Companies Procore Technologies

Procore Technologies

Carpinteria, California, USA

Total Offices: 12

4,500 Total Employees

Year Founded: 2002

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Procore Technologies Compensation & Benefits

Updated on March 17, 2026

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

How are the compensation & benefits at Procore Technologies?

Strengths in parental and family support, broad time off, and wellbeing perks are accompanied by challenges around progression clarity, sales incentive reliability, and benefit eligibility that varies by plan and location. Together, these dynamics suggest a package that is broadly attractive on benefits while satisfaction with earnings growth and realized pay remains sensitive to role, attainment, and geography.

Positive Themes About Procore Technologies

Parental & Family Support: Family-building benefits such as fertility assistance on eligible plans, cash support for adoption and surrogacy, and substantial paid parental leave with a supported return-to-work indicate strong support for parents. Feedback suggests these offerings are a standout component of the total rewards package.
Leave & Time Off Breadth: Open PTO with no accruals, a company-wide Wellness Week, and separate sick time reflect broad time-off flexibility. Feedback suggests employees value the ability to take time away in addition to standard holidays.
Wellbeing & Lifestyle Benefits: A quarterly Procore Perks stipend, mental-health resources through an EAP/Modern Health, and free meals/snacks with WFH reimbursements demonstrate ongoing investment in wellbeing and daily convenience. Feedback suggests these benefits add meaningful everyday value beyond base pay.

Considerations About Procore Technologies

Stagnant Pay & Limited Progression: Advancement paths and leveling criteria are described as unclear, with concerns that promotion mechanics constrain raises and long-term pay growth. Feedback suggests this can temper satisfaction even when base pay and equity are competitive.
Weak & Unreliable Incentives: Commission structures, earnings caps, and variable quota attainment in sales roles can make realized earnings fall short of OTE. Feedback suggests take-home outcomes depend heavily on territory and current plan mechanics.
Exclusive or Unequal Benefits Coverage: Eligibility for certain benefits depends on plan enrollment, location, or work setting (e.g., fertility coverage tied to specific medical plans, U.S.-only programs, and office-centric perks). Feedback suggests role and geography meaningfully shape access and utilization.

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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.