Companies Ryan Companies

Ryan Companies

Minneapolis

Total Offices: 16

1,868 Total Employees

Year Founded: 1938

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Ryan Companies Compensation & Benefits

Updated on October 16, 2026

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

How are the compensation & benefits at Ryan Companies?

Strengths in retirement support, healthcare, and time-off breadth are accompanied by concerns about pay fairness, benefit consistency, and the real-world impact of wellbeing offerings during busy cycles. Together, these dynamics suggest a competitively structured package whose day-to-day value depends on role, location, and clarity of plan details.

Key Insight for Candidates

Benefits-heavy compensation anchored by a 401(k) match plus discretionary year‑end employer contributions, alongside sabbaticals and paid volunteer time. This design amplifies total rewards—particularly in profitable years—and suits candidates prioritizing long‑term savings and time‑off flexibility over maximizing base salary.

Evidence in Action

401(k) Match And Discretionary — A 401(k) match of 100% up to 4% of pay, plus a discretionary annual employer contribution tied to company performance, is a documented benefits mechanism. It boosts total compensation and long‑term savings, with recurring employee feedback citing strong retirement support and meaningful year‑end boosts.
Paid Volunteer Time Policy — Paid volunteer time of up to 20 hours per year, offered via the Ryan Foundation, is a documented benefit. It enables community service without lost pay, strengthening pride and work‑life balance while signaling institutional support for employee philanthropy.

Positive Themes About Ryan Companies

Retirement Support: Retirement programs are characterized by a dollar-for-dollar 401(k) match and additional employer contributions tied to company performance. These features make total compensation feel notably strong for many roles.
Healthcare Strength: Health coverage includes comprehensive medical, dental, and vision plans, alongside HSAs/FSAs and an expanded EAP for mental health support. The breadth of offerings indicates support for wellbeing beyond basic coverage.
Leave & Time Off Breadth: Time-off options span flexible PTO, paid holidays, paid volunteer hours, and a sabbatical program for long-tenured employees. These programs provide flexibility for rest, community engagement, and personal pursuits.

Considerations About Ryan Companies

Unfair & Opaque Compensation: Pay is considered uneven across comparable roles, with some needing to advocate for adjustments to reach desired levels. Limited public detail on premiums, deductibles, and leave specifics adds uncertainty about the package’s true value.
Exclusive or Unequal Benefits Coverage: Offerings and experiences are described as varying by office, role, and location, creating perceived inconsistency in access or applicability. Such variability can affect how equitable the benefits feel across the organization.
Perks & Wellbeing Gaps: Fast-paced construction timelines occasionally strain work-life balance despite available flexibility and wellness resources. The practical impact of wellbeing perks can be limited during intense project periods.

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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.