LivaNova
LivaNova Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about LivaNova and has not been reviewed or approved by LivaNova.
How are the compensation & benefits at LivaNova?
Strengths in incentives, core healthcare, and retirement support are accompanied by uneven experiences across roles and locations, limited progression in some areas, and workload–reward tensions. Together, these dynamics suggest compensation and benefits are competitive and often well-regarded, but satisfaction varies and may hinge on team context and job family.
Key Insight for Candidates
Standout tradeoff: strong total rewards—with reliable bonuses and share programs—come alongside a lean operating model that often demands long hours or overtime. This tempers satisfaction and strains work-life balance. Candidates should probe workload, overtime expectations, and staffing levels during interviews.Evidence in Action
- Sales-Focused Compensation Bands — Territory Manager total-comp bands of roughly $179K–$282K and Therapeutic Consultant ranges around $133K–$220K signal outsized rewards in revenue-facing roles. This structure concentrates higher earnings potential where bookings and revenue are generated, boosting satisfaction and retention in field teams while creating more mixed pay perceptions elsewhere.
- 401(k) Match Structure — The 401(k) match is 100% on the first 3% of pay and 50% on the next 2% (effective 4% when employees contribute 5%). This encourages consistent savings up to 5% to capture the full employer match, supporting retirement readiness while signaling market‑average generosity.
Positive Themes About LivaNova
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Strong & Reliable Incentives: Incentive structures including performance bonuses and share-based awards are prominently featured and described as meaningful components of total rewards. Participation in an employee stock purchase plan and recognition programs further extends compensation beyond base salary.
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Healthcare Strength: Core medical, dental, and vision coverage, plus an Employee Assistance Program and U.S. mental‑health support with low barriers to access, are highlighted as solid pillars. Healthcare affordability is cited positively alongside well-rated plan options.
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Retirement Support: A clearly defined 401(k) match and broad eligibility are presented as part of the package. The retirement program is characterized as a solid, market-aligned element of total rewards.
Considerations About LivaNova
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Exclusive or Unequal Benefits Coverage: Offerings and experiences depend on role, team, and geography, producing uneven perceptions of compensation and benefits. Certain incentives, equity elements, and flexibility vary by jurisdiction and position.
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Stagnant Pay & Limited Progression: Growth and progression are perceived as limited in some areas, which can dampen enthusiasm for overall compensation. Pay is described as average in certain functions, reinforcing concerns about advancement-linked momentum.
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Poor or Misaligned Recognition & Rewards: Good pay is frequently paired with a lean organization and heavy workloads or overtime, suggesting rewards are not always aligned with effort. These tradeoffs can temper overall satisfaction with compensation despite strong program components.
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