SEI
SEI Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about SEI and has not been reviewed or approved by SEI.
How are the compensation & benefits at SEI?
Strengths in healthcare, time off, and retirement programs are accompanied by challenges in base pay levels and pay progression, with access to some benefits varying by location. Together, these dynamics suggest a benefits‑forward package whose perceived value depends heavily on role, level, and work location.
Key Insight for Candidates
Defining tradeoff: SEI is benefits-forward but cash-conservative. Employees often praise health, PTO, wellness, and family supports, while base pay and annual increases feel modest. Candidates prioritizing salary growth may be disappointed; those valuing lifestyle perks and ownership programs may find the package attractive.Evidence in Action
- Auto-Enrollment 401(k) Match — The Capital Accumulation Plan auto-enrolls employees at 3% after 90 days and provides a safe-harbor 401(k) match: 100% on the first 3% and 50% on the next 2%, with immediate vesting. This drives early participation and accelerates retirement savings value employees keep from day one.
- Backup Childcare Support — The SEI Family Center at the Oaks, PA campus provides licensed backup childcare for children six weeks to 12 years. This reliable coverage reduces caregiver disruptions, enabling parents to stay productive and present without sacrificing dependents’ care.
Positive Themes About SEI
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Healthcare Strength: Comprehensive medical coverage, FSAs, disability and life insurance, and wellness incentives are part of the package. Recognition for workplace mental health and on‑site wellness options further bolster perceived healthcare depth.
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Leave & Time Off Breadth: PTO is characterized as generous, with indications of ample time away and flexibility. Specific accruals and usage vary by team, so confirming details in offers is encouraged.
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Retirement Support: A 401(k) plan, an employee stock purchase plan, and an employee investment program are available, with plan features including early eligibility and automatic enrollment. Recent plan terms have included a safe‑harbor employer match with immediate vesting.
Considerations About SEI
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Unfair & Opaque Compensation: Pay is considered below market in many operations and entry‑level tracks, and compensation satisfaction varies widely by role and location. Descriptions of underpayment relative to workload or peers are contrasted with stronger ranges seen in select technical or corporate roles.
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Stagnant Pay & Limited Progression: Limited raises and modest pay growth are frequently cited, with frustrations around yearly increases and bonuses. This dynamic contributes to perceptions that overall compensation lags alternatives even when benefits appeal.
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Exclusive or Unequal Benefits Coverage: Standout on‑site perks, including backup childcare and fitness classes, are tied to the Oaks campus. Individuals outside that location or fully remote may not have equal access to these benefits.
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