Companies Great Minds®

Great Minds®

Washington

Total Offices: 2

1,000 Total Employees

Year Founded: 2007

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Great Minds® Compensation & Benefits

Updated on October 01, 2026

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

How are the compensation & benefits at Great Minds®?

Strengths in retirement matching, healthcare breadth, and time off are accompanied by uneven experiences with compensation fairness and progression, alongside role-dependent variability in benefit details. Together, these dynamics suggest a solid core benefits offering while pay structure concerns and benefit consistency may temper overall satisfaction for some groups.

Key Insight for Candidates

Strong remote-first benefits and PTO vs mixed satisfaction with pay and workload is the core tradeoff. Scrutinize health-plan costs, PTO/parental-leave details, and 401(k) vesting to ensure the total value offsets potential pressure.

Evidence in Action

Structured Salary Bands — Structured salary bands set compensation from roughly $45k–$60k in entry-level support to $100k–$200k+ for senior or specialized roles. This codifies pay expectations and advancement steps, improving transparency for high-demand tracks while creating sharper satisfaction gaps noted in recurring employee feedback among support functions.
5% 401(k) Match — An employer 401(k) match up to 5% anchors the retirement program. This boosts total compensation and rewards long-term saving, strengthening retention for employees focused on financial security.

Positive Themes About Great Minds®

Retirement Support: A 401(k) with up to a 5% employer match is repeatedly highlighted, indicating strong retirement support. Vesting and match specifics are noted as items to confirm by role.
Leave & Time Off Breadth: Generous PTO, paid holidays, sick time, family medical leave, and parental leave are commonly included, signaling broad time-off coverage. Remote-work flexibility further supports work-life balance.
Healthcare Strength: Medical, dental, and vision coverage, alongside HSA/FSA options and mental-health/EAP resources, suggest robust healthcare offerings. Coverage breadth is consistently present across role descriptions.

Considerations About Great Minds®

Unfair & Opaque Compensation: Pay satisfaction varies widely by department and level, with concerns about internal equity and a perceived disconnect between executive and lower-tier staff compensation. Compensation structures are also characterized as not always competitive or transparent.
Stagnant Pay & Limited Progression: Stagnation and limited upward mobility are cited in connection with compensation, including pay not scaling quickly enough with workload or growth in certain roles. Entry-level and support positions are noted as feeling stretched on base pay.
Exclusive or Unequal Benefits Coverage: Benefit details differ by role, location, and posting, creating uneven access to specific perks or plan options. Health-plan costs, PTO amounts, parental leave, and 401(k) rules appear to vary and require role-specific confirmation.

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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.