Patterson Companies
Patterson Companies Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Patterson Companies and has not been reviewed or approved by Patterson Companies.
How are the compensation & benefits at Patterson Companies?
Strengths in core benefits—especially health coverage, time off, and paid family leave—are accompanied by challenges around base pay growth, incentive volatility, and benefit cost burdens for some. Together, these dynamics suggest a total rewards package that is solid on fundamentals but perceived as only average overall unless role‑specific commissions or personal benefit utilization meaningfully enhance value.
Key Insight for Candidates
Defining tradeoff: conservative cash pay and modest raises, cushioned by a reliable, well-rounded benefits package. This total-rewards emphasis makes the package feel stable but rarely standout on take-home pay. Candidates seeking rapid pay growth may feel undercompensated; those valuing paid leave, PTO, and 401(k) support may be satisfied.Evidence in Action
- Ownership-Oriented Total Rewards — A 401(k) match up to 4% and an Employee Stock Purchase Plan anchor Patterson’s total rewards approach. These ownership-oriented benefits build long-term value and can offset base-pay variance, improving retention and perceived fairness.
- Commission-Only Sales Path — The commission-heavy sales structure includes a transition from a starter base to commission-only after a few years. This ties earnings to territory and performance, creating high-upside potential but income variability that shapes behaviors around pipeline, customer retention, and margin discipline.
Positive Themes About Patterson Companies
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Healthcare Strength: Health coverage is described as robust, with full medical, dental, and vision options plus an integrated wellness program and company‑paid short‑term disability. Feedback suggests these core benefits are a relative strength and contribute meaningful stability.
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Leave & Time Off Breadth: Time off provisions include generous PTO, holiday pay, floating holidays, and paid volunteer time off with a Dollars for Doers program. Feedback suggests these programs are widely valued even when other aspects of compensation feel average.
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Parental & Family Support: Family leave is notably supported with up to 12 weeks of fully paid leave for birth mothers and four paid weeks for other eligible parents and adoption. These policies are highlighted alongside other core benefits and are viewed as solid supports for families.
Considerations About Patterson Companies
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Stagnant Pay & Limited Progression: Base pay is often perceived as only average, with multiple comments noting small annual merit increases and pay that can feel low relative to workload in certain functions. Feedback suggests progression and raises may not keep pace with expectations in warehouse, support, and some technical roles.
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Weak & Unreliable Incentives: Variable pay in sales is described as volatile, including shifts from starter base to commission‑heavy or commission‑only structures. This can lead to inconsistent take‑home pay and perceived risk depending on territory maturity and market conditions.
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High Benefits Costs: Medical plan affordability is mixed, with observations that family coverage and out‑of‑pocket costs can feel high even when single coverage seems manageable. Such cost pressures dilute the perceived value of the overall benefits package for some employees.
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