Recology

San Francisco

1,277 Total Employees

Year Founded: 1920

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Recology Compensation & Benefits

Updated on September 09, 2026

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

Defining tradeoff: Recology's unusually strong, ownership-driven benefits (ESOP plus retirement plans) anchor total compensation while base pay sentiment is only middling. This structure rewards tenure and long-term wealth more than immediate cash. Candidates prioritizing long-horizon security over short-term pay tend to see the most value.

Evidence in Action

Ownership-Backed Retirement Stack — The Employee Stock Ownership Plan (ESOP) at this 100% employee‑owned company operates alongside a 401(k) with a company match commonly around 3.5%–4%. This structure compounds long‑term wealth beyond base pay, improving total compensation and retention as shares and matched savings accrue.
Union-Driven Wage Progression — Teamsters collective bargaining agreements deliver immediate raises (10%–14% upfront) and multi‑year increases (~38% over four years), with full maintenance of benefits and pension improvements. Covered employees get predictable wage progression, robust healthcare/retirement security, and clearer pay expectations tied to their local contract.

Positive Themes About Recology

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.
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.
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

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.
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.
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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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.