IDC

Framingham

Total Offices: 2

5,019 Total Employees

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IDC Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at IDC?

Strengths in benefits breadth—especially health coverage, insurance protections, retirement support, and leave—coexist with recurring concerns that base pay is only mid-market and unevenly experienced across roles and locations. Together, these dynamics suggest total rewards may feel solid for those prioritizing benefits and stability, but less compelling for those seeking consistently market-leading cash compensation and predictable pay growth.

Key Insight for Candidates

Defining tradeoff: IDC emphasizes well‑structured time off and wellness perks—company shutdowns and ‘Unplug’ days—while cash compensation and the 401(k) match are mid‑market and the match is discretionary. This matters because your day‑to‑day balance may improve, but long‑term earnings/retirement value can lag unless negotiated.

Evidence in Action

Discretionary 401(k) Match Mechanics — The 401(k) through Voya offers a discretionary employer match of 50% on the first 6% contributed (up to a 3% match equivalent). This shapes savings behavior toward at least 6% contributions but introduces year-to-year variability in total rewards employees actually realize.
Companywide Recharge Cadence — The end‑of‑year paid shutdown, two Global Unplug Days, and 12 paid holidays create companywide downtime beyond individual vacation. Employees experience predictable, shared breaks that reduce inbox and meeting load, support recovery, and limit pressure to use personal days for true rest.

Positive Themes About IDC

Healthcare Strength: Healthcare offerings are described as comprehensive, covering medical, dental, and vision. Disability and life insurance coverage is also outlined as meaningful income protection tied to base pay.
Retirement Support: A 401(k) plan is described with an employer match structure that can add meaningful value to total rewards. This provides a clear retirement savings mechanism beyond base salary.
Leave & Time Off Breadth: Paid leave provisions include parenting leave and broader paid time off elements. Additional recharge programs and recognition initiatives are positioned as supportive of work/life balance.

Considerations About IDC

Unfair & Opaque Compensation: Pay is frequently framed as average or below market versus industry peers, with some people feeling undervalued in base compensation. Geographic cost-of-living adjustment is described as inconsistent, contributing to perceived pay inequity.
Stagnant Pay & Limited Progression: Raises are characterized as difficult to obtain, and limited advancement signals can constrain compensation growth. This dynamic can make long-term earnings progression feel capped for some roles.
Weak & Unreliable Incentives: Commission-based upside in sales can improve total compensation, but overall pay is still characterized as only middling for the role. Contractor payment-timing concerns in certain IDC-branded entities introduce reliability questions around earnings.

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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.