CDK Global
CDK Global Compensation & Benefits
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
Defining tradeoff: CDK offers a standout 401(k) match and flexible PTO, but salary increases are modest and infrequent. Why it matters: compensation may feel fine initially, yet pay compression and slow adjustments can leave longer‑tenured employees feeling underpaid over time.Evidence in Action
- Annual Raise Cadence — Annual raise cycle drives most pay changes, with recurring employee feedback that increases are modest or infrequent. Employees see slower pay growth over tenure, making initial offers and level placement critical to long‑term compensation.
- 6% 401(k) Match — 401(k) match up to 6% is a documented Total Rewards component offered companywide. This reliably boosts total compensation and retirement savings, adding tangible value even when salary increases are modest.
Positive Themes About CDK Global
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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.
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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.
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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
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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.
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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.
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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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