Color

Burlingame

950 Total Employees

Year Founded: 2013

View Website

Color Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at Color?

Strengths in healthcare coverage, parental support, and time‑off breadth are accompanied by mixed signals on compensation competitiveness, uneven experiences across roles, and questions about reward alignment over time. Together, these dynamics suggest a benefits‑forward total rewards package that feels solid overall but mid‑market on pay, with variability and recent changes shaping sentiment.

Key Insight for Candidates

Key tradeoff: Color pairs standout, mission-aligned health perks (including complimentary cancer screening/resources) with limited public detail on costs, match formulas, and leave lengths. It can feel generous yet opaque—candidates should obtain the current benefits guide and plan summaries to accurately value the offer.

Evidence in Action

Cancer Screening Program — Free cancer screening/prevention resources for employees and adult dependents are provided. This turns core clinical capability into a direct employee benefit, reducing barriers to preventive care and signaling meaningful investment in well‑being.
Equal Parental Leave — Equal paid parental leave provides 18 weeks for either parent. This standardizes family support across roles, reduces equity gaps, and enables new parents to step away without penalizing career momentum.

Positive Themes About Color

Healthcare Strength: Health coverage is described as comprehensive, including medical, dental, vision, life and disability, with HSA contributions and mental‑health support. Mission‑aligned offerings like complimentary clinical‑grade genetic testing and cancer screening resources further enhance perceived value.
Parental & Family Support: Equal paid parental leave for birthing and non‑birthing parents is explicitly offered. Distinct family supports such as caregiver and related leave categories are referenced as part of the package.
Leave & Time Off Breadth: Generous vacation, paid holidays, and periodic company‑wide recharge days are included. Separate sick, mental‑health, caregiver, and bereavement time beyond PTO are also cited.

Considerations About Color

Unfair & Opaque Compensation: Compensation is characterized as competitive‑to‑good but not consistently top‑tier relative to peers on some platforms. Tradeoffs such as a limited 401(k) match and business cycle volatility are noted as dampening overall pay sentiment.
Exclusive or Unequal Benefits Coverage: Pay and benefits appear to vary by role and location, with stronger packages in engineering, product, and commercial than some operations or lab roles. Benefit details surfacing mainly in job postings rather than a canonical guide suggest potential differences across roles or over time.
Poor or Misaligned Recognition & Rewards: Pay progression is described as not always reflecting company performance, indicating uneven linkage between results and rewards. This can leave some functions feeling under‑recognized despite solid baseline offerings.

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.