Current Lighting

Greenville

Total Offices: 4

824 Total Employees

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Current Lighting Compensation & Benefits

Updated on October 16, 2026

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

How are the compensation & benefits at Current Lighting?

Strengths in competitive pay for select roles coexist with concerns about market positioning, slower pay growth, and reductions in perks. Together, these dynamics suggest a mixed compensation picture where experiences are uneven and highly dependent on role, location, and business unit.

Key Insight for Candidates

Below-market pay—roughly 17% under industry averages—and scaled-back perks following corporate restructuring define the package. Employees frequently note stagnant raises and reduced programs (e.g., tuition reimbursement), tempering otherwise stable benefits. Candidates should weigh stability against slower compensation growth and confirm raise cycles, bonus structures, and current benefit costs before accepting.

Evidence in Action

Below-Market Pay Benchmarking — Average annual salary of $101,258 and compensation running roughly 17% below the U.S. durable goods manufacturing average anchor pay positioning. Employees feel pay lags peers, shaping negotiation posture, raise expectations, and retention risk.
Tuition Reimbursement Tightening — Fully paid educational programs were scaled back to restricted tuition reimbursements per semester after restructuring. Employees absorb more upskilling costs, narrowing development access and dampening advancement momentum.

Positive Themes About Current Lighting

Fair & Transparent Compensation: Pay is considered competitive for some roles and locations, with mentions of a solid benefits package. Certain technical or management tracks are described as aligning more closely with market rates than other areas.

Considerations About Current Lighting

Unfair & Opaque Compensation: Compensation is often characterized as below broader market levels for the industry. Some groups report lower pay ratings relative to peers, reinforcing a sense that base compensation lags.
Stagnant Pay & Limited Progression: Wages are described as stagnant with limited upward mobility following corporate transitions. Reports of modest annual increases and few adjustments after restructuring contribute to concerns about progression.
Perks & Wellbeing Gaps: Perks and education support appear to have been scaled back over time, such as fully paid programs shifting to restricted tuition reimbursement. Changes after acquisitions or restructuring have reduced the breadth of extras some employees once expected.

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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.