Companies ITW

ITW

Glenview

Total Offices: 25

45,000 Total Employees

Year Founded: 1912

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ITW Compensation & Benefits

Updated on September 08, 2026

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 prioritizes long-term, employer-funded value (401(k) match plus an automatic 3%–6% retirement contribution and a 3:1 charitable match) over rapid cash pay growth. This strongly rewards savers and givers but may disappoint if you prioritize larger annual raises.

Evidence in Action

Dual-Layer Retirement Funding — ITW Retirement Contribution (3%–6% of pay, potentially doubled above the Social Security wage base) sits alongside a 401(k) match earned at 6% deferral, with immediate vesting on the match. Employees build retirement wealth faster with company dollars, enhancing long-term security independent of annual raise variability.
3:1 Charitable Match — Matching Gift Program triples donations at a 3:1 ratio and provides $15 per volunteer hour as a grant. Employees’ personal giving and service are materially amplified, deepening connection to purpose and increasing pride and engagement.

Positive Themes About ITW

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.
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.
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

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.
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.
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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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.