Roush
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Roush Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Roush and has not been reviewed or approved by Roush.
How are the compensation & benefits at Roush?
Strengths in healthcare coverage, retirement support, and a broad leave program are accompanied by challenges in pay levels, progression, fairness, and benefits access variability. Together, these dynamics suggest a package that can be attractive for those prioritizing comprehensive benefits, while others may weigh lower cash growth and uneven eligibility more heavily depending on role and status.
Key Insight for Candidates
Defining tradeoff: top‑tier health coverage (often branded “platinum”) and company‑paid disability/401(k) match versus conservative base pay and small, slow raises. Total rewards lean on benefits over cash. If salary growth matters, negotiate starting pay and raise cadence upfront.Evidence in Action
- Health-First Benefits Emphasis — Platinum-level medical, dental, and vision coverage is described as above the 90th percentile on out-of-pocket costs, alongside company-paid short/long-term disability and life/AD&D. Employees experience strong insurance value that can offset lower-cash tradeoffs and improve retention for health-prioritizing talent.
- Slow Raise Cadence — Recurring employee feedback cites annual raises as minimal—'pay raises like 10c a year'—and slow progression across pay bands by function and location (e.g., Livonia, MI vs. Orlando, FL). Employees anticipate modest year-over-year increases, shifting focus to promotions, overtime, or external offers for meaningful pay growth.
Positive Themes About Roush
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Healthcare Strength: Health coverage is described as platinum-level and affordable, including medical, dental, vision, prescription coverage, telemedicine, and wellness supports such as EAP, diabetes, and tobacco-cessation programs. Core protections like short- and long-term disability and life/AD&D are highlighted as strengths.
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Retirement Support: An employer-matched 401(k) is emphasized, with plan features such as profit-sharing elements, auto-enrollment, and loan availability that enhance accessibility. The retirement offering is characterized as competitive and a standout within the package.
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Leave & Time Off Breadth: Paid vacation, paid holidays, and earned sick time are provided alongside leaves for family/medical needs, pregnancy/adoption, military duty, jury duty, and bereavement. The breadth supports varied time-off needs across different life events.
Considerations About Roush
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Stagnant Pay & Limited Progression: Pay is considered low in many roles and raises are minimal over time, with very small increases, long gaps between raises, and limited advancement. This dynamic contributes to feeling underpaid relative to required skills and workload.
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Unfair & Opaque Compensation: Compensation practices are viewed by some as not fair, including instances where new hires receive better vacation benefits than longer-tenured employees. Starting pay is described as low in certain cases, reinforcing perceptions of inequity.
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Exclusive or Unequal Benefits Coverage: Benefit eligibility and value vary by pay band, location, schedule expectations, and employment status. Contract roles are described as lacking access to benefits, and experiences can differ across divisions.
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