Companies Priceline

Priceline

New York, New York, USA

Total Offices: 2

1,339 Total Employees

Year Founded: 1998

View Website

Jobs at Similar Companies

Similar Companies Hiring

Perk

Travel • Software • Sales • Hospitality • Greentech • Fintech • Artificial Intelligence

12 Offices

1800 Employees

Fora

Travel • Software • Sales • Professional Services • On-Demand • Hospitality • Agency

New York, NY

170 Employees

PRIMA

Travel • Software • Marketing Tech • Hospitality • eCommerce

15 Employees

Priceline Compensation & Benefits

Updated on March 05, 2026

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

How are the compensation & benefits at Priceline?

Strengths in core benefits and time-off offerings are accompanied by a compensation picture that is generally seen as adequate but not leading. Together, the combination of solid non-cash rewards and uneven cash growth/incentive perceptions suggests a “good, not elite” total-rewards profile that depends heavily on role and location.

Positive Themes About Priceline

Healthcare Strength: Healthcare coverage is positioned as comprehensive, including medical, dental, and vision offerings alongside an EAP. Fitness reimbursement is also described as part of the standard health-and-wellness set.
Leave & Time Off Breadth: Time away is framed as well-supported through paid time off, company holidays, and paid volunteer days. These elements collectively broaden the non-cash value of the package for many employees.
Fair & Transparent Compensation: Pay is characterized as fair-to-decent in parts of the organization, with certain technical roles described as competitive. Total rewards can feel more acceptable when benefits and travel-related perks are factored in.

Considerations About Priceline

Stagnant Pay & Limited Progression: Pay upside is portrayed as constrained, with limited-feeling raises and promotions dampening satisfaction. This reduces the perceived long-term earnings trajectory even when starting pay is acceptable.
Unfair & Opaque Compensation: Compensation is repeatedly framed as not top-of-market, with some areas described as average or below market. Variation by role and location contributes to uneven perceived fairness across the workforce.
Weak & Unreliable Incentives: Variable pay is portrayed as less compelling in some customer-facing contexts, lowering overall take-home potential. This weakens the rewards proposition for roles that rely on bonus or commission to be competitive.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.