NV5
NV5 Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about NV5 and has not been reviewed or approved by NV5.
How are the compensation & benefits at NV5?
Strengths in health plan options, equity accessibility, and pockets of time‑off flexibility are accompanied by challenges in pay progression, retirement plan design, and the practical availability of time off. Together, these dynamics suggest an overall rewards profile that is adequate in core coverage but constrained by slow cash growth, stock‑tilted retirement benefits, and tighter holiday/FTO execution across some groups.
Key Insight for Candidates
NV5’s defining tradeoff is equity‑tilted, delayed rewards versus modest immediate cash: discretionary 401(k) contributions and bonuses are often stock-based with multi‑year vesting, while health coverage is standard. This structure can feel underwhelming to candidates who prioritize predictable cash and a strong, immediate retirement match.Evidence in Action
- Equity‑Tilted Retirement Match — The 401(k) match uses restricted stock grants with three‑year cliff vesting, and a 4‑for‑1 stock split in 2024 reinforced an equity‑first rewards approach. Employees see delayed value and lock‑in, trading immediate cash for deferred equity, which some view as weaker retirement support.
- Conservative Raises And Bonuses — Merit increases and annual bonuses are modest, with recurring employee feedback citing $50 gift‑card bonuses despite strong performance. Employees experience slower earnings growth and depend more on promotions or overtime to boost pay, which dampens perceived fairness and long‑term engagement.
Positive Themes About NV5
-
Healthcare Strength: Health coverage includes multiple plan options (HMO/PPO/HDHP) with employer HSA contributions for HDHP enrollments. Plan variety and HSA seeding strengthen perceived value.
-
Equity Value & Accessibility: Stock-based compensation is emphasized, and a 4‑for‑1 stock split was executed to improve accessibility for employees. Some roles include equity or stock‑denominated bonuses in the total rewards mix.
-
Leave & Time Off Breadth: Flexible or hybrid schedules and FTO/unlimited PTO are available in some groups. These options broaden time‑off access when supported locally.
Considerations About NV5
-
Stagnant Pay & Limited Progression: Pay is often characterized as average to below peers, with difficulty securing meaningful raises over time. Cash bonuses can be limited, and overtime is a primary lever for higher earnings in some roles.
-
Inadequate Retirement Support: The 401(k) contribution is described as discretionary and frequently delivered in restricted stock with multi‑year cliff vesting. This structure is seen as weaker than a traditional immediate cash match.
-
Limited Leave & Time Off: Paid holiday counts are lean compared with many peers, leading to reliance on floating days. FTO usage can be inconsistent and dependent on manager or business unit.
NEW
What does AI tell candidates about your employer brand?
Get your free AI reputation report today.
See AI Report
NV5 Insights
Is This Your Company?
Claim Profile
