Oldcastle BuildingEnvelope Compensation & Benefits

Key Insight for Candidates

• Leave & Time Off Breadth: Leave programs include PTO and 10 paid holidays, including two floating holidays, and feedback suggests these are a relative strength. This structure is consistently highlighted across official materials and role descriptions.
• Retirement Support: The 401(k) program includes a market-competitive employer match, often noted as up to 5%, and is commonly called out as a solid part of the package. This area tends to be viewed more favorably than base‑pay growth in several roles.
• Healthcare Strength: Medical, dental, and vision offerings are broad—described as industry leading and including well-known carriers plus HSA/FSA options. This breadth signals robust core healthcare coverage, even as experiences can vary by location and plan year.

• Stagnant Pay & Limited Progression: Annual increases are often described as small—sometimes measured in cents per hour—leading to dissatisfaction with progression. Feedback also points to recurring concerns about limited growth in base pay over time.
• High Benefits Costs: Healthcare can become expensive when major care is needed, with deductibles, out‑of‑pocket maximums, and premiums warranting close review. This suggests total healthcare costs may feel high for some employees despite generally solid coverage.
• Unfair & Opaque Compensation: Base wages are sometimes viewed as low for the workload or below comparable local manufacturing roles, with some relying on overtime to reach acceptable pay. This creates a perception that overall compensation may lag peers in certain positions and locations.