Companies Skidmore, Owings & Merrill (SOM)

Skidmore, Owings & Merrill (SOM)

New York

Total Offices: 16

1,920 Total Employees

Year Founded: 1936

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Skidmore, Owings & Merrill (SOM) Compensation & Benefits

Updated on September 09, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Skidmore, Owings & Merrill (SOM) and has not been reviewed or approved by Skidmore, Owings & Merrill (SOM).

How are the compensation & benefits at Skidmore, Owings & Merrill (SOM)?

Strengths in healthcare, family supports, and career-linked rewards are accompanied by challenges in base pay levels, raise progression, and recognition for additional workload. Together, these dynamics suggest a benefits-forward total rewards profile that can appeal to those prioritizing development and supports, while cash compensation and raise velocity may feel underwhelming in high-demand, high-cost settings.

Key Insight for Candidates

Core tradeoff: marquee projects and strong licensure support versus average pay growth and long hours that thin effective compensation. This matters if you prioritize cash and raises over portfolio value. Notably for architecture, SOM also offers backup child/elder care—useful, but it doesn’t offset the cash/hours tradeoff.

Evidence in Action

Backup Child And Eldercare — Backup child and elder care through Bright Horizons is part of the standard benefits package. This safety net helps caregivers handle emergencies without derailing projects, reducing absenteeism and stress.
Paid Family Leave — Paid family leave provides four weeks at full pay for employees eligible under FMLA. This baseline support eases major life events, signaling institutional backing and improving return-to-work outcomes.

Positive Themes About Skidmore, Owings & Merrill (SOM)

Healthcare Strength: Health coverage is considered solid for the industry, including medical, dental, vision, and access to telehealth services and a One Medical membership. Feedback suggests these offerings add meaningful value to the overall package.
Parental & Family Support: Family-focused supports such as paid family leave, hybrid/flexible schedules, and subsidized backup child and elder care are highlighted across postings. Feedback suggests these elements help support work–life needs.
Career-Linked Recognition & Rewards: Professional growth is supported through reimbursement for licenses/exams and structured in-house development and mentoring. Many view prestige projects and strong learning as part of the total reward.

Considerations About Skidmore, Owings & Merrill (SOM)

Unfair & Opaque Compensation: Pay is considered lower than the market in multiple locations, with particular pressure at junior and mid-levels. Cost-of-living dynamics in cities like New York and Chicago intensify perceptions that base pay trails expectations.
Stagnant Pay & Limited Progression: Annual increases are described as modest and not keeping up with inflation. Feedback suggests raise velocity does not reflect changing market or living costs.
Poor or Misaligned Recognition & Rewards: Long hours and unpaid overtime are frequent, reducing the perceived value of pay. Heavy workloads without additional compensation dampen satisfaction with overall rewards.

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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.