Recology
Recology Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Recology and has not been reviewed or approved by Recology.
How are the compensation & benefits at Recology?
Strengths in healthcare, retirement, and paid time off are accompanied by concerns about slow wage growth, compensation transparency, and alignment of rewards with workload. Together, these dynamics suggest a benefits‑rich total rewards package whose value is moderated by perceptions of limited pay progression and unclear pay practices.
Key Insight for Candidates
Recology’s defining tradeoff is long‑term, ownership-based rewards and robust benefits versus modest near‑term cash and murky raise progression. The ESOP and health/PTO can build strong total value over time, but immediate salary and pay clarity may disappoint. Best for candidates prioritizing long‑term wealth over instant pay.Evidence in Action
- Employee Ownership ESOP — Recology’s Employee Stock Ownership Plan (ESOP) under its 100% employee‑owned structure operates as a supplemental retirement plan alongside a 401(k) or pension. This builds long‑term wealth and ties everyday performance to company value, enhancing total rewards beyond base pay.
- Teamsters Wage Progression — Teamsters collective bargaining agreements delivered immediate raises—10% at the San Francisco Transfer Station and 14% upfront (~38% over four years) for CSRs—plus multi‑year increases for drivers and mechanics. This sets predictable wage growth and strong overtime economics, lifting earnings and stability in frontline roles.
Positive Themes About Recology
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Retirement Support: Feedback suggests retirement offerings are unusually robust, combining an ESOP with a 401(k) and, in some cases, a pension. These features are frequently highlighted as a standout part of total compensation.
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Healthcare Strength: Feedback suggests medical, dental, and vision coverage is comprehensive and valued, with wellness resources like an EAP and disability coverage strengthening the package. Some groups report especially strong family coverage, reinforcing the health benefit quality.
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Leave & Time Off Breadth: Feedback suggests paid time off, holidays, and sick leave are meaningful, with vacation accrual often called out positively. Examples include favorable comments on maternity leave and overall leave structure.
Considerations About Recology
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Stagnant Pay & Limited Progression: Feedback suggests wage growth can feel slow, with modest annual increases commonly cited. Opportunities for advancement and faster progression appear limited in some roles and locations.
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Unfair & Opaque Compensation: Feedback suggests pay policy and transparency are pain points, making it hard to understand how pay is set or grows. This opacity undermines confidence in compensation fairness.
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Poor or Misaligned Recognition & Rewards: Feedback suggests compensation at times feels misaligned with workload, stress, hours, or the physical demands of the work. Expectations around overtime and job difficulty are seen as not always reflected in pay.
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