Companies The Predictive Index

The Predictive Index

Westwood

194 Total Employees

85 Product + Tech Employees

Year Founded: 1955

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The Predictive Index Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at The Predictive Index?

Strengths in healthcare coverage, broad time off, and flexible work options are accompanied by concerns about base pay levels in some roles, rising benefits costs, and a comparatively modest retirement match. Together, these dynamics suggest a benefits-forward total rewards profile with uneven sentiment on cash compensation and certain cost-sensitive details.

Key Insight for Candidates

Benefits-over-cash tradeoff: PI is benefits-forward—remote-first (Field/Flow/Studio), unlimited PTO, and 85%+ employer-paid health coverage—while base pay and 401(k) match skew mid-market and have seen cost tweaks over time. This favors candidates valuing flexibility and coverage over top-dollar salaries; confirm current match, premiums, and leave specifics.

Evidence in Action

Remote-First Workstyle Stipends — Field/Flow/Studio workstyles include a $1,000 Field stipend and a $500 Flow stipend, with Studio offering on-site perks. Employees choose where they work while receiving financial support for remote or hybrid setups, strengthening flexibility and engagement.
High-Coverage Health Plans — Two medical plan options are 85%+ employer-paid, with an HSA including a PI gift contribution or an HRA covering 80% of deductibles. Employees face lower premiums and out-of-pocket expenses, increasing financial security and access to care.

Positive Themes About The Predictive Index

Healthcare Strength: Health coverage is described as robust, with multiple medical options, employer-paid life and disability, and access to dental, vision, mental health, and wellness programs. HSA/HRA support and wellness initiatives add depth to medical and wellbeing coverage.
Leave & Time Off Breadth: Policies include unlimited PTO along with paid holidays, sick time, and volunteer days, supporting flexibility for rest and personal needs. Paid parental leave broadens time-off support across life stages.
Flexible Benefits: A remote-first model with Field/Flow/Studio options and setup stipends enables tailoring of work location and cadence. Employees can choose fully remote or varying in-office frequencies with aligned support.

Considerations About The Predictive Index

Unfair & Opaque Compensation: Pay is characterized as low relative to role expectations in some areas, indicating uneven experiences with base compensation. Sentiment that base pay could be higher appears alongside otherwise positive total-rewards elements.
High Benefits Costs: Elements of the benefits package are described as having increased in cost over time, with some coverage perceived to have degraded. These shifts may dampen perceived value even when core offerings remain broad.
Inadequate Retirement Support: The 401(k) match is portrayed as comparatively modest, reducing the appeal of long-term savings support. This can weigh on total-rewards competitiveness for those prioritizing retirement benefits.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.