Precisely
Precisely Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Precisely and has not been reviewed or approved by Precisely.
How are the compensation & benefits at Precisely?
Strengths in time off flexibility and mainstream health coverage are accompanied by pressures around benefit affordability and a retirement match that is often perceived as modest. Together, these dynamics suggest the overall rewards package is workable and attractive for flexibility seekers, but less compelling for those optimizing for top-of-market pay growth, low medical costs, or best-in-class retirement support.
Key Insight for Candidates
Precisely trades standout flexibility (remote‑first, unlimited PTO) for mid‑market cash and a modest retirement match, with some reporting pricier medical costs. Great if you value autonomy and time off; less ideal if you’re optimizing for top‑tier pay or the lowest premiums.Evidence in Action
- Unlimited PTO Policy — Unlimited PTO for U.S. employees is an established policy reinforced alongside remote-first flexibility. This gives employees autonomy to plan time away without accrual constraints, strengthening work–life balance and reducing burnout.
- U.S. Pay Equity Audit — A U.S. pay equity audit is publicly communicated as part of Precisely’s compensation practices. This signals structured, fairness‑driven pay decisions and gives employees confidence that compensation is reviewed for equity across roles and demographics.
Positive Themes About Precisely
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Leave & Time Off Breadth: Time off and flexibility stand out, with unlimited time off and work-from-home repeatedly framed as prominent perks. The overall package often feels stronger when remote-first flexibility and generous PTO are prioritized.
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Healthcare Strength: Core medical, dental, and vision coverage is described as established and available alongside common options like FSA/HSA, life, and disability. Health coverage is positioned as solid overall, including indications that coverage can start on day one for U.S. employees.
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Fair & Transparent Compensation: Pay is often characterized as fair-to-okay, with company messaging around pay-equity audits reinforcing an emphasis on fairness in pay practices. Compensation outcomes appear more favorable in some go-to-market roles where on-target earnings can be strong.
Considerations About Precisely
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High Benefits Costs: Medical premiums and out-of-pocket costs are sometimes characterized as pricey, suggesting uneven value depending on plan choice, location, and family situation. Health plan affordability appears to be a recurring pressure point even when coverage is viewed as decent.
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Inadequate Retirement Support: Retirement support is frequently framed as modest, with a commonly cited 401(k) match level that can feel low rather than best-in-class. Conflicting accounts about match competitiveness imply that the retirement value proposition is not consistently perceived as strong.
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Stagnant Pay & Limited Progression: Compensation is sometimes framed as average or below expectations, with limited raises or slower progression called out in certain technical and non-U.S. contexts. Remote flexibility and PTO are occasionally presented as tradeoffs that coincide with less aggressive cash compensation growth.
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