MAT Holdings, Inc
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MAT Holdings, Inc Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about MAT Holdings, Inc and has not been reviewed or approved by MAT Holdings, Inc.
How are the compensation & benefits at MAT Holdings, Inc?
Strengths in wellbeing offerings and role-specific incentives are accompanied by concerns about base pay competitiveness, benefits affordability, and retirement generosity. Together, these dynamics suggest a baseline package whose perceived value varies by facility and role, warranting close review of site-specific details.
Key Insight for Candidates
Defining tradeoff: a cost‑conscious package—standard benefits with a 60‑day eligibility wait and fewer paid holidays—over market‑leading pay or rich perks. Employees get the essentials but face pricier premiums and modest matches/raises. This can erode total value, so candidates should scrutinize out‑of‑pocket costs and progression.Evidence in Action
- 60-Day Benefits Wait — 60-day benefits eligibility is a documented start date for medical, dental, vision, and disability coverage. New hires experience a coverage gap and may view the package as less competitive than day-one plans, shaping acceptance decisions and early engagement.
- Eight-Holiday PTO Structure — 8 paid holidays are documented as the standard schedule in many positions. Employees depend more on PTO to cover personal or civic observances, which can feel lean and reduce perceived total time-off value.
Positive Themes About MAT Holdings, Inc
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Wellbeing & Lifestyle Benefits: Wellness programs and access to employee assistance/mental health resources are available. Some hourly roles also feature weekly pay, overtime eligibility, shift premiums, and occasional sign-on bonuses.
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Strong & Reliable Incentives: Annual and referral bonuses are available, and certain roles note weekly pay, overtime, shift premiums, and occasional sign-on bonuses.
Considerations About MAT Holdings, Inc
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Unfair & Opaque Compensation: Pay is considered below market in several roles and locations, with accounts of being overworked relative to compensation.
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High Benefits Costs: Health plan premiums are considered expensive or only average in affordability.
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Inadequate Retirement Support: The 401(k) match is described as modest, with waiting periods before eligibility or full company contributions.
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