Companies MathWorks

MathWorks

Natick

Total Offices: 35

6,500 Total Employees

Year Founded: 1984

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MathWorks Compensation & Benefits

Updated on September 21, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about MathWorks and has not been reviewed or approved by MathWorks.

How are the compensation & benefits at MathWorks?

Strengths in healthcare, retirement, and time off are accompanied by challenges in pay growth, equity availability, and the perceived impact of incentives. Together, these dynamics suggest a solid, lifestyle-friendly total package whose competitiveness may be tempered for those prioritizing faster cash progression and equity upside.

Key Insight for Candidates

The defining tradeoff: MathWorks offers exceptional benefits, stability, and work-life balance in exchange for below–top-tier cash (especially limited equity and slower raises). This matters if you prioritize a sustainable pace, strong healthcare and 401(k), campus perks, and predictable bonuses over maximizing big-tech-level pay growth.

Evidence in Action

Quarterly Stakeholder Bonus — The quarterly Stakeholder Plan bonus ties payouts to company performance and is delivered every quarter. This regular profit-sharing stabilizes total compensation and signals shared success, offsetting conservative base pay for many employees.
Profit-Scaled 401(k) Match — The 401(k) match provides 50% on the first 6% contributed, with historical years doubling to a 100% match based on profitability. This strengthens retirement security and elevates perceived total compensation, especially valued by employees prioritizing stability and long-term rewards.

Positive Themes About MathWorks

Healthcare Strength: Health coverage is often described as comprehensive, with medical, dental, and vision options plus company‑paid disability. Feedback suggests the quality of health insurance is a standout element of the total package.
Retirement Support: Retirement benefits are highlighted by a 401(k) plan with company matching and a history of solid contributions. This support is frequently cited as a key strength of the overall compensation package.
Leave & Time Off Breadth: Time off policies include accrued vacation that grows with tenure, paid personal time, and parental leave. These provisions are viewed as generous and contribute to a favorable work‑life balance.

Considerations About MathWorks

Stagnant Pay & Limited Progression: Pay growth is described as modest, with slow promotions and raises that can trail market movement. This dynamic leads some employees to view long‑term earnings progression as limited.
Low or Inaccessible Equity: Equity components are limited or absent compared with stock‑heavy tech employers. As a result, total compensation can feel less competitive for those seeking equity upside.
Weak & Unreliable Incentives: Bonus programs exist but are characterized by some as small relative to expectations. This leaves incentive pay perceived as a weaker lever in overall compensation.

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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.