Orion
Orion Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Orion and has not been reviewed or approved by Orion.
How are the compensation & benefits at Orion?
Strengths in time‑off breadth, day‑one healthcare, and retirement support are accompanied by challenges in pay growth, benefit affordability, and perceived erosion of certain perks. Together, these dynamics suggest a comprehensive package that can appeal on benefits while overall satisfaction is tempered by compensation competitiveness and consistency across teams and locations.
Key Insight for Candidates
Defining tradeoff: robust, distinctive benefits (day-one health, sabbaticals, tuition and student-loan support) versus below-market cash pay and minimal raise velocity. This matters because total rewards skew toward perks over pay, which can feel undervalued in high-cost areas or for candidates prioritizing salary growth.Evidence in Action
- Minimal Merit Increases — Recurring employee feedback cites annual raises sometimes less than $1 per year at Orion Advisor Technology, with pay described as below industry standard. This sets an expectation of limited financial progression, weakening perceived meritocracy and pushing high performers to consider external opportunities.
- Seven-Year Paid Sabbatical — The Paid Sabbatical every seven years provides extended, employer-funded time off and additional spending money. This long-horizon reward promotes deep recovery and retention, signaling investment in employee well-being beyond salary and encouraging long-term tenure planning.
Positive Themes About Orion
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Leave & Time Off Breadth: Feedback suggests paid parental leave, “pawternity” leave, and a paid sabbatical every seven years create generous time‑off options. The sabbatical is described as extended time away with additional spending money.
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Healthcare Strength: Health benefits are said to start on the first day of employment, with wellness support including an on‑site gym at the Omaha headquarters. This indicates dependable access to core coverage from day one.
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Retirement Support: A 401(k) plan with a 50% company match on contributions up to 6% and access to financial planning technology are highlighted. These features provide tangible support for long‑term financial security.
Considerations About Orion
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Stagnant Pay & Limited Progression: Feedback suggests raises can be minimal—sometimes described as less than $1 per year—alongside limited growth opportunities in parts of the organization. Pay is also characterized as below industry standards in certain roles and locations.
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High Benefits Costs: Some accounts point to high out‑of‑pocket costs for family health insurance and reports of high healthcare insurance costs in certain entities. These expenses can diminish the perceived value of the overall package.
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Perks & Wellbeing Gaps: Observations include a perceived decline in benefits and mentions of benefits “going away” in specific areas. Such changes are linked to lower morale among affected teams.
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