Companies Progress Software

Progress Software

Burlington

Total Offices: 13

3,100 Total Employees

Year Founded: 1981

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Progress Software Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at Progress Software?

Strengths in equity accessibility, broad time‑off provisions, and lifestyle-oriented benefits are accompanied by higher benefit costs, uneven incentive realization in sales, and adjustments to retirement support. Together, these dynamics suggest a competitive total rewards package whose advantages may be offset for some by cost burdens and variable pay components.

Key Insight for Candidates

Defining strength: a best‑in‑class ESPP with a rare 27‑month lookback. It can materially boost total compensation and reduce market‑timing risk as you stay longer, partially offsetting otherwise standard cash and 401(k) terms.

Evidence in Action

Ownership via Lookback ESPP — Employee Stock Purchase Plan (ESPP) with a 27‑month lookback operates as a default wealth‑building program. It gives employees amplified ownership upside and predictable participation beyond base pay, supporting retention and alignment with long‑term performance.
Manager-Approved Flexible PTO — Flexible/unlimited PTO, subject to manager approval, sets time‑off usage through team norms. Employees' actual vacation depends on leader expectations and coverage, enabling responsiveness when supported but creating uneven utilization across orgs.

Positive Themes About Progress Software

Equity Value & Accessibility: Equity participation includes an employee stock purchase plan with a discounted purchase and an extended lookback window, improving accessibility and potential upside. Many roles highlight this plan as a standout component of total rewards.
Leave & Time Off Breadth: Time off offerings include flexible or unlimited PTO, paid holidays, a birthday day off, parental leave, and paid volunteer time. Hybrid and remote options help make time-off policies more usable.
Wellbeing & Lifestyle Benefits: Coverage spans medical, dental, vision, life and disability, mental health resources, an EAP, wellness programs, and optional add-ons like pet and identity protection. Professional development support, recognition programs, and workplace perks add to overall lifestyle value.

Considerations About Progress Software

High Benefits Costs: Health plans can be expensive, and plan quality is sometimes characterized as mediocre. Cost increases and value concerns temper perceptions of otherwise broad coverage.
Weak & Unreliable Incentives: Sales compensation can be difficult to realize due to delayed quota and commission plan communication and clawback mechanisms, making on-target earnings less predictable. Quota attainment is uneven across titles, adding to income variability.
Inadequate Retirement Support: Reductions to 401(k) matching have been indicated, creating uncertainty about the consistency of retirement benefits. Such adjustments diminish the perceived strength of long-term savings support.

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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.