Companies Omnicell

Omnicell

Mountain View, California, USA

Total Offices: 8

2,777 Total Employees

Year Founded: 1992

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Omnicell Compensation & Benefits

Updated on February 25, 2026

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

How are the compensation & benefits at Omnicell?

Strengths in benefit breadth—especially healthcare, time off, and lifestyle-oriented perks—are accompanied by recurring concerns about pay competitiveness and retirement match strength. Together, these dynamics suggest total rewards can feel solid on benefits but uneven on compensation competitiveness depending on role and market.

Positive Themes About Omnicell

Leave & Time Off Breadth: Time off offerings are described as ample, including paid sick days, family medical leave, and paid volunteer time, which supports work-life balance for many. Benefits are also indicated to begin on the first day of employment, improving immediate access to time-off related programs.
Healthcare Strength: Health coverage is presented as comprehensive, spanning medical, dental, vision, life, and disability insurance along with mental health benefits. This breadth indicates a well-rounded healthcare package for physical and mental wellbeing.
Wellbeing & Lifestyle Benefits: Wellbeing and lifestyle supports extend beyond core insurance through items like a fitness stipend, commuter benefits, and a remote work program. These perks broaden the overall rewards package and can improve day-to-day affordability and flexibility.

Considerations About Omnicell

Unfair & Opaque Compensation: Pay is characterized as uneven, with a recurring view that compensation can be low for the field and below average in certain markets. This creates a fairness tension where overall satisfaction coexists with perceptions of underpayment in specific roles or locations.
Inadequate Retirement Support: Retirement support draws a common critique that the 401(k) match could be stronger. This weakens the perceived competitiveness of the long-term savings component even when other benefits are viewed favorably.
Stagnant Pay & Limited Progression: Salary competitiveness concerns are amplified by indications that pay packages are not especially competitive in higher-cost areas, implying limited progression against local market benchmarks. This can reduce the perceived value of total rewards over time for employees facing cost-of-living pressure.

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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.