Dun & Bradstreet
Dun & Bradstreet Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Dun & Bradstreet and has not been reviewed or approved by Dun & Bradstreet.
How are the compensation & benefits at Dun & Bradstreet?
Strengths in time‑off breadth, parental support, and healthcare options are accompanied by challenges around sales incentive reliability, rising benefit costs, and uneven access by location and tenure. Together, these dynamics suggest a solid total‑rewards package whose realized value depends on role, geography, and individual benefit choices.
Key Insight for Candidates
At D&B, the defining tradeoff is benefits‑rich, cash‑okay: a broad, family‑friendly package offsets base pay that often feels merely competitive. Satisfaction hinges on how much you value PTO/leave and health programs. Factor in a one‑year wait for parental leave and rising medical costs, including a working‑spouse surcharge.Evidence in Action
- Parental Leave Wait Period — Paid parental leave of up to 16 weeks for primary caregivers starts after a one‑year service requirement. This rewards longer-tenured employees but limits immediate access for new hires, prompting candidates to plan family timing and tenure to capture the full benefit.
- Preventive And Volunteer Time — The Unsick Day and 16 volunteer hours are built into PTO alongside a floating holiday. This normalizes preventive care and community engagement during work hours, increasing perceived total rewards value without relying solely on cash compensation.
Positive Themes About Dun & Bradstreet
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Leave & Time Off Breadth: Vacation time starts strong and increases with tenure, complemented by paid holidays, a floating holiday, volunteer hours, and an “Unsick Day” for preventive care. Together these options create a robust and varied time-off program.
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Parental & Family Support: Primary caregivers can receive up to 16 weeks of paid parental leave after one year of employment, with shorter leave for secondary caregivers and provisions for fostering or guardianship. Adoption assistance is also available.
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Healthcare Strength: Comprehensive medical, dental, and vision coverage is offered alongside FSA/HSA options, mental-health support, and discounted fitness programs. HDHP enrollees receive employer HSA funding in addition to employer-paid basic life and short-term disability coverage.
Considerations About Dun & Bradstreet
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Weak & Unreliable Incentives: Sales pay plans include below-market bases, complex commission structures, and lower quota attainment that can reduce realized earnings. Outcomes in quota-carrying roles appear more volatile than in non-sales functions.
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High Benefits Costs: Medical premiums increased for the 2025 plan year and a working-spouse surcharge applies when adding a spouse with other coverage. Long-term disability coverage is employee-paid, adding to potential out-of-pocket costs.
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Exclusive or Unequal Benefits Coverage: Eligibility and availability vary by tenure, role, location, and country, with parental leave typically beginning only after one year of service. Benefit specifics and access differ regionally, making the package less uniform across the organization.
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