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
Benefits-forward tradeoff: Hearst leans on robust, modern benefits (health, 401(k) match, mental-health and caregiver/fertility support) to offset middling base pay. This matters because your total value may feel competitive through perks and support, even if salary alone isn’t—so confirm benefit details that matter to you.Evidence in Action
- CBA-Governed Retirement Match — The Hearst Magazines union contract specifies a 100% match on the first 3% of 401(k) contributions for covered employees. Unionized staff see clearer, richer retirement value, while non-union employees should confirm their exact match formula to understand total rewards.
- Vendor-Integrated Wellbeing Support — Spring Health, Progyny, and SupportPay are embedded benefits partners for mental health, fertility, and caregiver/divorce support. Employees access specialized, modern resources beyond standard insurance, improving utilization and support across life stages.
Positive Themes About Hearst
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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.
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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.
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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
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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.
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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.
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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.
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