Companies CDK Global

CDK Global

Austin

Total Offices: 9

9,000 Total Employees

Year Founded: 2006

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CDK Global Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at CDK Global?

Strengths in retirement support, flexible time off, and a broad, configurable benefits menu are accompanied by concerns about pay growth, perceived fairness, and the affordability of some medical options. Together, these dynamics suggest a comprehensive package whose value is experienced unevenly across roles and situations, yielding a mixed overall perception.

Key Insight for Candidates

Tradeoff: Strong, predictable benefits (notably a 6% 401(k) match and flexible PTO) versus muted long‑term upside (limited equity beyond ESPP) and slower raise cadence. This skews value toward stability over wealth-building. Candidates prioritizing rapid comp growth or meaningful equity should scrutinize bonuses, raises, and long‑term incentives in the offer.

Evidence in Action

6% 401(k) Match — The 401(k) match up to 6%, including pre-tax/Roth and catch-up contributions, is a defined element of CDK’s benefits. This increases employees’ long-term savings power and is cited in internal sentiment as a consistently strong part of total rewards.
myTime Flexible PTO — The myTime flexible PTO policy (often described as unlimited) is a named mechanism in CDK’s time-off approach. Employees gain scheduling autonomy, while recurring employee feedback notes actual usage depends on manager norms and workload expectations.

Positive Themes About CDK Global

Retirement Support: A company match on employee 401(k) contributions is emphasized as a core offering within the Total Rewards package. Feedback suggests retirement benefits are a relative strength of the program.
Leave & Time Off Breadth: Flexible paid time off through “myTime” and opportunities for volunteer time and donation matching indicate breadth in time-off options. Feedback suggests these policies add meaningful non-cash value.
Flexible Benefits: Multiple health plan options, an Employee Assistance Program, learning support, and adoption assistance point to a configurable benefits suite. Feedback suggests the variety enables tailoring to different roles, locations, and life stages.

Considerations About CDK Global

Stagnant Pay & Limited Progression: Pay increases are described as modest and not always frequent, which dampens longer-term satisfaction. Feedback suggests promotion-related adjustments may not consistently keep pace with expectations.
High Benefits Costs: Health coverage includes several options but out-of-pocket costs can feel high for certain plans or family coverage. Feedback suggests medical affordability depends on the specific election.
Unfair & Opaque Compensation: Compensation is sometimes perceived as below market or misaligned with performance and promotions. Feedback suggests experiences vary by team and location, creating perceptions of inconsistency.

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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.