Hillman Solutions
Hillman Solutions Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Hillman Solutions and has not been reviewed or approved by Hillman Solutions.
How are the compensation & benefits at Hillman Solutions?
Strengths in healthcare, time off breadth, and accessible equity-like programs coexist with challenges around modest base pay progression, location-based disparities, and a comparatively light retirement match. Together, these dynamics suggest an overall package that feels complete on benefits but only average on compensation growth and long-term savings support, leading to mixed satisfaction across roles and sites.
Key Insight for Candidates
Hillman’s defining tradeoff is solid, broad benefits (healthcare, PTO, ESPP, flexible time off) paired with comparatively modest base pay and a light 401(k) match. This tilts value toward perks over paycheck, affecting immediate take‑home and long‑term savings. Candidates prioritizing cash may feel undercompensated.Evidence in Action
- Modest 401(k) Match — Documented plan formula sets the 401(k) match at 50% of employee contributions up to 6% of pay (3% maximum company match). This lighter match shifts perceived value toward base pay and benefits, prompting employees to weigh retirement adequacy when evaluating total compensation.
- Exempt-Only Flexible Time Off — Flexible Time Off (FTO) applies to U.S. exempt employees; non‑exempt roles follow location-specific PTO accrual policies. This role-based structure gives salaried staff greater time‑off flexibility, while hourly teams navigate defined banks, influencing perceived fairness and usable time away.
Positive Themes About Hillman Solutions
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Healthcare Strength: Healthcare coverage is described as comprehensive, including medical, dental, and vision. Feedback suggests these core plans are a relative strong point of the package.
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Leave & Time Off Breadth: Paid time off options, including standard PTO, holidays, and Flexible Time Off for U.S. exempt employees, are highlighted as a relative strength. Feedback suggests some employees can also purchase extra time off or use paid volunteer time in certain cases.
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Equity Value & Accessibility: An Employee Stock Purchase Program and tuition reimbursement add ownership and development value beyond base pay. Feedback suggests these extras contribute to a more rounded total rewards offering.
Considerations About Hillman Solutions
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Stagnant Pay & Limited Progression: Pay is considered modest in many frontline and field roles, with limited raises noted across some positions. Feedback suggests advancement and pay growth are pain points that weigh on overall compensation sentiment.
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Unfair & Opaque Compensation: Compensation perception varies notably by location and role, with some major sites scoring lower than others. Feedback suggests pay levels feel below comparable jobs in certain markets, fueling perceived inequities.
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Inadequate Retirement Support: Retirement support via the 401(k) match is characterized as on the low side relative to many employers. Feedback suggests this limits the long‑term value of the package for those prioritizing retirement savings.
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