whose perceived value depends heavily on role, location, and business cycle conditions.
Key Insight for Candidates
Benefits-forward, cycle-sensitive pay: Cohu leans on strong perks and a discounted stock purchase plan while salary growth and bonuses often stagnate in down cycles. This makes total rewards feel steadier in benefits than cash. Negotiate upfront on base/equity if you need predictable earnings.Evidence in Action
- 85% ESPP Lookback Ownership — The Employee Stock Purchase Plan (ESPP) lets eligible employees buy Cohu shares at 85% of the lower start- or end-period price with a six-month lookback. This predictable discount builds ownership and can materially augment total rewards beyond base pay and bonus.
- Cycle-Linked Pay Restraints — Recurring employee feedback cites pay freezes, smaller bonuses, and occasional pay cuts during industry down cycles, alongside January 13, 2026 reductions in force. This creates uneven pay growth and encourages employees to weigh stability, benefits, and equity value when evaluating offers or staying.
Positive Themes About Cohu, Inc.
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Retirement Support: A company-sponsored 401(k) with employer matching contributions is described in filings, supporting long-term savings. Company materials also highlight retirement programs as part of a comprehensive package.
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Equity Value & Accessibility: An employee stock purchase plan with a discounted lookback feature is outlined, expanding access to ownership. This structure can enhance total rewards value beyond base pay.
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Leave & Time Off Breadth: Company materials outline robust paid time off programs and parental leave for all new parents. Time-off programs are presented as part of a comprehensive, globally relevant benefits suite.
Considerations About Cohu, Inc.
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Stagnant Pay & Limited Progression: Merit increases are described as minimal in recent periods, and pay competitiveness in the U.S. is questioned. These dynamics contribute to lukewarm sentiment on compensation growth.
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Weak & Unreliable Incentives: Bonuses and profit-linked pay are characterized as reduced or paused during business down cycles, at times alongside pay cuts. This variability diminishes confidence in incentive consistency.
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Exclusive or Unequal Benefits Coverage: Benefit generosity is described as varying by location, with indications that parental leave enhancements may not be universal. Site-specific differences create uneven experiences across the organization.
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