Hilb Group
Hilb Group Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Hilb Group and has not been reviewed or approved by Hilb Group.
How are the compensation & benefits at Hilb Group?
Strengths in incentives, retirement, and flexibility are accompanied by challenges in pay progression, benefits affordability, and consistency of compensation across locations. Together, these dynamics suggest a mixed overall compensation and benefits experience where role and office specifics materially shape outcomes.
Key Insight for Candidates
Acquisition-driven inconsistency: compensation practices and benefit costs vary notably by office, leading to uneven raises and bonus outcomes. This matters because your real total comp can depend more on local integration than corporate promises. Candidates should request office-specific health premium sheets, raise history, and bonus criteria before accepting.Evidence in Action
- Acquisition Driven Pay Variability — 200+ agency acquisitions and local HR plans drive office-level compensation procedures and bonus outcomes. Employees experience uneven pay, benefits costs, and progression depending on acquired office and role.
- Conservative Annual Merit Increases — The annual increase cycle centers on narrow raises, often around 2%, with limited pay progression. This keeps base pay growth modest and can dampen motivation, especially where workloads rise faster than compensation.
Positive Themes About Hilb Group
-
Strong & Reliable Incentives: Base pay and commission compare favorably to nearby agencies or prior employers in certain markets and roles.
-
Retirement Support: The 401(k) program is frequently praised, with the match described as good.
-
Wellbeing & Lifestyle Benefits: Work-from-home flexibility consistently stands out as a top perk and is often highlighted as part of the overall package.
Considerations About Hilb Group
-
Stagnant Pay & Limited Progression: Annual increases are described as low and pathways for pay progression limited in many cases.
-
High Benefits Costs: Medical and other benefit costs are often considered high, reducing perceived total compensation.
-
Unfair & Opaque Compensation: Compensation outcomes vary notably by office and role, with local practices leading to uneven pay and bonus results.
NEW
What does AI tell candidates about your employer brand?
Get your free AI reputation report today.
See AI Report
Hilb Group Insights
Is This Your Company?
Claim Profile
