The Scotts Miracle-Gro Company
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The Scotts Miracle-Gro Company Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about The Scotts Miracle-Gro Company and has not been reviewed or approved by The Scotts Miracle-Gro Company.
How are the compensation & benefits at The Scotts Miracle-Gro Company?
Strengths in healthcare, retirement, and family supports are accompanied by challenges in base pay fairness, wage progression, and benefits access for non‑full‑time roles. Together, these dynamics suggest total rewards can be attractive for many full‑time employees, while perceptions of underpayment and uneven eligibility may temper overall satisfaction.
Key Insight for Candidates
Defining tradeoff: outsized long-term benefits (notably a high 401(k) match and discounted ESPP under ‘LiveTotal Health’) versus middling base-pay fairness and compression. This means total rewards can feel strong while paychecks feel light. Candidates prioritizing immediate cash may feel underpaid; those valuing savings/ownership often feel well-compensated.Evidence in Action
- Elevated 401(k) Match — A 401(k) match of 7.5% for every 6% employees contribute is a standard compensation mechanism. It reliably increases total rewards and signals long‑term investment, encouraging savings and boosting retention among employees who value retirement security.
- LiveTotal Health Program — LiveTotal Health, the company’s holistic benefits program, reports over 90% associate favorability and bundles medical, dental, vision, telehealth, wellness incentives, and family‑building support. Centralizing wellness and family benefits makes support predictable and accessible, improving perceived care, work‑life balance, and overall satisfaction beyond base pay.
Positive Themes About The Scotts Miracle-Gro Company
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Healthcare Strength: Health coverage is broad, with medical, dental, vision, telehealth options, advocacy, and wellness incentives plus fitness reimbursements. A holistic wellness program supports associates and their families.
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Retirement Support: The retirement program features a strong company 401(k) match and access to an employee stock purchase plan to build long‑term financial security. Flexible spending accounts further bolster financial benefits.
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Parental & Family Support: Support includes paid parental leave and assistance for adoption, surrogacy, and fertility. Mental‑health and substance‑use resources add additional family and personal support.
Considerations About The Scotts Miracle-Gro Company
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Unfair & Opaque Compensation: Compensation is often described as not reflecting workload or market conditions, with low pay cited in roles such as customer service and sales. Workloads being characterized as heavy without proportional pay reinforces fairness concerns.
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Exclusive or Unequal Benefits Coverage: Benefits access varies by employment status, with part‑time and seasonal workers frequently lacking core benefits. Certain merchandiser positions specifically point to limited or no benefits.
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Stagnant Pay & Limited Progression: Pay compression emerges as a concern, with long‑tenured employees noting new hires starting near their pay. Adjustments are viewed as insufficient to keep up with changing conditions.
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