Diligent
Diligent Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Diligent and has not been reviewed or approved by Diligent.
How are the compensation & benefits at Diligent?
Strengths in core benefits—healthcare, retirement support, and flexible time off—are accompanied by challenges in pay competitiveness, progression, and incentive alignment. Together, these dynamics suggest a total rewards profile where solid benefits help offset compensation concerns, with outcomes varying notably by role and location.
Key Insight for Candidates
Defining pattern: declining pay satisfaction despite solid benefits. Employees increasingly describe base pay as below market and cite comp-plan tweaks that depress earnings, so perks may not offset cash concerns. Candidates should scrutinize base, variable-comp mechanics, and actual PTO usage before accepting.Evidence in Action
- Unlimited PTO Recharge Week — The unlimited PTO policy and Recharge Week function as headline benefits, with utilization shaped by manager norms. This expands flexibility but creates inconsistent time-off access, so employees’ actual rest depends on team culture and leadership expectations.
- Sales Comp Plan Changes — Sales compensation plan and quota‑design changes have lagged business‑model shifts, cutting expected earnings for SDR, support, and some mid‑market roles, while enterprise sellers keep higher OTE potential. This produces pay volatility and below‑expectation take‑home, making satisfaction hinge on role seniority and incentive mechanics.
Positive Themes About Diligent
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Healthcare Strength: Healthcare coverage includes comprehensive medical, dental, and vision options. Wellness programs are also highlighted as part of the package.
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Retirement Support: Retirement offerings include a 401(k) with employer match in the U.S. and regional plans internationally. This structure underscores support for long-term savings.
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Leave & Time Off Breadth: Time off is framed as flexible with “unlimited PTO” and periodic recharge weeks in some areas. Parental leave is also promoted within the global package.
Considerations About Diligent
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Unfair & Opaque Compensation: Pay is considered below market in several functions and locations. Processes for increases and plan changes are portrayed as unclear, with some changes reducing take-home pay.
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Stagnant Pay & Limited Progression: Merit increases are described as not keeping pace with cost of living in certain roles. Pay movement over time is depicted as modest relative to market shifts.
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Weak & Unreliable Incentives: Sales compensation plans are characterized as not keeping up with evolving business models. This misalignment can depress realized earnings relative to expectations.
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