First American Title
First American Title Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about First American Title and has not been reviewed or approved by First American Title.
How are the compensation & benefits at First American Title?
Strengths in healthcare coverage, retirement programs, and discounted equity are accompanied by challenges around base‑pay competitiveness, slow raise cycles, and certain benefit cost structures. Together, these dynamics suggest total rewards can feel solid when benefits are weighed in, while uneven pay progression and plan costs temper satisfaction in some areas.
Key Insight for Candidates
Defining tradeoff: Strong, low‑cost benefits and a generous ESPP help offset middling base pay and slow, conservative raises. This suits candidates optimizing total rewards over rapid salary growth. Expect tighter pay adjustments when mortgage rates spike and the housing market cools.Evidence in Action
- Annual 401(k) Match Mechanics — 401(k) plan auto-enrollment at 6% after 60 days, an annual discretionary company match, and full vesting after two years are documented. This boosts retirement value and ownership, though annual match timing and vesting influence perceived competitiveness and encourage tenure.
- Slow Merit Increase Cadence — Long appraisal cycles and below-market base pay are recurring employee feedback in several groups. This slows pay progression and can dampen perceived fairness, pushing employees to weigh benefits more heavily or seek role/team shifts to align with market.
Positive Themes About First American Title
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Healthcare Strength: Health coverage includes medical, dental, vision, telehealth, and healthcare advocacy services, and is often described as a strong point. Low‑cost options in some cases help overall compensation feel more reasonable.
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Retirement Support: A 401(k) savings plan with a company match is part of the package. This retirement support is highlighted as helping to offset base‑pay concerns in several roles.
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Equity Value & Accessibility: An employee stock purchase plan is available and viewed favorably. Access to discounted equity contributes to the perceived competitiveness of total rewards.
Considerations About First American Title
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Stagnant Pay & Limited Progression: Pay growth is often characterized by slow raises and long appraisal cycles. Periods of pay lag relative to market reduce confidence in progression.
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Unfair & Opaque Compensation: Base pay in certain groups is described as average or below market, with instances of no raises or bonuses in specific roles and years. Housing‑market headwinds and interest‑rate spikes are cited as weighing on merit increases and perceived pay fairness.
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High Benefits Costs: Medical premiums can feel high depending on plan and location. An annual, discretionary 401(k) match structure is compared less favorably with per‑pay‑period matching approaches.
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