FormFactor, Inc. Compensation & Benefits

Key Insight for Candidates

• Healthcare Strength: Health coverage offers multiple plan options (e.g., several Cigna choices and regional Kaiser HMO) with good pricing noted for some low‑deductible choices. This area stands out as a relative strength of the package.
• Equity Value & Accessibility: An employee stock purchase plan with at least a 15% discount via payroll deductions is broadly available alongside standard bonus programs. This accessibility provides a straightforward path to ownership even when base pay sentiment is mixed.
• Leave & Time Off Breadth: Paid time off, holidays, and formal leaves (jury duty, bereavement, military) are included, with “generous PTO” highlighted in some descriptions. This breadth of time‑away options aligns with expectations for a mid‑sized tech manufacturer.

• Stagnant Pay & Limited Progression: Compensation is often characterized as below market in certain groups, with modest raises and added responsibilities not consistently matched by increases. Progression and raise velocity are pain points, especially in hourly and operations roles.
• Unfair & Opaque Compensation: Experiences vary widely by role, site, and job family, creating perceptions of inequity and concerns about pay transparency. Clarity on how pay compares to market and how raises are determined appears inconsistent across teams.
• High Benefits Costs: Health insurance is sometimes described as only fair or pricey for basic coverage, and carrier or plan changes can occur year to year. Out‑of‑pocket costs and plan churn can diminish perceived value for some employees.