Hearst
Hearst Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Hearst and has not been reviewed or approved by Hearst.
How are the compensation & benefits at Hearst?
Strengths in benefits breadth—especially health, wellbeing, family support, and retirement—are accompanied by persistent concerns about salary competitiveness and perceived fairness of compensation. Together, these dynamics suggest total rewards may feel attractive to those prioritizing benefits, while overall compensation sentiment remains constrained when base pay and progression do not align with market and workload expectations.
Key Insight for Candidates
Defining tradeoff: Hearst frequently pairs modest salaries with an unusually comprehensive benefits suite—robust healthcare, mental-health support, fertility resources, caregiver/back-up care, PTO, and a 401(k) match. Great for candidates prioritizing wellbeing and family supports; less satisfying for those seeking top-tier cash compensation.Evidence in Action
- Benefits-Led Wellbeing Stack — UnitedHealthcare Consumer and Classic plans offer 100% in-network preventive coverage, with Progyny fertility resources, Doctor On Demand access, and eight free therapy sessions. This expands affordable care, speeds mental-health access, and supports family building, helping employees feel supported even when base pay is constrained.
- Family Support And Leave — Paid parental leave, Back-Up Care and Caregiver Support Services, and 15–20 paid vacation and sick days annually are standard benefits. This predictable time-off and care infrastructure reduces burnout and eases family logistics, improving work-life balance when salaries feel tight.
Positive Themes About Hearst
-
Healthcare Strength: Healthcare coverage is described as comprehensive, including medical plan choice, full in-network preventive coverage, dental and vision, telemedicine, prescription coverage, and fertility resources. Mental-health resources and other wellbeing services (e.g., therapy sessions, crisis support, virtual physical therapy, and chronic-condition programs) further strengthen the health offering.
-
Retirement Support: Retirement support is positioned as meaningful through a 401(k) plan with company matching and Hearst covering plan administration fees. Performance bonuses are also noted as available in some roles, adding an additional rewards component beyond base pay.
-
Leave & Time Off Breadth: Time-off benefits include paid holidays, paid sick days, and vacation time with a commonly cited annual range, alongside paid parental leave and family medical leave. A remote work program and flexibility signals are also included as part of the overall rewards experience.
Considerations About Hearst
-
Unfair & Opaque Compensation: Base pay is repeatedly characterized as low compared with peers or even described as among the lowest in the market, contributing to feeling undervalued. Compensation competitiveness also appears inconsistent across divisions, roles, and locations, creating uneven experiences under the same company umbrella.
-
Stagnant Pay & Limited Progression: Pay is framed as not keeping pace with expectations in some areas, including perceptions of insufficient raises or inadequate alignment with workload. Work demands extending beyond a standard workweek are described as not being matched by proportional compensation, reinforcing frustration with progression and adjustment.
-
High Benefits Costs: Despite breadth in offerings, benefit costs are sometimes framed as expensive through mentions of high premiums and deductibles for certain plans. This cost pressure is presented as limiting how much the benefits package can offset lower salary levels.
NEW
What does AI tell candidates about your employer brand?
Get your free AI reputation report today.
See AI Report
Hearst Insights
Is This Your Company?
Claim Profile
