Companies Perficient

Perficient

Saint Louis, Missouri, USA

Total Offices: 19

3,295 Total Employees

Year Founded: 1997

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Perficient Compensation & Benefits

Updated on March 05, 2026

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

How are the compensation & benefits at Perficient?

Strengths in retirement tools and core benefits breadth are accompanied by pressures from healthcare affordability, uneven time-off usability, and inconsistent pay progression. Together, these dynamics suggest the package can feel competitive in select roles or teams, but may underdeliver for employees prioritizing predictable raises, low-cost health coverage, or reliably accessible time off.

Positive Themes About Perficient

Retirement Support: Retirement offerings are positioned as robust, including a 401(k) with company match, an Employee Stock Purchase Plan, and an option for after-tax contributions (mega backdoor Roth). Eligibility details are described as clear for core benefits, supporting confidence in plan access timing.
Parental & Family Support: Parental benefits are described as structured, with paid maternity recovery time and paid parental leave for all new parents. Company-paid disability coverage is also highlighted, strengthening the overall family support posture.
Fair & Transparent Compensation: Compensation is characterized as generally market-aligned for a portion of roles, with examples of pay being viewed as fair or decent in certain contexts (such as remote or region-specific situations). Variable pay potential appears stronger in some tracks, improving perceived competitiveness for those roles.

Considerations About Perficient

Stagnant Pay & Limited Progression: Pay growth is frequently framed as modest or uneven, with advancement in compensation sometimes feeling dependent on switching projects or roles. Merit and promotion-related adjustments are portrayed as inconsistent, which can dampen longer-term satisfaction.
High Benefits Costs: Healthcare affordability is a recurring concern, with medical plan costs described as high and reducing the perceived value of the overall package. This cost pressure can offset otherwise comprehensive coverage.
Limited Leave & Time Off: Flexible time off is portrayed as uneven in practice, with constraints tied to team norms, utilization, or manager discretion. The lack of payout expectations under unlimited-style policies is also framed as a potential drawback.

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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.