ITW
ITW Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about ITW and has not been reviewed or approved by ITW.
How are the compensation & benefits at ITW?
Strengths in retirement design and cost-manageable healthcare are accompanied by challenges in pay growth, incentives, and uneven access tied to division and eligibility. Together, these dynamics suggest a benefits-forward total rewards package whose value can feel compelling on long-term and family support, while cash advancement and consistency vary by context.
Key Insight for Candidates
Defining tradeoff: ITW concentrates compensation value in benefits—especially retirement—over aggressive pay growth. Employees receive a 401(k) match plus an automatic company retirement contribution, boosting long‑term wealth even if yearly raises are modest. Candidates prioritizing retirement savings may come out ahead versus those seeking top‑of‑market cash.Evidence in Action
- Dual-Path Retirement Design — ITW Retirement Contribution (3%–6% of pay, doubled above the Social Security wage base) plus a 401(k) match with immediate vesting and full match at 6% deferral. This structure automates savings and rewards tenure, growing total compensation beyond base pay.
- 3:1 Charitable Match — Matching Gift Program (3:1 charitable match) triples employee donations and includes volunteer hour grants. Employees experience outsized employer backing for personal causes, strengthening community engagement and pride while adding perceived value beyond cash pay.
Positive Themes About ITW
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Retirement Support: Retirement program combines a 401(k) match with an additional automatic company contribution based on age and service, with immediate vesting on the match. Plan materials note a separate age/service-based Retirement Contribution (generally 3%–6% of pay) that differentiates the package.
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Affordable Benefits: Medical plan options include wellness-discounted premiums and HSA seed funding that reduce out-of-pocket costs for participants. The 2026 guide shows Living Well biweekly premiums as low as $15.52 for employee-only coverage on the HSA plan, illustrating meaningful cost offsets.
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Parental & Family Support: Paid parental leave, fertility coverage, and adoption assistance are included among common U.S. offerings. These family-focused benefits sit alongside income protection programs such as disability and life/AD&D insurance.
Considerations About ITW
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Stagnant Pay & Limited Progression: Pay growth is often characterized by small annual increases and modest raises in several divisions, which tempers overall satisfaction. Signals of constrained merit growth appear even where base benefits are viewed positively.
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Weak & Unreliable Incentives: Variable pay is limited in certain roles, with modest bonuses or fewer incentives noted for some manufacturing and hourly positions. This leaves total cash outcomes leaning more on base pay than on performance-based upside.
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Exclusive or Unequal Benefits Coverage: Eligibility and offerings can vary by division, location, and union status, leading to uneven access to certain programs. Guides specify primary eligibility for regular, full-time, non-union employees and note that specifics may differ by business unit.
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