Companies Duck Creek Technologies

Duck Creek Technologies

Boston

Total Offices: 10

1,400 Total Employees

Year Founded: 2000

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Duck Creek Technologies Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at Duck Creek Technologies?

Strengths in overall pay fairness and breadth of core benefits (healthcare and retirement) are accompanied by concerns about uneven compensation outcomes and slower pay progression for some roles. Together, these dynamics suggest total rewards are competitive on paper, but the realized value can vary meaningfully by function, level, and location.

Key Insight for Candidates

Defining tradeoff: standout benefits and flexible‑first work upfront versus conservative raise velocity post‑hire. Duck Creek’s package (e.g., 6% 401(k) match, paid leave, remote‑first) is strong, but merit increases/promotion speed can lag—so prioritize negotiating entry comp and confirm raise, vesting, and leave specifics in your offer.

Evidence in Action

6% 401(k) Match Vesting — The 401(k) match up to 6% with a two-year vesting schedule is a documented benefit. It rewards long-term commitment and boosts total compensation with predictable, tenure-based retirement value.
Paid Parental And Military Leave — Paid parental leave provides 12 weeks 100% paid maternity and 4 weeks 100% paid paternity leave, plus 10 days paid military training leave. Employees can take meaningful, paid time away during family growth or service, reducing financial and career stress.

Positive Themes About Duck Creek Technologies

Fair & Transparent Compensation: Pay is generally characterized as fair and competitive, with multiple statements describing overall satisfaction with total compensation. Pay is also linked to a positive work-life balance in at least one account.
Healthcare Strength: Health coverage is described as comprehensive, spanning medical, dental, and vision along with disability and life protections. Supplemental options like accident and critical illness coverage, plus HSA/FSA access, reinforce breadth of coverage.
Retirement Support: Retirement benefits appear notably strong, highlighted by a 401(k) plan with an employer match that is positioned as above average. Vesting terms are explicitly noted, signaling a structured and meaningful retirement offering.

Considerations About Duck Creek Technologies

Stagnant Pay & Limited Progression: Annual increase practices are characterized as modest in some statements, which can limit longer-term earnings growth even when starting pay is viewed as solid. Promotion difficulty is also cited as a related constraint affecting progression.
Unfair & Opaque Compensation: Compensation is portrayed as uneven across roles, teams, and locations, including instances where pay is described as low for certain positions. Differences by geography are also highlighted, suggesting potential internal equity concerns depending on where and how work is performed.
Low or Inaccessible Equity: Equity as a component of total compensation is described as potentially variable by level, with additional uncertainty after the company’s move to private ownership. This can reduce clarity on whether equity participation is broadly accessible or consistently valuable.

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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.