Companies DTN

DTN

Burnsville, Minnesota, USA

940 Total Employees

Year Founded: 1984

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DTN Compensation & Benefits

Updated on February 06, 2026

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

How are the compensation & benefits at DTN?

Strengths in retirement support, broad time off, and comprehensive healthcare are accompanied by challenges in pay progression, perceived fairness across roles, and uneven benefit access by geography and job family. Together, these dynamics suggest a competitive but mid‑market total rewards profile where confirming role‑ and location‑specific details is essential to gauge fit.

Key Insight for Candidates

Defining tradeoff: generous flexibility and benefits (remote-first, unlimited PTO, ~6% 401(k) match) versus mid‑market base pay and modest raises. This matters because DTN’s value leans toward perks over cash; candidates seeking top-dollar compensation may feel shortchanged, while those prioritizing time off and flexibility often view the package as compelling.

Positive Themes About DTN

Retirement Support: A 401(k) with company matching is consistently referenced, bolstering long‑term savings. This provides a clear anchor in the total rewards package.
Leave & Time Off Breadth: Unlimited PTO and generous elements—such as paid volunteer time, multiple holidays, and paid parental leave—are highlighted. These features indicate breadth that supports work‑life balance.
Healthcare Strength: Medical, dental, and vision coverage appear alongside life and disability insurance, EAP, and FSA options. Descriptions of the insurance as good or affordable reinforce the strength of core health benefits.

Considerations About DTN

Stagnant Pay & Limited Progression: Annual increases are portrayed as limited or below market, with caps at the top of bands constraining movement. Slow adjustments in certain areas contribute to a sense of restricted progression.
Unfair & Opaque Compensation: Compensation is described as uneven across roles, including under‑market levels for some positions and instances of replacing experienced staff with lower‑cost alternatives. Such variability creates perceptions of misalignment between responsibility and pay.
Exclusive or Unequal Benefits Coverage: Benefit specifics and flexibility vary by country, job family, and team, making access to certain perks (e.g., unlimited PTO or remote options) inconsistent. Candidates are directed to confirm items like match percentage and PTO rules for their location, indicating uneven coverage.

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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.