Companies First Quality

First Quality

Great Neck

Total Offices: 8

2,267 Total Employees

Year Founded: 1989

View Website

First Quality Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at First Quality?

Strengths in competitive base pay, reliable incentives, and expanded family support are accompanied by concerns about slow pay progression, uneven perk depth, and variable healthcare affordability. Together, these dynamics suggest a package that excels on cash compensation and family benefits while warranting closer review of raise cadence and medical cost details by site and plan year.

Key Insight for Candidates

Family‑centric, day‑one benefits with unusually tangible support (a year of free diapers and an employer‑matched dependent‑care FSA) offset mixed medical costs and a modest 401(k) match. You’ll maximize value by using wellness‑premium discounts and family perks, rather than relying on retirement match alone.

Evidence in Action

Wellness-Linked Premium Savings — Wellness-program premium discounts up to $4,000 per year reduce employee insurance costs. Employees who complete wellness activities see lower paycheck deductions, effectively boosting net compensation.
Bundle of Joy Diapers — The Bundle of Joy benefit grants one year of free diapers to new parents, paired with six weeks paid parental leave. This family-first support eases newborn expenses and provides protected bonding time, strengthening retention and loyalty.

Positive Themes About First Quality

Fair & Transparent Compensation: Compensation is described as competitive across many hourly, technical, and engineering roles, with pay often characterized as good or fair for the job. Market-aligned base rates are reflected in recent postings and salary entries across multiple functions.
Strong & Reliable Incentives: Quarterly bonuses, shift differentials, and overtime opportunities are commonly cited and meaningfully boost total earnings. Bonus eligibility appears to be a consistent feature in many roles.
Parental & Family Support: The package includes paid parental leave, a year of free diapers for new parents, and employer-matched dependent care assistance. These family-focused additions complement core offerings and signal an emphasis on supporting caregivers.

Considerations About First Quality

Stagnant Pay & Limited Progression: Slow pay growth and advancement are highlighted despite solid starting pay. This dynamic can temper longer-term satisfaction with compensation.
High Benefits Costs: Health insurance is described in places as expensive with high deductibles, and affordability appears to vary by site or plan year. Such variability can reduce the perceived value of coverage.
Perks & Wellbeing Gaps: Non-cash perks and broader benefits are viewed as less robust than core pay and bonuses. The total package can feel stronger on compensation elements than on ancillary benefits.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.