Companies Nasdaq

Nasdaq

New York, New York, USA

Total Offices: 6

4,798 Total Employees

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Nasdaq Compensation & Benefits

Updated on March 05, 2026

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

How are the compensation & benefits at Nasdaq?

Strengths in retirement support and total-rewards design (bonus and equity components) are accompanied by challenges in consistent base-pay growth and perceived market alignment across teams and geographies. Together, these dynamics suggest the package can be compelling on total value while still leaving pockets of dissatisfaction where progression and benchmarking expectations are higher.

Positive Themes About Nasdaq

Retirement Support: Retirement support is positioned as a standout, with a dollar-for-dollar 401(k) match up to a stated percentage for U.S. employees. This feature is repeatedly framed as strong versus common market norms and a meaningful component of total rewards.
Equity Value & Accessibility: Equity and stock-related programs are described as standard and meaningful parts of total compensation. The overall value is tied to grant cadence and vesting, making the equity component a material driver of perceived competitiveness.
Strong & Reliable Incentives: Annual bonuses and other variable-pay elements are presented as standard components that can materially lift total compensation beyond base salary. The incentive-heavy structure is portrayed as beneficial when company performance and payout mechanics align with expectations.

Considerations About Nasdaq

Stagnant Pay & Limited Progression: Pay growth is portrayed as uneven, with difficulty scaling compensation through promotions or raises in some areas. Progression speed appears to vary by team, creating inconsistent experiences in salary growth over time.
Unfair & Opaque Compensation: Compensation competitiveness is depicted as highly sensitive to role, level, and location, producing wide dispersion that can feel misaligned depending on the benchmark used. This variability contributes to mixed perceptions of whether pay is truly market-aligned.

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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.