Kroll
Kroll Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Kroll and has not been reviewed or approved by Kroll.
How are the compensation & benefits at Kroll?
Strengths in healthcare coverage, retirement support, and breadth of time off coexist with challenges around salary growth, bonus consistency, and health plan cost sharing. Together, these dynamics suggest a benefits-forward package that is competitive on coverage but may feel less compelling on cash acceleration and out-of-pocket affordability for some roles.
Positive Themes About Kroll
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Healthcare Strength: Medical, dental, and vision coverage with HSA/FSA options are part of the U.S. package, alongside life and AD&D. Breadth across core health benefits is positioned as competitive for a large advisory firm.
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Retirement Support: A 401(k) plan with company match is a core element of the package. Retirement support is consistently highlighted as competitive within total rewards.
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Leave & Time Off Breadth: Paid holidays, sick leave, and PTO are included, with generous time off and parental/family leave for U.S. roles. Some roles also offer hybrid/WFH flexibility that complements time-off usability.
Considerations About Kroll
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Stagnant Pay & Limited Progression: Salary growth can be slow relative to demanding workloads in some departments. Base pay is described as average for the level of effort required.
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Weak & Unreliable Incentives: Performance bonuses can be modest and inconsistent across areas. This creates variability in total cash outcomes.
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High Benefits Costs: Employee contributions for some U.S. health plans can be high in certain plans or years. Cost sharing is a recurring tradeoff even as efforts aim to limit increases.
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