Figure
Figure Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Figure and has not been reviewed or approved by Figure.
How are the compensation & benefits at Figure?
Strengths in healthcare, time off, and accessible equity are accompanied by challenges in variable‑pay reliability, retirement matching, and pay progression in certain roles. Together, these dynamics suggest a generally competitive package whose perceived value depends on role, compensation mix, and priorities such as bonus realization and retirement savings.
Key Insight for Candidates
Defining tradeoff: exceptional, fully employer‑paid health coverage and generous leave, but no employer 401(k) match. Great for near‑term coverage and flexibility; weaker for long‑term retirement growth. Candidates who value a match should factor this into total comp or plan extra personal contributions.Evidence in Action
- Fully Paid Health Coverage — 100% employer‑paid premiums for medical, dental, and vision on select plans, including dependents, plus Spring Health counseling are standard. Employees minimize out‑of‑pocket costs and can prioritize care without deferring treatment, improving retention and perceived total compensation.
- 401(k) Without Match — A 401(k) through Fidelity is offered with no employer match, per recurring employee feedback. Employees may weigh stronger health benefits against reduced retirement contributions and could negotiate base, bonus, or equity to offset.
Positive Themes About Figure
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Healthcare Strength: Health coverage is fully employer‑paid on select plans for employees and dependents, alongside company‑paid life and disability insurance and mental‑health support. This breadth and low out‑of‑pocket cost are highlighted as standout aspects of the package.
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Leave & Time Off Breadth: Time off is positioned as flexible with generous PTO, paid holidays, and sick time. Paid family leave is available for both birthing and non‑birthing parents.
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Equity Value & Accessibility: Equity is broadly offered with renewal grants and the option to take performance bonuses as equity. This structure signals accessible ownership across roles.
Considerations About Figure
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Weak & Unreliable Incentives: Variable pay is portrayed as inconsistent, with allegations that bonus payouts are difficult to realize. This creates uncertainty around a meaningful portion of total compensation.
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Inadequate Retirement Support: The absence of an employer 401(k) match is flagged as a notable gap despite offering a plan. This reduces the long‑term savings value of the package for some employees.
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Stagnant Pay & Limited Progression: Pay progression appears uneven, with statements about increased workload without corresponding raises. Compensation in some operations and call‑center environments is characterized as low relative to expectations.
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