Ingram Micro
Ingram Micro Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Ingram Micro and has not been reviewed or approved by Ingram Micro.
How are the compensation & benefits at Ingram Micro?
Strengths in incentives and healthcare are accompanied by concerns about base‑pay competitiveness, slow raise velocity, and modest starting PTO. Together, these dynamics suggest a broadly comprehensive package that many find serviceable, with overall value varying significantly by role, location, and plan selection.
Key Insight for Candidates
Tradeoff: dependable benefits and frequent bonuses versus below‑market base pay and slow raise velocity that fosters pay compression. This shapes employee experience by making total comp feel acceptable initially but limiting long‑term earnings growth. Candidates should anchor compensation upfront.Evidence in Action
- Broad Annual Bonus — Annual bonuses reported by 83% of employees establish a company-wide incentive-pay norm. This predictable bonus cadence supplements base pay and ties rewards to performance, improving perceived total compensation across roles.
- Auto-Escalating 401(k) Savings — 401(k) auto-enrollment at 5% with automatic annual increases to 15% is a standard plan feature. This built-in escalation drives consistent saving participation and elevates long-term total rewards, even when salary growth is slower.
Positive Themes About Ingram Micro
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Strong & Reliable Incentives: Feedback suggests bonus eligibility is common and commission structures can lift total earnings in sales roles. Pay is described as solid and reliably on time in many contexts.
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Healthcare Strength: Feedback suggests the health offering is comprehensive, with multiple medical options including a copay-only plan and an HSA plan with employer funding. Wellness programs, pharmacy support, and an EAP reinforce the package.
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Retirement Support: Feedback suggests retirement support includes a 401(k) with company match and automatic savings features. This provides a structured foundation for long-term savings.
Considerations About Ingram Micro
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Unfair & Opaque Compensation: Pay for some roles and locations is perceived as below market, especially compared with higher‑paying tech employers. Overall compensation is often framed as acceptable but not top‑tier.
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Stagnant Pay & Limited Progression: Feedback suggests raises can be modest and progression slow, leading to pay compression. Starting pay can anchor compensation and make catching up to market difficult.
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Limited Leave & Time Off: Feedback suggests time off is adequate but not especially rich at the outset. Notes about accrual schedules and a waiting period to use PTO temper satisfaction.
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