Global Atlantic Financial Group Compensation & Benefits

Key Insight for Candidates

• Retirement Support: Retirement support is positioned as a standout, with a 401(k) offering and a strong employer match described as a meaningful part of the overall package. Additional savings features and charitable matching further reinforce the perceived value of long-term financial benefits.
• Leave & Time Off Breadth: Leave and time off appear relatively robust, with tiered PTO that scales by level and a holiday calendar that is presented as broad. The ability to roll over time off in some cases and options like PTO sell-back increase perceived flexibility and overall time-off value.
• Parental & Family Support: Parental and family benefits are framed as a strength, including paid parental leave and adoption assistance. Military leave and related family-support policies add breadth beyond basic coverage.

• Unfair & Opaque Compensation: Compensation fairness is uneven, with role and location differences driving perceptions that pay does not consistently reflect workload complexity or local cost of living. Wide variation across functions, markets, and levels contributes to a sense that pay bands can be difficult to reconcile across employees.
• Stagnant Pay & Limited Progression: Pay growth and advancement feel uncertain in some areas, with references to limited progression, unclear paths to increases, and concerns about being undervalued over time. The perceived lack of consistent raises or development-linked increases can reduce confidence in upward earnings trajectory.
• Poor or Misaligned Recognition & Rewards: The overall value of rewards is sometimes diluted by long hours and high expectations that reduce effective compensation for time spent. Stress and operational pressure can make total rewards feel misaligned with day-to-day demands even when benefits are described as solid.