Companies MathWorks

MathWorks

Natick, Massachusetts, USA

Total Offices: 24

6,500 Total Employees

Year Founded: 1984

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MathWorks Compensation & Benefits

Updated on November 12, 2025

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 coverage, wellbeing perks, and reliable cash incentives are accompanied by concerns about limited equity access, compensation competitiveness, and slower progression that affects pay growth. Together, these dynamics suggest a package oriented toward stability and quality of life, with tradeoffs versus top‑of‑market cash and equity upside.

Positive Themes About MathWorks

Wellbeing & Lifestyle Benefits: Workplace perks include free meals and snacks, onsite gyms with classes, wellness stipends, hybrid flexibility, and extras like anniversary trips and company‑sponsored family outings. These amenities and work‑life practices materially enhance the overall value of employment.
Healthcare Strength: Medical options include PPO and HDHP plans with in‑network preventive care fully covered, plus robust dental (including orthodontia), vision allowances, disability coverage, and mental health support. Coverage breadth also extends to prescription benefits and access to broad provider networks.
Strong & Reliable Incentives: A quarterly Stakeholder Bonus tied to company profitability and individual performance is a longstanding program that consistently supplements base pay. Additional performance bonuses further contribute to total cash.

Considerations About MathWorks

Low or Inaccessible Equity: Equity participation is limited, prompting requests for RSUs or stock in addition to or instead of quarterly bonuses. The pay mix emphasizes salary and bonuses over stock, leading some to seek better alignment with market alternatives.
Unfair & Opaque Compensation: Pay is described as below nearby top‑tech markets and sometimes below industry standards, with calls for stronger raises and market adjustments. There are also requests for a more open environment for compensation discussions and for equal pay across counterparts.
Stagnant Pay & Limited Progression: Advancement is characterized as slower and often tied to tenure, with calls for promotions based on skill and delivery. This dynamic dampens perceived pay growth over time.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.